International hiring timelines to plan for

Welcome back to Tapping into Global Talent, our monthly newsletter filled with actionable strategies and best practice tips to help you access the global talent market. 

We work with expats from across the globe, and over the years, we really have seen it all. Like we touched upon in last month’s newsletter, one part of international hiring that often leads to headaches for both candidates and companies is the administrative process of visa applications. So, we thought it fitting to unpack the process and explain some of the steps. 

We’d be happy to talk you through this in more detail, so please do reach out with any questions 

You’ve found the ideal candidate, and you’re ready to go ahead and place them in your target location. Smooth sailing! 

Except that, depending on the candidate’s current location and the country of operation, this process can take anywhere from 4 to 18 months. 

This doesn’t need to be bad news. 

It takes accurate planning and realistic timelines, but it gives you the space to get your onboarding set up prior to your new team member's arrival – things that can easily get lost in any hiring efforts.

Here’s what to expect from the process. 

Before you can kick things off, you need to consider visa eligibility. Does the employee qualify for the appropriate visa or permit in your target country? Is your company able to sponsor it at all? As with anything administrative, budget for time delays in this phase. 

Once you’ve established that the employee is, in fact, eligible, it’s time to move on to collating all supporting documentation for the immigration application. 

Different jurisdictions will have their own requirements here, and it’s in your best interest to be informed of exactly what the company and employee will need to provide before getting started. 

A thorough visa screening is up next. Timings in this step can be hazy as you’re waiting on immigration and consulate availability. In most cases, there will be an in-person interview at the immigration office, followed by reference calls conducted by the consulate. 

If (or, hopefully, when) the visa is approved, the real work starts. Once you’ve agreed on a start date, ensure you get the mobilization process right. Book flights, accommodation, hire cars, and provide a comprehensive welcome pack.

Growing your talent pool with global hiring is a fantastic opportunity to access suitable talent and move your business forward, but it’s not without its challenges. We know it can seem like a daunting task, which is exactly why we’re happy to discuss your unique situation and share our proven advice.

If you haven’t yet, be sure to subscribe to our newsletter and turn on your notifications so you don’t miss the upcoming editions, where we’ll be sharing a compliance checklist for international hiring.

Until next time, 

The CCL team