5 Tips for Filling your On-Site Job Positions with International Employees

In the wake of the global pandemic, it has become increasingly more difficult to fill on-site job vacancies than before. According to published findings, 63,3% of companies stated that employee retention is an even bigger issue than hiring employees in the first place. This is because employee expectations have changed over the years and shifted toward hybrid work and remote work environments. Reports published by CNBC also indicate that 44% of people who are currently employed are actively looking for new jobs as of March 2022.

As a business owner, you’ll need to provide good reasons for your employees to work on-site despite their tasks being remote-friendly. This applies to a plethora of digital-first niches such as software development, web design, content writing, as well as customer support which are all doable remotely. Given how challenging filling these job positions has become, you shouldn’t shy away from hiring international employees through Jobs OneGlobe.

Many professionals around the world are eager to find jobs abroad and start working and living in an entirely new environment. Here are a few handy tips you can use to fill on-site job positions without issues cropping up.

The Status Quo of On-Site Job Positions in 2022

What exactly is an on-site job? According to Law Insider, it is “any job for which at least fifty percent of the work hours during any calendar year are performed on the project site”. In this case, the project site is your company’s place of business, be it an office space or a retail storefront. As we’ve mentioned previously, the global job market has been in a state of flux ever since the pandemic made businesses around the world change their status quo.

While on-site jobs are still very valid, employees are looking for more flexible and employee-friendly job positions with a healthy work/life balance to boot. As an employer, you can offer more benefits to employees who are about to work on your premises without an option to work remotely or in a hybrid environment. Some of the things you can try include:

• Additional paid leave
• Performance bonuses
• Professional development opportunities
• Various employee engagement programs
• Private health insurance programs
  
  

By offering more incentives to your employees, you won’t have to look hard to find adequate professionals to fill your job vacancies. Forbes findings indicated that up to 70% of the workforce will shift toward remote work environments by 2025 if the current market trajectory remains. If you choose to hire international employees and expand your talent pool, you’ll also be able to build a real dream team for your business in no time with Jobs OneGlobe. Here are some of the ways you can encourage job seekers to apply for your on-site job vacancies.

“Candidates will remember how they were treated during the interview process, and this will impact your reputation, your company’s reputation, and your ability to hire top talent in the future.” ― Denise Wilkerson

1. Respond to Job Applicants More Quickly

A very easy way for you to fill more job vacancies quickly is to be more immediate with the responses you send to your applicants. Job seekers want to find good work fast and they’d appreciate it if companies such as yours responded to their applications more rapidly.

To do this, you should stay on top of your email inbox and job listings at Jobs OneGlobe on a daily. Make sure to check your communication channels at least once a day during work hours to make sure all applicants were responded to. This will help speed up your hiring process for on-site positions and give you the wind in your back to vet candidates sooner rather than later.

2. Offer Competitive Employment Benefits

As we’ve mentioned briefly, job candidates are on the lookout for good employment benefits which will reflect the effort they’ll put into their jobs. If you’re looking for international employees who will work on weekends, work third shifts, or work exclusively on-site, you should offer something extra to them.

This will significantly increase the interest people will express in regards to your job listings, whether you’re looking to hire hospitality professionals, healthcare workers, or programmers. People who come from abroad to live in your country want to know that they’re making the right decision by accepting your job offer.

3. Hire Younger Candidates and Train Them On-Site

Hiring recent graduates and people with little to no professional experience can turn out to be a really good decision in the long run. By trusting young professionals with your job vacancies, they’re more likely to stay loyal to your company for the foreseeable future. This will help you retain talent for much longer and groom certain individuals for management positions within your company.

Hire young talent such as Gen Z professionals and train them to use your hardware and software on-site. Assign senior mentors to monitor and guide them so that they can get acclimated to your company as quickly as possible. This is especially useful when hiring international employees since they’ll need a bit more assistance with onboarding and integration into a new environment.

“Assess people based on their capacity for growth, development, or future success, not their past failures.” ― Rob Liano

4. Offer to Help with Onboarding and Visa Procedures

Given that many international job seekers won’t be eligible for a Visa-free stay in your country, it’s usually a good idea to offer some assistance on that front. If you’re looking to hire a very specific employee profile, you should go out of your way to assist the incoming applicants with their Visa procedures.

Different countries have different Visa eligibility depending on international politics and relations between countries and their leadership. As a company looking for people to hire from abroad, you should consider Visa requirements when assessing candidates. If you find an especially talented professional who more than fits your needs, helping with their paperwork on your end will be seen as a major positive.

5. Accentuate your Company’s Diversity

For international hires, there’s very little that’s more important than a healthy, diverse work environment. As you hire people of different skin color, religion, or sexual orientation, you’ll want to ensure that your work environment isn’t toxic but welcoming to others. People who are actively looking for diverse work environments will work on-site even if they initially hoped for a hybrid workflow, for example.

This is because job seekers often prioritize business cultures and hope for good colleagues to welcome them into the fold instead of seeking higher pay and benefits. Make sure that people from abroad know that they’re welcome no matter where they come from, as long as they can back their job application up with a quality CV and a cover letter that will accurately represent them.

“There is a golden rule to hiring that cannot be violated: the urgency of the role isn’t sufficiently important to compromise quality in hiring. In the inevitable showdown between speed and quality, quality must prevail.” ― Eric Schmidt

Filling your Job Vacancies with Jobs OneGlobe

As you can see, there are many practical ways for you to fill on-site job vacancies without switching gears and moving to hybrid or remote work environments. However, recent data have indicated that 81% of employees are far more loyal to companies that offer some form of flexibility in terms of work options. With an estimate of 37% of US-based job positions being doable from home, only time will tell how the global job market will transform in the coming years.

You can use Jobs OneGlobe to fill your job vacancies regardless of whether you prioritize on-site, remote, or hybrid work environments in your company. The platform is flexible and offers a wide range of customization options for your job listings so that you can attract the right candidate profile to your listings. Consider hiring international employees as they’ll offer you fresh insight and more unique and diverse skillsets than local candidates could for your on-site vacancies. At the end of the day, what’s important is that you make informed hiring decisions based on what your company needs, nothing more and nothing less.