International Jobs Requirements
Interview Candidates Abroad
Interview
The primary tool to obtain information about a candidate is to either ask questions in a job interview or to use an employee questionnaire. In both cases, questions can only be asked if they:
If an applicant lies in response to allowable questions, the employer may quit the employment agreement on the grounds of fraudulent deception.
If you put in the work and find the right fit, you’ll be moved into the interview phase. Interviews for jobs abroad can be different from other job interviews, and it is important to put in a little extra prep work to make sure that you are fully prepared.
Manpower hiring from outside of a host country to fill positions are generally looking for two things: someone who can be successful in the job, and someone who will be comfortable in a foreign culture, and is willing to be pushed outside of their comfort zone. To that end, most interview questions will fall into one of three categories: skills assessment, personality fit/drive, ability to work abroad.
Types of Interviewing
In implementing an accurate and fair selection method, the Manpower can select from a variety of interviewing techniques. The choice depends on considerations such as the nature of the position being filled, the industry, the corporate culture and the type of information the Manpower seeks to gain from the applicant.
One-way video interviewing or a live video interviewing
Video is gradually becoming a valuable tool for international recruiting. Rather than having to fork out thousands of dollars in order to travel overseas and conduct interviews, video allows us to conduct interviews from our home office while still being able to have that face-to-face interaction with a candidate. It also greatly speeds up the process to eliminate traveling across many different timezones.
In addition, video interviewing allows us to speed up the candidate selection process by eliminating pre-screen phone calls with candidates in the early stages. Rather than calling internationally at all times of the day or night, due to time zone differences, We can implement the one-way video interview with candidates we believe are a fit based on resume or cv. With the one-way video interview we simply send the candidate your pre-screen questions and the candidate responds via video. Once the candidate has submitted their recordings, you can review at your earliest convenience and decide if the candidate will move forward.
Accurate recruiting with one-way video interview or a live video interviews
Not only has video interviewing greatly increased the speed of international recruiting, but it has also given us greater accuracy when it comes to ensuring that we have found the best fit for our client.
Video interviewing allows us to be introduced to a candidate’s skills and personality early on in the interview process. This creates a situation where we are able to make sure we have found a candidate who not only has the required skills but is also going to be a good cultural fit for our client.
For some time, international recruiting has been missing this piece, unless we have had the opportunity to travel and meet with candidates face to face. Video interviewing, whether it’s a one-way video interview or a live video interview, helps us to quickly and accurately select the best talent for our clients.
Expanding internationally is an exciting step for our business and having the best talent in the right position is of key importance when it comes to the international success of our business.
Have you stopped to consider how we interview candidates abroad? We consider several options and make our plan accordingly.
One-Way Video Interviews
One-way video interviews can help you to make initial decisions. When phone calls overseas are outrageously priced, consider having candidates complete a one-way video interview during the initial interview stage.
Getting the key questions out in the open early on, which will make or break a candidate for the job, is essential. One-way video interviewing lets you see the candidate responding to your questions on video and you can re-play this video as much as you would like. Talk about convenience!
Live Video Interviews
In the initial interview stage, it can be difficult to understand if you have the right talent when you are unable to visually see the candidates. Let’s face it, traveling overseas is quite expensive and it does not really make sense for you to travel early in the interview process to interview candidates that you are unsure of. This is when live video interviewing can save you a lot of time and expense.
Live video interviewing your candidates will allow you to actually see the candidate’s excitement and interest in the job. Even better, it will also allow you to see the candidate’s reaction to certain interview questions. This can tell you a lot about the candidate.
Travel to the Interview
The last and least cost effective piece of this interview process is to physically travel to the candidates or make arrangements for candidates to come to your office. This is something you would not want to do in the early stages of interviewing. It is more valuable to wait before scheduling travel until you are down to final candidate selections.
If you are traveling to interview your candidates, or if you are traveling candidates to you, the key for successful interviews is organization and planning. In order to make the most of the travel time and cost, you need to have a clear interview schedule and make sure the candidates know when and where to be for the interview.
Difference in Language
Since you are seeking an international job, it is likely that your potential employer will want to make sure that you are fluent in the company’s native language. This can have a huge affect on the success of your interview. Before the interview process begins, you may want to make sure that your fluency level is adequate for the position. The interview may be given in the company’s native language, and it will be an excellent test of your fluency. It is a good idea to practice potential interview questions in the appropriate language so that you feel more comfortable.
International Work Requirements
When hired for a new job, employees are required to prove that they are legally entitled to work in Germany. As part of the new-hire paperwork provided by their employer, a new employee must complete an Employment Eligibility Form . This document is the accepted method for employees to verify their eligibility to work in Germany. Gemany Manpower does not assist prospective employees in obtaining immgration eligibility and employment authorization to be employed in Germany as to reduce absenteeism in the workplace. Prospective employees must show proof of immigration eligibility and must be legally authorized to work in the country where employment with Gemany Manpower is sought to reduce absenteeism in the workplace.
An employee's willingness to relocate does not mean the employee has a high level of commitment to the organization. Employers know that employee retention rates drop after relocation. Employees who adapt well find themselves in new locations with new opportunities that can draw them away from the employer. Employees whose moves go badly, or who conflict with their new bosses or clash with their new locations, can end up leaving the jobs they moved to take.Manpower invest a lot on relocations and frequently lose those investments when employees leave shortly after a move. Manpower include a payback clause in relocation agreements to recoup those costs. Under a payback clause, a relocated employee agrees to reimburse the organization all or part of the employer's expenses for the transfer if the employee leaves the organization within a specified period, usually a year to 12 months.
Penalties for Employers Who Hire Unauthorized Workers
Employers who hire unauthorized workers can be fined between $250 and $5,000 per worker depending on the severity of the situation. If a company has been convicted of three or more offenses, the penalties can go all the way up to $10,000 per illegal worker or more, and up to six months of jail time for the employer. Accepting fraudulent documents can also cause a company to pay between $375 and $3,200 for the first offense, and double the latter per document for additional occurrences.
When employers hire new workers, they're required to verify each new employee's identity and eligibility to work. An Employment Eligibility Form is a form created by Germany Immigration Services that must be completed for every employee hired in the Germany and is used to verify an employee’s identity and to determine that he or she is eligible to begin work for the company.
An Employment Eligibility Form must be completed during the hiring process for all new hires. The employer must verify the employee's eligibility and identity documents and record the document information .
Employers that fail to complete and maintain for each new hire may be subject to fines or other legal ramifications from the Department of Labor. Employees must present original documents, not photocopies, of documentation to prove they are legally entitled to work in the U.S. As an exception, an employee may present a certified copy of a birth certificate.Employers legally responsible for employment eligibility verification required for all new employees.
Relocation: Relocation Policy and Procedures
The purpose of this policy is to provide a standard procedure for the relocation of newly hired and transferring exempt level staff to locations elsewhere in Germany. Under the general provisions of this policy, a written relocation and repayment agreement for relocations will be entered into with the new hire or employee. The provisions of this policy will apply only to assignments and relocations that are planned to exceed 12 months.
Eligibility. Exempt employees being reassigned to work locations more than 50 miles away from their former worksite may be eligible for relocation assistance. Limited relocation assistance may be provided on a case-by-case basis to nonexempt employees; however, provisions of any agreement will require the approval of the department head and the HR department.
Duration. Any assistance provided under the terms of this policy will be provided within six months of the date the associate is reassigned to the new location.
Advances/Reimbursement. Some expenses will be handled via corporate advance while others will be handled as a reimbursement item similar to business travel expenses. These will be identified in the employee's relocation agreement.
Manpower will reimburse reasonable amounts or provide advance assistance of expenses incurred as a result of the relocation of staff for distances that exceed fifty miles from their current place of residence and assigned work location.
Manpower will audit expenses against relocation agreements and employees must document receipted expenses claimed for reimbursement.
Any request to exceed the provisions of the standard relocation policy (outlined below) must be approved by two levels of management above the department head.
All relocation expenses must be incurred within 180 days of the date the written relocation agreement is signed. Expenses incurred after this period will not be reimbursed. Some expenses will be paid directly by Manpower to the vendor. For all other reimbursement expenses, the employee must obtain receipts for incurred expenses and submit them along with company reimbursement request forms.
Approved Expenses – Standard Agreement
A. Per diem and Lodging
Manpower will reimburse costs for per diem living expenses to include temporary lodging for eligible employees and dependents for a period not to exceed 30 days. Lodging and per diem expenses may be at the site of departure or site of arrival or split between the two sites. Per diem expenses for meals and incidentals will be provided at one-half the daily rate for the employee for each eligible dependent.
B. Site Visit
An employee and spouse will be permitted and will be reimbursed for travel costs, per diem and lodging costs to the planned transfer site to tour the company facility, orient themselves with the area in which it is located, and look for appropriate housing. The maximum site visit period permitted is five days.
C. Transportation – Employee/Dependents
Costs for relocation travel of the employee and dependents to the transferred facility will be reimbursed. Additionally, costs for travel to and from the transfer site will be reimbursed for up to three (3) two-way trips for the employee to visit the prior home. Travel noted above will be by means of the most cost-effective common transport carrier using coach fare; however, in many cases, personal vehicles may be the preferred means of travel.
D. Household Goods
Manpower will pay actual costs for the packing, movement, and insuring of household goods and personal effects for such goods up to a maximum of 14,000 pounds from point of departure to point of arrival. If storage of goods is required at either point, the company will pay for up to 30 days of storage. Manpower will make all arrangements with the relocation van company directly through its national contract.
Any property of special value, i.e., art objects, paintings, jewelry, firearms, precious metals, and antiques should be separately insured or transported by the employee.
The transportation of boats, recreational vehicles, firearms, special machinery, outdoor playground equipment, hot tubs, and other specialty items of a similar nature will not be paid by Manpower.
The transportation and boarding of small domestic pets, dogs, cats, etc. is permitted. Manpower will reimburse costs associated with movement and boarding of such pets for a period not to exceed 30 days.
E. Miscellaneous Household Fees
Manpower will pay the cost of appliance installation, fees for utilities installations, re-registration of personal vehicles and driver's licenses to a maximum of $1,000.
F. Insurance
1. Relocating employees are covered during periods of inactive status while traveling under Manpower accidental death and dismemberment insurance plan with coverage provided at two times salary to a maximum of $400,000.
2. Under its national contract, while household good are in transit or storage, the company provides per pound insurance for up to 14,000 pounds of goods. If the employee prefers to purchase excess insurance over and above this limit, Manpower will provide vendor contact information to obtain an estimate of cost for excess insurance.
Repayment Provision. If the employee voluntarily leaves the company within 12 months of relocation to the new worksite, the employee must agree to reimburse the company for costs incurred under the policy agreement.
If the employee resigns due to circumstances within his or her control, as determined by Manpower, within 12 months of the date assigned to the transferred facility, the employee agrees to and will be subject to repayment of costs associated with the move.
Tax Considerations
Prior to or at the time the written relocation agreement is signed, the employee will meet with Accounts Payable staff to review the federal and state tax implications of all costs reimbursed by the company and its impact on the employee's W-2 taxable income. The employee will be given a written estimate of costs for tax planning purposes.
Agreement. Each relocating employee will be provided with a relocation agreement that will set forth the specific obligations of both the company and the employee. When possible, such agreements will be approved and provided to the employee at least 10 days in advance of the relocation.
Categories of Approved Relocation Expenses and Limitations. The following categories of expenses will be provided by Manpower:
- Preassignment site visit. The employee will have the opportunity to do a site and local area visit for a period of no more than five days. The company will pay transportation, lodging and meal allowances for the employee and spouse. The employee will maintain records for expenses incurred and will submit them for reimbursement through accounts payable.
- Temporary living expenses. The relocating employee (and dependents) will be eligible for travel expenses to the new worksite and temporary lodging and meal allowances for a period of no more than 15 days. Receipts for temporary living expenses for lodging and meals will be submitted to accounts payable for reimbursement. If flying, the employee must submit proposed travel agendas to the corporate travel office 15 days in advance of travel; the office will be responsible for handling reservations and airfare.
- Relocation of household goods. A moving allowance and related insurance coverage for up to 12,000 pounds of household goods will be provided to the employee. The associate will be responsible for obtaining three estimates from national residential movers and submitting them to the HR department prior to accepting any moving proposal. Upon approval, the corporate travel office will authorize the movement of household goods and handle vendor payment.
- Miscellaneous associated expenses. Manpower will provide assistance for costs incurred with the move, including lease breakage reimbursement, utility costs for service hookups and related service charges. Expense records must be obtained and submitted to accounts payable for reimbursement.
- Relocation bonus. Manpower will provide a relocation incentive bonus to the employee in the amount of $250 per month for the first 12 months of the assignment in the new location to ease the employee's relocation and transition. The relocation bonus is subject to federal and state withholding taxes.
International Relocation : Compensation & Benefits
International assignment package includes not only base compensation but also a variety of premiums. These incentives can vary greatly depending on your policy and culture, the competitive environment in which company operates, the level of the employee and the global assignment location.
Base Pay
In general, the assignee’s base pay remains the same as it would have been in the home country, unless he or she is being promoted or taking on new responsibilities. Cost of living and other variables are usually addressed via allowances rather than salary adjustments.
Foreign Service Premiums
Fewer companies are offering a foreign service premium, unless the location is dangerous or particularly undesirable or if the talent needed is unenthusiastic about the move. When a foreign service premium is offered, it is often 10-15% of the employee’s base salary.
Hardship Allowance
For dangerous or less-desirable locations, a hardship bonus of 5-30% of base pay is common. This incentive takes into account factors like violence, disease, education quality, housing and other risks in the destination. These payments are typically tax equalized.
Other Allowances
In addition to base pay and any premium pay for the assignment, most companies offer a variety of allowances to help the assignee settle into the host country.
For most employees, the largest allowance they receive is a housing allowance. This allowance can vary considerably, depending on the company’s policy and philosophy and the destination location. Often, it is not possible to precisely duplicate the departure housing type, size and style in the destination, particularly for Americans moving abroad. Instead, the goal is to provide suitable housing within the framework of local norms. Some companies expect and withhold an employee contribution towards host country housing, or they expect the assignees to place their home country property in property management and use the rent received to offset housing costs.
Most companies offer both a transportation and miscellaneous allowance. The transportation allowance is used to offset the cost of either personal or public transportation in the host country. Unless you are providing a company car and driver, a transportation allowance is very important to ensuring your employees are able to navigate their new surroundings.
The miscellaneous allowance is generally paid to employees to help cover any unexpected costs of moving not specifically addressed in your employee relocation benefits package. Most companies pay up to one month’s full salary as a relocation allowance (capped at $10,000) to help employees cover those expenses.
When it differs dramatically from the home location, many companies provide a cost-of-living allowance. This is usually calculated based on a sample market basket of goods (and sometimes, services) to arrive at a differential.
Companies also can expect to pay all schooling costs for the assignees’ children, including tuition, books and fees.
Taking these payments and allowances as a whole, it is easy to see why traditional international assignments are so costly for employers, and why so many employers are keenly interested in less-costly assignment types. But there are situations where only a long-tern traditional assignment will meet the company’s business needs, and in those cases, this is the level of support that is generally expected.
All You Need to Know About Notice Periods
When an employee has resigned from the services, one of the most important time periods employers and employees have to go through is the Notice Periods. Notice periods are quite ambiguous in terms of length of notice periods, leave or benefits eligibility for employees serving their notice periods.
Notice periods are crucial periods during which employers must take important steps to ensure that the exiting employee is handing over all responsibilities to his/her successor and the transition is smooth.
How do you decide on the length of the notice period?
The length of the notice period is usually mentioned in the employment contract at the time of joining. The length is usually different for confirmed employees and employees on probation.
Probationary employees have a shorter notice period as compared to per permanent employees. Athough there isn’t any specified time period , notice periods usually last for 30 Days for permanent employees and 15 days for employees of probation .
It is also observed that notice period lengths change according to industry. IT industry or the Banking industry usually has employees serve 90 Days of notice as well.
What is the “notice period buyout option”?
Otherwise known as salary in lieu of notice, this is where your hiring organization will “buyout” the employee from his old employer by making a certain payment for the notice period not served .
For example – If an employee has a notice period of 30 Days and is unable to serve this entire period as the new hiring organization has set an immediate joining date, an employee has to pay the 30 Day salary in lieu of the notice period not served .
This amount is mentioned as “Recovery Amount” in the Full & Final Settlement Statement that the employee receives on his last working day. This amount is then reimbursed to the employee by the new hiring organization at the time of joining.
Mostly companies buy out employees’ notice periods so that the employee can join them at the earliest.
Are the employees on Notice Periods eligible for Leaves?
The purpose of a notice period is for a smooth transition and smooth handing over process. Usually employees on notice periods are encouraged to not take any privileged leaves. Privileged Leaves are en cashed in their full & final settlement statement.