Whether your ambition is to launch a new product, to undertake a changing market or to open up internationally, recruit a European employee is often an interesting idea.
It must be said that multicultural teams bring many benefits to companies.
However, there are still too few recruiters to consider this option. The procedure for finding candidates abroad and lack of knowledge of the law are often the main causes.
To find out all about the recruitment of European employees, continue reading our article dedicated to this subject.
The advantages of international recruitment
1. Address a lack of skills
The war for talent is very real, especially in certain expanding sectors such as IT and digital.
Opening up your research on European territory is therefore a good way to find that rare pearl. With a wider choice of candidates, you increase your chances of finding the right person for your business.
And by recruiting advanced skills, you position yourself as a leader in your market.
2. Develop your business abroad
If your objective is to develop your business on a European scale, it may be interesting to recruit employees who know the language and culture of the country. Because often copying and pasting a business strategy from one country to another does not work. It is essential to take into account the cultural, economic and social particularities of each territory.
Also, it will be easier for you to reach your target and convince your prospects and customers. They will see that you have an excellent knowledge of the market and they will be more inclined to trust you.
3. Stimulate innovation
study shows that companies with above-average diversity generated a higher proportion of innovation-related income (45%) compared to those with less than average diversity (26%).
Recruiting foreign employees provides a fresh perspective on the company, its activities and the way it works.
To support their growth and continually adapt to changes in their market, organizations have every interest in building diversified teams that think outside the box to bring out new ideas.
Where can I find European candidates?
1. Job sites
Unconditional tools of recruiters, the job sites remain in the foreground for the search for European candidates.
Some of them are present internationally and more particularly in Europe. They are your best allies when it comes to finding candidates where they are!
Among the largest European job boards, we find:
It is advisable to write the advertisement in English, indicating explicitly the working language (s).
2. Social networks
Become essential for sourcing candidates, social networks bring many advantages to finding professionals internationally.
With a few clicks, it is possible to get in touch with active or passive candidates, regardless of the target country.
If Facebook is a popular and essential network, it is LinkedIn that is doing well. Thanks to its comprehensive search system ( Boolean operators, filters by location, company, sector of activity, etc.), it is a safe bet to find European candidates.
3. Recruitment agencies
If your skills search is complex or if you do not have the resources to do it yourself, it may be worth considering the services of a recruitment agency.
Some recruitment providers specialize in finding candidates abroad. The main advantage is to be able to benefit from their networks of candidates interested in coming to work in France.
They often save time and obtain applications that match your criteria.
This sourcing solution is often unknown to companies. Still, headhunting is worth considering if you are looking for high profile or rare skills.
The headhunter uses its address book to find the best candidates in their field. Moreover, these recruiting detectives themselves specialize in a niche sector, such as IT, the pharmaceutical industry or even finance.
While using its services often requires a recruitment budget, therefore, the added value is remarkable.
5. The career page
Of course, don’t forget to take advantage of the career page on the company’s website! This inbound recruiting tool will be particularly useful for attracting European employees who plan to come and work in other country or who have already relocated there.
And if your career page has an English language version, that’s even better!
Recruiting a European candidate: some advice
When starting a recruitment process for European candidates, it is important to have a well-thought-out strategy in place.
Find our best tips for optimizing it:
- Don’t be surprised at the differences in the presentation of the CV. Each country has its own peculiarities. In Germany, for example, CVs bear the candidate’s signature. As for the Greek CV, it is often long and detailed. It is not uncommon for it to consist of 3 to 5 pages!
- Work your employer brand. It should make employees from all walks of life want to join your company. It is therefore essential to communicate in English.
- Implement targeted recruitment marketing actions. Pay particular attention to social networks, specialized sites and your possible partners in Europe.
- Integrate multicultural management into your corporate culture. To attract foreign candidates, it is essential to show your ability to adapt to different cultures.
- Be patient. Recruiting foreign employees can take a long time, especially if your candidates are not based in France. Anticipation and good preparation are the keys to success!
- Maintain a climate of trust. It is not always easy to leave your native land to settle in an unfamiliar country, especially when you do not master the national language. Reassure your candidate by clearly presenting your onboarding process which will facilitate their integration into the company and the team.
The recruitment of European nationals: an easier process
Thanks to the agreements signed between France and the other countries of the European Union, professionals can work freely on European territory.
The hiring of a foreign European employee is therefore similar to that of a French employee.
Which countries are concerned?
Here is the list of countries whose nationals can work in France without restriction:
- The States of the European Union: Germany, Austria, Belgium, Bulgaria, Cyprus, Croatia, Denmark, Spain, Estonia, Finland, Greece, Hungary, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Poland, Portugal, Czech Republic, Romania, Slovakia, Slovenia, Sweden
- The following member countries of the European Economic Area: Iceland, Liechtenstein, Norway
- Switzerland, and the principalities of Monaco, Andorra and the Republic of San Marino
Is the work permit compulsory?
In principle, nationals of the countries mentioned above are exempt from the obligation to obtain a work permit. The only condition is the possession of a valid identity document in the country of origin.
Are all professions concerned?
While European Union nationals can work in France without administrative difficulty, special attention must still be paid to the occupation. Some professions have specific regulations depending on the country. This is particularly the case for doctors, certain paramedical functions and even lawyers. To determine whether the professional can work, it is then essential to make a request to the competent authority.