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Checklist
Is your organization ready for
international recruitment?
International recruiting step by step
International recruiting can be the solution to your organization's acute talent shortage. However, it's certainly not a decision made overnight. Consider these 10 checks before you start.
Mainly English-speaking candidates
If you decide to look for specific profiles outside of Belgium, you should keep in mind that the candidates do not speak Dutch. The exception here are companies looking for French-speaking candidates in French-speaking countries.
Support from unions, employees and shareholders
If you want to look for specific profiles outside Belgium, you need the approval of management, unions and direct colleagues. Without their approval, you can't implement your idea because foreign candidates starting work in Belgium need to feel needed and welcome from day one. That's why the approval of direct colleagues is so important here.
Ownership, manager and/or HR can advocate for this project internally
It will not be easy to convince everyone of your plans. Therefore, it is important that you prepare well for such an interview. You should inform those involved why you want to open specific job openings at the international level:
- Provide figures on the labor market,
- Provide figures on the number of applicants in the past year,
- Explain what the labor market will look like in the future,
- Explain what the deficits will be in the future.
Explore best practices of other organizations
Examine how others do it.
Why did they choose to recruit internationally, how do they organize internally to welcome a foreign employee, how do they deal with the language barrier, etc.? ?
Begin with a pilot project
Start with a pilot project to see if your organization is ready. Start with 1 or 2 job openings to fill internationally. If your idea proves successful, you can always open other job openings in the international market.
It deals with vacancies that are almost "permanently" open
If you want to search for specific profiles abroad, first make sure you have done everything possible locally to find this profile. Always start with jobs that have been open for months or perhaps more than a year and where there is little chance of finding someone for this position.
Consider the nationalities already present
Check which nationalities work for your company. They are ambassadors who in the first days or months can help integrate the new foreign employee in his/her own language. This can be interesting, but is not necessary.
Select the right partner with strong guidance
Choosing the right partner is very important. Not only for you, but also for the candidate. Check where the company is from, where it is registered, how long it has been in existence and how much experience it has in international recruitment.
With the right partner, you can also count on help with administration (INSZ application, bank account, registration with authorities, questions about
residence and work permits in Belgium, etc.) and support regarding logistics (housing,
mobility solution, etc.).
Consider language training support
If it is important for your company that a new foreign employee learn Dutch, think about how you will go about this. As a company, would you want to invest in a language course? There are many options, such as a language course through VDAB. We recommend you check them all out and an experienced partner can guide and advise you on this.
Completed all 10 checks?
Then you are ready to start recruiting internationally and offer your organization what it needs to achieve its ambitious growth plans.
Schedule a free introductory meeting with
- Sandra Pazdur, Expert Recruitement & Selection
- Natascha Nagels, Expert temporary employment
Make an appointment with one of our specialists.
Kickoff - Prepare as much information as possible
Decide where you want to recruit: within the European Union or beyond. If you are going to recruit abroad, you need as much information about the job opening as possible.
The candidate cannot attend the interview in person. So it will be an online interview where additional sources of information, such as photos or videos, can be very important to give the candidate an idea of your company or position. Also consider the recruitment process:
- Will candidates be tested on technical or personal aspects?
- Which people should be involved in the recruitment process?
- How many interviews will be conducted before a decision is made to hire a potential candidate?
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