The Danish companies are on a talent hunt for foreign qualified workers to fill the vacancies that local workers are unable to cover. Hiring foreign employees is the ideal solution to fill this lack of labour while creating benefits in terms of the firms’ productivity and public reputation. However, the path is not easy and companies have to overcome many obstacles before they can start reaping the dividends.
The biggest and most prominent issue for hiring employees of other companies is in the legal area. The managers have to familiarize themselves with national and international employee regulations laws.
Before finalizing a contract with an employee, the legal dimensions of employee accommodations in both Denmark and the native country of the employee need to be considered. For that, a legal advisor, HR department or a reliable international talent recruitment agency needs to be consulted.
Therefore, we strongly recommend a European talent pool, if possible, if you want to lower the legal issues, as well as the cultural barriers.
Language and Cultural Barriers
Probably the most common issue managers face while hiring foreign talent.
Note that it’s a two-way street where both the employee and the employer have to show proficiency. As a hiring manager, he will need to provide the candidates with materials and relevant guidance in advance to prepare for what they might face. It is a challenge not to take the task descriptions for granted and explain them thoroughly, as the new employee might have faced these issues in the past but might have solved them differently.
A clear communication is therefore key to help the employee succeed in the role and feel confortable with the tasks as soon as possible.
Many Danish employers have conjured that the issue of settling in bars many workers from joining the respective firms. It is a big decision for someone to move abroad, especially if other members of the family are involved. Therefore, it is crucial to make this move be smooth. Highlighting the nice aspects of the Danish culture is not enough. The employee needs help in the process once he has joined the company. Adjustments take time and especially in COVID-19 times it has been very common to see how highly skilled workers having recently joined a company have not been able to relocate properly (them or their children). In many of these situations this has lead to finally leaving their position.
Offering a proper settling in plan for at least the first 6 months to encourage foreign talent to move has huge impact in the employee´s long-term satisfaction. Additionally, offering both time and support to the employees to help them adapt to the surroundings can make all the difference.
Multiple Positions Available
A skilled worker usually applies in multiple firms simultaneously to increase the likelihood of being hired. Chances are the employee is in contact with several firms in Denmark to bargain for the most lucrative package. It means you don’t have indefinite time to complete the hiring process.
Prepare a holistic and comprehensive hiring plan and try to recruit foreign talent rather quickly – but not without due consideration. You shouldn’t want to delay the process of sending them the confirmation email only to find out that the person is already hired by another firm. Aside from talent loss, it’s pure wastage of your precious time and resources.
International hiring is a key to success for many firms and can be the reason your firm standing out from other players in the market. Understand the issues you may face while recruiting foreign workers and do your best to overcome them.