Recruiting workers from abroad – this is how international recruiting works!
Workers from abroad are an important resource for the German market. International recruiting is an important issue in today's business world. Companies are increasingly reliant on foreign talent to meet their staffing needs.
Recruiting workers from abroad has numerous advantages for the German labor market. At the same time, it also brings its own challenges and raises many questions. Especially when it comes to the legal aspects of international cooperation. But also questions about organizational and cultural adaptation.
How does international recruiting work with employment agencies?
The process of recruiting foreign workers begins with initial discussions with the company's customers. Here the specific requirements for the workers from the Abroad needs to be clarified. This includes communicating all necessary project details and expectations to staff.
Next comes the identification and mapping of potential candidates on a global scale. In this process, employment agencies use different channels and methods. This includes job boards, websites, professional networking platforms, social channels, etc.
The third step in recruiting foreign workers is screening candidates. During the screening process, the employee's skills, experience and quality are assessed. After the candidates have been selected, all legal requirements are ensured. This means compliance with legal regulations regarding employment relationships, visas and temporary accommodation. This is where the process of applying for visas and work permits begins. That is, the process of providing support and assistance to candidates in order to obtain it. This includes resolving any initial issues related to visas and work permits.
In parallel to the visa facilitation, an employment contract is usually negotiated. This includes details of job duties, remuneration, etc. Contract negotiations continue until both parties agree on all terms and conditions. As part of visa facilitation, the agency takes care of all necessary visa applications, approvals and documents. In the meantime, he is working on completing negotiations for the official contract.
The final phase of visa facilitation involves visa approval. This means that the employee is ready to travel to the host country and work there. At the same time, the employment contract was signed by all parties involved. The official contract contains all the changes made during the negotiation phase.
These steps may vary depending on individual circumstances and the various legal procedures. There are also differences in the recruitment process for different types of employment.
What is the difference between the recruitment process for temporary employment and direct placement?
The recruitment process for temporary work (temporary work) and direct placement differs in several important aspects:
Direct placement (permanent position):
The aim of direct placement is to recruit permanent workers for direct, permanent employment with a company. The employees are employed directly by the hiring company and are permanently employed there from the start.
With direct placement, job advertisements are published, applications are collected and selection processes are carried out in order to find the right candidate for direct permanent employment. Once a candidate has been found, a direct employment contract is concluded between the hiring company and the new employee, which sets out the conditions of the permanent position. With direct placement, the period of employment is long-term or permanent because the employee is employed directly by the company. Learn more >>>
Temporary employment (temporary work):
The aim of temporary employment is to provide temporary workers to customer companies for a limited period of time in order to bridge short-term personnel shortages or to support specific projects. In temporary employment, the employee is employed by the personnel service company (hirer) and is hired out to customer companies (hirer) in order to carry out temporary tasks there. The HR service company actively searches for suitable candidates for its database and may also conduct interviews to check the applicants' skills and availability.
In addition, the lender and the borrower will be provided with a employee leasing contract completed, which regulates the conditions for the employment of the employee. More about temporary work >>>
Recruit workers from abroad – with us as a personnel service provider
Do you need highly qualified workers from abroad?
We have been, Zeitarbeit International, active as a personnel service provider. We provide companies in Germany with personnel from Eastern Europe for trade, construction, industry, and solar technology , Medicine, Industrial assembly, Machine relocations, Electrical engineering, Automotive industry , Metal and steel construction, Production and logistics. Our core competence includes welding, manufacturing of metal structures, assembly, construction and Maintenance of industrial facilities. In addition, we provide hard-working production assistants, assembly line workers, inspectors Etc.
Ask us! We help you recruit skilled workers from abroad. Learn more about us >>>