{"id":144265,"date":"2024-11-08T16:04:19","date_gmt":"2024-11-08T14:04:19","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=144265"},"modified":"2024-11-12T14:24:59","modified_gmt":"2024-11-12T12:24:59","slug":"international-recruitment","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/international-recruitment\/","title":{"rendered":"How to Recruit Internationally, According to a Head of Corporate Immigration"},"content":{"rendered":"

Recruiting internationally means jumping regulations, communication issues, and most of all, headaches. But Andrea Ochoa<\/a>, Head of Corporate Immigration at Orience<\/a>, has it down to a fine art after spending 10 years in the game.<\/p>\n

Here are her 3 biggest learnings.<\/p>\n\n

\"international<\/p>\n

1.\u00a0Understand local regulations and compliance requirements<\/strong><\/h3>\n

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.<\/strong> In Spain, the\u00a0Highly Qualified Visa<\/em>\u00a0or\u00a0Digital Nomad Visa<\/em> each has specific criteria, and knowing these details from the start can save time and resources. Working closely with legal experts<\/strong>, like HR firms or legal firms specialized in international recruitment, helps companies stay compliant and avoids costly mistakes.<\/p>\n

2.\u00a0Partner with a legal expert in international recruitment<\/strong><\/h3>\n

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.<\/strong> From obtaining the correct visas to handling paperwork for tax and social security compliance, a legal partner brings expertise and peace of mind.<\/strong> 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.<\/p>\n

3.\u00a0Optimize the candidate experience to cultural expectations<\/strong><\/h3>\n

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<\/strong> can significantly improve the candidate’s perception of the hiring company and generate a stronger connection between both parties.<\/p>\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

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.\u00a0Understand local regulations and compliance requirements When recruiting international talent, understanding local employment laws […]<\/a><\/p>\n","protected":false},"author":151,"featured_media":144269,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[479],"tags":[],"class_list":["post-144265","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent-management-2"],"acf":{"topics":"talent-recruitment"},"yoast_head":"\nHow to Recruit International, by a Head of Corporate Immigration | Factorial<\/title>\n<meta name=\"description\" content=\"Andrea Ochoa, Head of Corporate Immigration at Orience, has learned a lot from her decade of experience. 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