Recruiting internationally means jumping regulations, communication issues, and most of all, headaches. But Andrea Ochoa, Head of Corporate Immigration at Orience, has it down to a fine art after spending 10 years in the game.
Here are her 3 biggest learnings.
1. Understand local regulations and compliance requirements
When recruiting international talent, understanding local employment laws and compliance requirements is essential. This includes everything from work permits and visa types to tax and social security obligations. In Spain, the Highly Qualified Visa or Digital Nomad Visa each has specific criteria, and knowing these details from the start can save time and resources. Working closely with legal experts, like HR firms or legal firms specialized in international recruitment, helps companies stay compliant and avoids costly mistakes.
2. Partner with a legal expert in international recruitment
Having a legal partner specialized in corporate migration can make the processes of incorporating and integrating high-level professionals into companies much more bearable, ensuring the company meets all compliance requirements and reducing administrative burdens. From obtaining the correct visas to handling paperwork for tax and social security compliance, a legal partner brings expertise and peace of mind. They can guide the recruiter or manager through complex processes and keep them informed of any changes in legislation, which is crucial for building a smooth and efficient recruitment strategy.
3. Optimize the candidate experience to cultural expectations
Candidates may have different cultural expectations during the hiring and onboarding process. Simple adjustments such as video interviews or adapting the tone and style of communication can significantly improve the candidate’s perception of the hiring company and generate a stronger connection between both parties.
