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You have decided to recruit workers from abroad or you have done this before but were not entirely satisfied. How do you create a process where you have control all the way through to ensure the best possible results? Employing foreign labor can be the answer to many problems and one of the smartest business decisions you have ever made if it is done properly, however too many employers have been left disappointed due to a lack of knowledge or experience of the overseas recruitment marketplace. Here are some tips from Osrec that should help you achieve a controlled environment. Choose a recruiter who has local knowledge of the country you wish to recruit from. If your recruiter uses local agents from these countries make sure they are properly screening applicants and not just accepting and passing on resumes through email (we call this email recruitment). These recruiters often make a very substantial amount of money and they should be doing more than communicating by email on your behalf. Check if they travel and interview people face to face, do they organize skills testing? are reference checks being done? how are they verifying if qualifications and other certificates are real? Ask questions, get clear answers! Choose an immigration attorney who has a lot of experience, who will answer your questions without billing you for it and who is happy to take the time explaining things to you in a way you can easily understand. Ask them about their track record and for references from other employers. The cheapest attorney is not likely to be the best, but you can find a good one at a reasonable cost. Be very clear about what you want. To do this you need to write a proper job descripton, your preferences for the type of applicants required and communicate this verbally and in writing to your recruiter. Do not do one without the other, get verification that the recruiter understands exactly what you need and ask them questions to ensure they have understood fully. Ask for regular updates, but let the recruiter and attorney get on with their job at the same time. If you agree at the outset how often you will communicate, this will help to set deadlines for achieving specific goals and targets for the process. They will want to be able to report some progress every time you speak. If you require a large number of workers then insist on travelling to their country and meeting them, interviewing and witnessing skills testing. If you cannot do this then ask to see resumes of applicants and do telephone interviews. You can also make use of the Osrec video and audio interview technology which allows you to play back and listen again to any interviews you have done. Do not leave yourself at the mercy of email recruiters! Are the applicants being charged a fee for immigration processing or by local recruiters? Check it, ask questions and make sure you do not get caught up in a media circus later which will embarrass your company. Agents in some countries are charging shocking amounts of money, and the worst culprits of this are in India, China, Moldova, Nepal, Bangladesh, Sri Lanka, Pakistan and Philippines. Osrec can help you avoid this and it only takes an email to ask for advice! Ask your recruiter and attorney if they have experience at the consulate your applicants will be going through to apply for visas. Ask how long the visa wait times are, what was their success rate the last time they sent workers through the consulate and ask for proof of their claims.
There are many more useful articles on our site that deal in greater detail to the above points and more. If you follow the advice above it will go a long way to ensure a better recruitment and immigration process. If you require any further advice you are welcome to write to us by email and we will be happy to help. Send any email's to
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