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Summary for: ASK AN EXPERT: What do employers in Czechia overlook when recruiting foreign workers?With companies in Czechia facing persistent talent shortages, hiring foreign workers has become more than a backup plan: it’s almost a necessity for the future survival of the company. However, even the most experienced Human Resources teams can underestimate the complexity of international recruitment and the multitude of issues it often presents.
Minor oversights, from residence status issues to relocation problems, can delay or even derail the entire process. Expats.cz spoke with Thomas Bastin, manager of global mobility firm Vialto Partners in Czechia, and Jana Zelová, director of immigration advisory, to learn about the most common mistakes and provide insights on how to avoid them.
What employers miss at the start of foreign recruitment
Knowledge is power: “The more information the employer or the recruitment and hiring manager has at the beginning, the better the decisions they can make,” Bastin says.
During the recruitment process, employers should consider cultural nuances and a candidate’s existing support network, whether this be family, friends, or professional contacts.
Integration itself begins before arrival, and companies must be proactive if they want an efficient recruitment process. They must not only evaluate a candidate’s professional qualifications, but also their capacity to adapt to life in Czechia, Vialto's experts say.
“This increases the likelihood that the candidate won’t return home," Zelová explains, "And that the costs invested won’t be wasted."
The best ways to find talent without delays and bottlenecks
Finding foreigners with unhindered access to the labor market is key, though the process is nuanced and often requires specialist assistance. But while hiring non-EU nationals living elsewhere in the EU may sound more convenient, this often isn’t the case. “Visa processing isn’t quicker, mainly due to the need for criminal record certificates from both the candidates’ current and home countries,” according to Zelová.
Zelová recommends starting with the local labor market in Czechia, as foreign workers already make up about, before recruiting EU citizens outside of the country.
Document verification, including apostilles and superlegalization, can present challenges.
Ideally, prioritize candidates whose documents do not require extensive verification,” Bastin says. Czechia maintains bilateral agreements with many countries, eliminating the need for additional authentication. “Where verification is necessary, an apostille is generally preferred,” Bastin adds.
Why proper engagement and cooperation with foreign candidates is crucial
Transparency, honesty, and consistent communication are essential during what can be a drawn-out process. For example, some workers discover their actual take-home pay isn't satisfactory post-arrival, which leads to swift departures.
“Employers should inform candidates not only about the length and complexity of the visa process, but also about practical aspects of life in Czechia: employment opportunities for spouses, daily realities, schooling, taxes, costs of living, and more,” says Zelová.
According to Vialto's experts, if everything is done properly, the entire process can be completed in as little as three months. But that success rate is dependent on the preparedness of the employers.
Bastin emphasizes enlisting in the help of specialists to ensure the process is as smooth as possible. As he puts it, “Employers need good data, good selection decisions, and ideally someone internally who understands global mobility."
