INTERNATIONAL WORKFORCE RECRUITMENT
International workforce recruitment from selection to arrival
When the local market does not have enough candidates, Friendly HR runs the search abroad, pre-selection and coordination of documentation and arrival. You receive a ready-made process, choose the candidates and employ them directly.
When international recruitment is worth considering
We first look at the profile, working conditions, budget and expected start. On that basis we assess whether an international search is feasible and which market may suit your need.
- The same operational roles stay open and your existing team struggles to cover the workload.
- You are opening a new site, plant or shift and need a larger number of people.
- Previous job ads and other channels do not bring enough available candidates.
- You already employ international workers and need an additional channel or a different approach to selection.
How you choose candidates before arrival
We direct the search at the specific job and the criteria we agree with you. During pre-selection we check relevant experience, motivation, availability and understanding of the conditions offered.
CV and documentation
The CV and relevant documentation give you insight into the candidate's profile.
Skills check
Practical videos or another agreed check help assess skills where the nature of the work allows it.
Online interview
An online interview lets your team ask questions and take part in the final assessment.
Language requirement
We set the language requirement according to the job, communication with the team and onboarding.
We present confirmed pay, working hours, accommodation and meal conditions to the candidate in advance. You make the final selection decision.
The process from need to first working day
Step 1: Need and plan
We agree the roles, number of people, criteria and conditions. We propose a search market and an indicative timeline.
Step 2: Search and selection
We find and pre-select candidates, present profiles and coordinate interviews. Your team decides whom to hire.
Step 3: Documentation
We prepare an overview of the required documents and responsibilities, coordinate their collection and follow the agreed administrative steps. The procedure depends on nationality, place of work and the basis of engagement.
Step 4: Preparing for arrival
We coordinate the agreed travel and arrival logistics. With your team we align the reception of workers, readiness of accommodation and the plan for the first days.
Step 5: Onboarding
The employer provides the conditions to start work, training, equipment and a person to introduce the worker to the job. Arrival and the first working day are planned as separate steps.
Step 6: Support after arrival
We follow the initial adaptation and help with communication if misunderstandings arise about agreed conditions or integration into the team. The scope and duration of support are set at the start of cooperation.
What we take on and what your team prepares
Visas and permits are decided by the competent authorities. Their decisions and timelines are outside the agency's control. The service covers direct employment by the client, without staff leasing or temporary assignment of workers.
Friendly HR
- Runs the search and pre-selection, organises candidate presentations, and coordinates documentation and the agreed arrival steps.
- Supports finding accommodation and initial adaptation within the contracted scope.
Employer
- Confirms the conditions, selects and directly employs the candidates and provides the documents within its responsibility.
- Provides and pays for accommodation and meals at work, prepares the workplace and onboards the people.
Timeline and costs before the process starts
About 45 days as a planning framework
For a standard project, around 45 days until the workers' arrival is used as an indicative plan. The timeline depends on the profile and candidate availability, selection speed, documentation, the handling by competent authorities and travel logistics. The start date of work is agreed separately.
Overview of total costs
For each relevant item we define who bears it. Travel and certain other costs depend on the market and the specific case, so we estimate them for your project. The standard agency fee model is tied to a successfully engaged worker. Terms of calculation, payment and replacement are set in the proposal and contract. Documentation costs follow a separate schedule.
- Agency fee
- Administrative costs
Employers' most common questions
How do we determine the right profile and market?
We start from the job, required skills, language, number of people and the conditions offered. The service is particularly relevant for operational and continuously open roles. We check the availability of the specific profile and a suitable market before launching the search.
What if we do not have accommodation?
We can help find a solution. Providing and paying for accommodation and meals at work remains the employer's obligation. Conditions and location need to be agreed while the project is being prepared.
How much administration will remain with our team?
At the start you receive an overview of the required documents and the division of responsibilities. We coordinate the agreed procedures, while your team provides and confirms the documents and information within the employer's responsibility.
What if a candidate withdraws or leaves the job?
The possibility of replacement, the guarantee period, conditions and allocation of related costs are set out in the contract. Selecting a replacement and their arrival require a new agreed procedure.
How do we prepare the team if the workers do not speak Serbian?
We set the language requirement during selection. Before arrival we agree how communication will work and who will onboard the workers. The employer prepares clear work instructions and the necessary training, and Friendly HR provides the agreed support during initial adaptation.
Let's check what is feasible for your company
Tell us which profiles you are looking for, the approximate number of people and the place of work. If you already have defined conditions and a preferred date, include those too. Everything else we can work out in a first conversation.