Successful international recruitment strategies
By attracting international talent, Dutch employers have the opportunity to introduce new perspectives and skills into their organisation. That said, the process of recruiting, integrating and retaining foreign professionals can effectively pose its own set of challenges. In this article, Sonja Poortman and Diane van Galen Last, two seasoned international recruitment experts, share ten key aspects for successfully hiring international talent.
1. Cultural awareness
Understanding and respecting cultural differences is crucial. Awareness of the diverse backgrounds of international employees will help to create an inclusive work environment where everyone feels welcome and valued.
2. Immigration and work permits
Knowledge of Dutch immigration laws is imperative when recruiting international talent. As an organisation, you need to make sure that all required visa and work permits have been duly arranged to prevent any unnecessary delays.
3. Relocation support
A smooth relocation process is crucial for the successful transition of an international employee. This can be accomplished through practical support, for instance with housing, as well as by helping them integrate into the local community.
4. Attractive pay and benefits package
Offering a competitive pay and benefits package and flexibility can help to entice international talent to join your organisation. Do not just base your offer on what is customary in your local market, but look further afield to align with international standards.
5. Recruitment via specialist channels
Engaging specialist recruitment agencies and using international platforms can help to reach and select the right candidates across the globe.
6. Effective onboarding
A carefully curated onboarding programme will enable new international employees to acclimate quickly to your organisation. You might also want to consider implementing a mentoring programme to provide extra support.
7. Diversity and inclusion
A diversity and inclusion strategy will not only enhance the work environment, but also create a culture where international employees feel appreciated and respected.
8. Legal compliance
Compliance with both Dutch and international legislation is critical. Employment contracts must conform to the relevant statutory and regulatory requirements, while also ensuring that all tax and social security obligations are fulfilled.
9. Professional development
Offering development opportunities and a clear career path will boost an international employee’s motivation and contribute to their retention.
10. Work/life balance
A sound work/life balance is essential for employees and their partners and/or families. Vitality programmes can help employees manage their work/life balance.
Role of external service providers
External service providers can play a key role in simplifying the process of hiring and integrating international talent into your organisation. Flexible solutions, such as secondment-to-permanent contracts, allow employers to not only outsource the recruitment process, but also to benefit from a trial period in which the candidate’s suitability for the role is reviewed before they are hired on.
During this period, the service provider will oversee all aspects of contract management, delivering a full-service solution. After this period, the employer will typically have the option to hire the candidate without incurring a fee, offering them a sustainable and risk-free way of recruiting and retaining international talent.
This service empowers employers in that it allows them to optimise their international hiring processes as well as achieving seamless embedding of international talent in the organisation and a high retention rate.
With decades of experience in the international employee sourcing domain, Sonja Poortman and Diane van Galen Last have developed deep expertise in the field. After having worked in recruiting at large multinationals, they decided to partner up a few years ago to start their own business: Ir Olav’s Globetrotters. Ir Olav’s Globetrotters offers Dutch organisations a unique solution for attracting and integrating South African talent through secondment-to-permanent contracts.
Ir Olav’s Globetrotters manages the recruitment and selection processes, and takes on the role of employer of record (EOR) during the trial period of a secondment-to-permanent contract. They will handle all contract management-related tasks and responsibilities for the employer, including arranging for a candidate’s visa, work permit and relocation. This full-service proposition not only results in a high success rate, but also offers clients great flexibility and ensures maximum compliance. Candidates feel reassured by professional support, whether it be in the sourcing process, when travelling to the Netherlands or after their relocation.
By offering these services, Ir Olav’s Globetrotters has carved out a position as a valued partner to Dutch employers who are interested in attracting and integrating international talent. Besides practical support, Ir Olav’s Globetrotters also offers strategic advice to streamline the process and to ensure that international talent feels welcome and valued within your organisation.