Interviewing overseas candidates
There are a few things you may want to consider when interviewing candidates from overseas to ensure a smooth, successful and fair process. This process can be time-consuming and costly, so it's important to be mindful of this, and to plan ahead.
Other important things to consider when interviewing overseas candidates include:
- How you will conduct the interviews – in person, or by phone, teleconference, video conference, or Skype?
- Will you pay for the shortlisted candidates to come to office for an interview?
- Do you have an agent, adviser or overseas representative who can interview for you?
- Be sure to make it clear to candidates what information you will require at the interview, such as certification or work portfolio.
- How you will ensure that references provided by candidates are legitimate?
- Involving the applicant’s partners in the discussion. Deciding to migrate is complex and it is important that candidates have the support of any important influencers as they make up their minds.
Deciding what type of interview is best
When you interview candidates from other countries there are cultural differences to consider. These may influence how candidates answer certain questions. As a result, it may affect the type of interview format you choose.
The approach you take needs to be applied uniformly to all applicants to ensure consistency. This is especially important when interviewing both on and offshore candidates for the same role.
Be sure to ask overseas candidates about their motivations in applying for a job in employer's country – have they considered how workplaces are different from those that they are used to and do they have an understanding of the challenges of migrating to another country?
Remember, when you hire someone from overseas, candidates are not only forming an opinion of the job, they’re also evaluating workplaces as a potential destination for them and their families. Think about standard responses to questions about employment law in employer's country (these will almost certainly be different from their current experience).
"We developed a robus screening process by phone to ensure we are recruiting the right type of people and it has proved very successful."
by Mike Barnes, Mighty River Power
Making a job offer to a migrant
Once you find the right person for the role, you can make them a job offer. You can make a job offer to someone who does not have a work visa but the offer should be conditional on the applicant getting the appropriate work or residence class visa. This is similar to making the offer conditional on reference checks or medical tests. They must not start working for you until they have a work or residence class visa.
If you find a candidate who requires a visa to be able to start working for you, they will need a little more time for this to take place and some assistance from you. To support a migrant’s immigration application you need to provide a job offer and supporting documentation.
Managing your migrant employee's expectations
How long the visa takes to process depends on many factors, and are not in your control.
Make sure your migrant employee’s expectations are as close as possible to reality – about the job and what life in your country will be like. Remember, applicants from overseas are not just starting a new job, but a new life in a new country. If they have a partner or children, this also adds complexity. If they get here and things are not as they expected, they may not stay.
Talk to your candidates about what they need to take care of before they can leave their current home country – a common understanding at this stage will reduce stress all round and show you are a considerate employer. It’s also helpful to have a plan for settling your migrant staff when they get here.
Source : www.immigration.govt.nz |
