San Marino Recruiting and Hiring
The way you recruit new employees may change based on where you're hiring. Your company's dynamic and business culture inform the process too.
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The way you recruit new employees may change based on where you’re hiring. Your company’s dynamic and business culture inform the process too.
Working with an employer of record can help you develop your global workforce in a shorter time at a lower risk. At Globalization Partners, our outsourcing services can simplify hiring and give you peace of mind.
Recruiting in San Marino
If you’re recruiting Sammarinese workers, you can explore various channels to find top talent. Once you’ve amassed applications or potential candidates, start conducting interviews and choosing your favorite applicants.
The recruitment process in San Marino shares many similarities with Italy’s hiring practices. Local companies often rely on several interviews, including formal and informal interviews, to help connect with candidates. During these meetings, you can gauge each applicant’s compatibility with the open role and your company.
In San Marino, children must attend school until they’re 16. While the country has an excellent public school system, there are few higher education opportunities in-country. Instead, many people pursue university in Italy. A high standard for education and an impressive economy make San Marino a great destination for recruiting and hiring new employees to operate your company overseas.
The recruitment process looks a bit different for international employees. Before they can receive residency and work permission, they must have proof of a job offer. Often, companies begin the search for both local and international employees online. Other channels may include referrals and recommendations from professional connections.
Follow these steps to recruit new employees for your company’s global workforce.
1. Write the Job Description
Create a job description that outlines the position, compensation, and responsibilities associated with the role. While some of these details are negotiable, including them helps you filter potential candidates and receive fewer applications from people who have drastically different expectations. You can advertise your open positions online, in the newspaper, and through other channels.
These descriptions also provide important proof of employment for your international hires when they file for work and residency permits.
2. Interview Your Candidates
Once you receive and process applications, you can schedule interviews with candidates who seem right for the job. Plan these appointments in advance to give your applicants time to prepare. Plus, you may need to hire a translator or find a space to perform the interview if you don’t have an established office in-country.
Ensure you arrive at the interview on time and conduct it in a way that reflects your company’s dynamic. Professionalism is essential, but the level of formality you adhere to makes a statement about your team and workplace. Try to represent your company in the most authentic way possible.
3. Draft an Employment Contract
Once you’ve chosen a candidate or several applicants to hire, you can draft their employment contracts.
If you’re hiring for a temporary role, create a fixed-term contract. These are valid for up to one year, and you can renew them once for an extra six months. That also includes any probation periods up to the maximum of 1.6 months. Keep in mind that if you’re recruiting an employee for a permanent role, it’s illegal to do so under a fixed-term contract.
4. Onboard New Employees
Once you find and hire top talent, it’s time to onboard your new hires. Onboarding serves two essential purposes — introducing new hires to your team and preparing them for their role at your company. Since these actions are so important, your onboarding process should be welcoming, effective, and compliant with local hiring and recruitment laws.
Many employers also choose to travel to their international branches during onboarding. Being present to introduce your new employees to your company can improve their opinion of your leadership and dedication. Plus, you can observe your workers’ skills in person and oversee training.
The ideal training for your new hires depends on several factors. Keep these considerations in mind while developing your program:
- New hires’ existing skills and experience
- The complexity of each role and the tasks associated with fulfilling them
- Unique software, machinery, or tools that your employees must use
- Processes or expectations new employees may not be familiar with
How to Hire Employees in San Marino
If you manage international recruitment and hiring internally, your team will face new responsibilities and tasks. Regardless of where your parent company is located, you must follow employment laws in every region where you employ workers. To ensure total compliance, your administration, human resources (HR) professionals, and finance department must be experts in global employment standards. Plus, staying up to date on any changes requires time for researching and monitoring legislation.
Fortunately, your company can outsource administrative tasks associated with the recruiting and hiring processes.
San Marino Employment Laws
Juveniles make up a small percentage of the population, and those residents may not work until they turn 16.
Your board of directors must approve the hiring of any employees, consultants, or collaborators. Collective bargaining agreements are valid and often involve negotiating fair wages and benefits for many employees at once. The majority of the workforce is unionized, and the country is home to several unions.
Benefits of Hiring Outsourcing in San Marino
Outsourcing international hiring has several benefits for your company. At Globalization Partners, we handle recruiting and hiring through our Employer of Record model. The advantages of using our services include:
- Fast hiring. If you have to set up your own subsidiary or learn about compliance as you work, hiring can take weeks. Plus, the setup process may stretch for months, delaying your ability to begin recruiting workers. Globalization Partners is established in 187 countries, so you can start hiring in days.
- Competitive benefits packages. Offering built-out benefits packages is a great way to attract the best people to your team. Our in-country experts use their knowledge to create custom offerings that compete with those provided by other companies.
- Seamless payroll. Exchange rates, international banking practices, and time zones can complicate global payroll. Our software solution puts everything you need to compensate your employees on a single platform. Automated payments ensure workers receive their pay on time, and we handle withholdings and employer contributions to the Institute for Social Security (ISS).
- Total compliance. Our Employer of Record model enables us to take full legal responsibility for your company’s compliance. Failure to follow national legislation can have various consequences, and our services ensure you won’t be punished in your efforts to maintain compliance.
Work With Globalization Partners To Expand Globally
Our representatives are available to discuss country-specific hiring concerns. Connect with Globalization Partners for more information about outsourcing your recruiting and hiring responsibilities. We’ll help you maintain compliance, so you can focus on building your team and expanding internationally.