With many companies experiencing staff shortages, the business case for hiring immigrant workers is now stronger than ever.
The process isn’t always complicated, but as an employer, you need to be mindful of a few important steps.
This article will provide some best practices to follow when recruiting and hiring immigrant workers.
Are the Workers You Need Available Locally?
Typically, hiring immigrant workers aims to fill gaps in the local workforce.
In most countries, you have to demonstrate your inability to find local talent. This practice is commonly known as the “labor market test”.
So ask yourself, are there suitable local candidates to fill the role?
In most scenarios, you can prove your attempts to recruit local workers by advertising the position on the Internet.
For specific occupations, the labor market test may not always be necessary. This can potentially enable you to hire immigrant workers without advertising the role.
What Channels Will You Use to Recruit Immigrant Workers?
You can source immigrant workers through various channels.
Before starting the recruitment process, you need to identify the channels that are the most efficient for your company. Typically, this depends on the position and industry.
For instance, you can recruit candidates through online job portals, government websites, or recruitment agencies.
You may also want to try recruitment platforms like VideoWorkers that give you instant access to the global talent pool.
VideoWorkers, developed with both employers and candidates in mind, has completely reinvented recruitment.
The platform connects you directly to the candidates and allows you to actively search for talent while watching short skill presentation videos.
This speeds up hiring and ensures you pick the best possible candidates for your company.
Will Your Workers Need a Visa and Work Permit?
Depending on your country’s immigration rules, some individuals may need a work visa.
Certain countries may also require you to submit a separate application for a work permit.
Make sure you carefully check current laws in your jurisdiction to ensure you don’t overlook any necessary procedures.
For more legal tips and general advice, head over to our International Recruitment blog section.
What Guidelines Will You Introduce for Fair Recruitment & Treatment of Immigrant Workers?
Migration can open doors to opportunities, but it can also be a source of challenges and vulnerabilities.
Every employer, agency, and recruitment platform is responsible for combating unethical recruitment of immigrant workers.
As stated in VideoWorkers’ Anti-Slavery & Human Trafficking Commitment, forced labor or exploitation is not accepted.
As an employer, you are responsible for preventing discrimination in recruiting, hiring, compensation, or access to training.
To do so, you can start by creating an ethics statement.
This will allow you to share in detail what you feel is critical to your workers and those doing business with you.
For example, your code of ethics should ensure that workers retain full control of their identity documents. It should also state that no worker is discriminated against for their nationality, ethnic minority, or religion.
Additionally, transparency in contract conditions during the recruitment process is crucial.
The Regional Director for IOM in Asia and the Pacific, Dr. Maria Nenette Motus, says that in today’s era of conscious consumerism, companies are expected to declare their commitment to upholding human rights.
Furthermore, they should demonstrate concrete actions in support of these principles.
This will help them ensure they fully comply with immigration laws.
“The costs of not complying, even if unwittingly, can be extremely high,” said Dr. Motus.
Your code of ethics and actions will significantly impact how workers experience recruitment and hiring, enabling them to thrive in the long term.