Why Employers Are Hiring Internationally in 2025
Due to shifting demographics, skill shortages, and the fast-paced growth of sectors like logistics, manufacturing, healthcare, and IT, many European companies are extending their recruitment efforts beyond national borders. Hiring skilled workers from abroad is no longer a trend — it’s a strategic necessity.
Three Phases of a Successful International Hire
This checklist breaks down the hiring process into three strategic phases: Planning, Execution, and Integration. Each step ensures legal compliance and smooth onboarding.
Phase 1: Strategic Planning
Before posting vacancies or reviewing CVs, a company should establish a foundation to reduce legal and operational risks:
- Define the role and confirm it aligns with national regulations for foreign employment
- Clarify if a local labor market test is required
- Choose between direct hiring or staff leasing, depending on internal HR capacity and business strategy
- Assess internal resources for relocation, onboarding, and cultural integration
- Identify the country or countries from which talent will be sourced
Phase 2: Legal & Operational Execution
After establishing your hiring framework, the second phase ensures legal clearance and setup:
- Collect and verify documentation: passports, qualifications, employment history
- Prepare and submit the appropriate work/residence permit applications
- Coordinate with government authorities and legal counsel for compliance at every step
- Draft compliant employment or leasing contracts — including working hours, health insurance, tax contributions, and housing
- Register the employee with tax, labor, and immigration authorities as required
- Initiate background checks, health assessments, and training certifications if necessary
Failure to align with immigration and labor law can lead to financial penalties, audit risks, or deportation orders — especially in cross-border employment scenarios.
Phase 3: Integration & Workforce Optimization
Hiring doesn’t stop at the contract signing. Successful companies invest in integration — both for productivity and retention:
- Assign mentors or team leads for the first 60–90 days
- Provide access to onboarding materials in the employee’s native or second language
- Introduce legal rights, workplace conduct, and escalation paths
- Ensure housing and commuting arrangements are adequate and lawful
- Set clear KPIs and review schedules to evaluate performance early
- Maintain documentation for inspections: permits, insurance, pay records, attendance logs
Checklist Summary Table
| Step | Action | Responsible Party |
|---|---|---|
| Role & compliance definition | Confirm job eligibility for foreign hires | Employer |
| Work permit application | Submit documents to immigration authorities | Employer / Staffing partner |
| Contract preparation | Draft and translate agreements | HR / Legal |
| Onboarding support | Arrange logistics, training, and supervision | HR / Operations |
| Ongoing compliance | Maintain records for audits | HR / Finance |
Final Thoughts
With rising demand for qualified workers and increased regulatory scrutiny, employers must go beyond surface-level hiring practices. A strategic, phased approach — supported by legal expertise and experienced staffing partners — helps reduce risk and improve long-term workforce outcomes. Alliance Manpower supports companies at every step of the international hiring process with full-service workforce solutions across Europe.
