Recruitment continues to be a top priority for many firms this year, as employers seek adequate resource following the Great Resignation.
In a trend which seems to have emerged since the pandemic, a wave of leavers has resulted in some businesses and sectors dealing with serious staffing issues. We have seen evidence of this first with a shortage of lorry drivers and now airline staff.
SMEs are not exempt and would be wise to think ahead, as it’s thought that one in five workers are likely to change their job in the next 12 months.
When an employee decides that it’s time to move on, it can feel like a bump in the road at first, but it quickly becomes a change in direction. It presents you with an opportunity to rethink what and who you need to take your business forward from here on.
Thinking outside the box
When recruiting for your business, thinking outside the box may lead to looking further afield, and you could be considering hiring overseas workers.
There are many benefits to employing workers from overseas for your business, such as reaching a wider talent pool, plugging skills gaps, and introducing new ideas and ways of thinking to your team.
As with any recruitment, the process must comply with employment law, and there are a few extra steps to consider when hiring a worker from overseas.
Common questions when hiring workers from overseas
From financials to time spent and admin involved, you will naturally have questions about hiring workers from abroad. See below for some answers.
What paperwork do I need to complete?
Along with Right to Work checks, you need to ensure that your recruit is coming through one of the approved immigration routes.
The majority of workers from overseas will come via the points-based immigration scheme for which you will need to become a sponsor.
Other routes, such as for graduates, global talent or refugees, also exist and have varying eligibility requirements.
HR can help you to understand those which might be right for your business, and assist in ticking the boxes associated with immigration to keep your business compliant.
How long does it take?
Applying for a sponsor licence takes minutes and receiving a decision on your application can take up to eight weeks. If you factor in time for advertising, interviewing and the usual recruitment processes, it’s safe to say you should allocate a few months for hiring a worker from overseas.
How much does it cost?
In working out your recruitment spend, you would need to consider the usual costs, such as the employee’s salary and pension contributions, any training, equipment, uniform, benefits and so on, plus job advertising and recruitment service fees.
When hiring from abroad you also need to budget for your sponsor licence application which costs £536 for small businesses and £1,476 for medium and large businesses.
You may also need to cover additional fees such as the immigration skills charge and fees associated with issuing a certificate of sponsorship. This will depend on the type of work and where you are hiring from.
Beyond the paperwork
Hiring doesn’t end with the HR admin and paperwork. For your new hire to be a success, you’ll need a thorough induction that welcomes them to the company and supports them as they adjust to their new surroundings.
Scheduling team socials, or perhaps even a family day for all employees, can really help.
If you’re thinking of hiring employees from overseas and need advice for your business, call us today.
