When you developed your company at home, you had to find a team of talent with a dedication to your vision and a set of valuable skills. Expanding abroad requires many of...
Read MoreWhen you developed your company at home, you had to find a team of talent with a dedication to your vision and a set of valuable skills. Expanding abroad requires many of the same steps, but you'll have to complete them in a new environment.
When you developed your company at home, you had to find a team of talent with a dedication to your vision and a set of valuable skills. Expanding abroad requires many of the same steps, but you’ll have to complete them in a new environment.
When you begin recruiting in Bhutan, you need to understand the local employment laws and professional culture to find and hire the right candidates. When you work with Globalization Partners, we can help you navigate these aspects of the hiring process to give you the best results in your recruitment efforts. From writing contracts to onboarding, we have you covered.
The Labor and Employment Act of 2007 doesn’t contain much information on recruiting laws in the country. The only stipulation the labor laws discuss is the licensing of employment agents. Individuals are not permitted to connect employers and employees without proper documentation.
As an employer, you won’t need to hold an employment agent license to hire workers on your own behalf. If you choose to work with an employment agent to find candidates, confirm you’re working with a licensed professional in the area.
Your recruitment process should begin with identifying the vacancies you need to fill. When you start your business, you’ll have to decide which positions are the highest priority and start advertising them first. Once you’ve identified your vacancies, you can create job descriptions.
These descriptions help applicants understand the position and your company. Include details like daily processes, required education, and useful skills for the job. You can even use these descriptions to summarize your business and its mission.
When you’ve created your job descriptions, you’ll need to establish a recruitment plan. This course of action should consider:
Once you have a plan, you can move forward in the hiring process. You can follow the same basic steps for every vacancy.
Your vacancy advertisement methods can make a significant difference in your talent search. One of the best ways to get attention from potential candidates is to post your job openings on multiple platforms. This approach allows you to reach a range of audiences and find the right talent for your company.
Post your vacancies to popular job sites, like Dzi Seldra, and local newspapers to reach a broad demographic. You can also use social media platforms to familiarize people with your company and announce your open positions.
Your hiring process should always start with creating an employment contract. The nation requires written agreements for positions lasting longer than a year. Failing to write one will default to an unwritten contract, which includes all the standard terms outlined in the Labor and Employment Act.
It’s best practice to write your contracts to ensure your creating ideal terms for you and your employee. It also makes the terms clear to both parties. When you create your agreement, you can meet with your new hire, discuss the conditions, and sign the contract together. Make sure to give a copy to your new worker and keep one for yourself.
During your contract discussion, you should ask for your employee’s taxpayer number (TPN) and their National Pension and Provident Fund (NPPF) number. With these IDs, you can file income taxes and contribute to your worker’s retirement. You may also request bank information for depositing paychecks directly into their account.
There are many required employment terms outlined in the Labor and Employment Act. As an employer, it’s your responsibility to meet these requirements. Your employment contracts should always include the minimum terms or more for your company to remain compliant.
Another legal requirement to consider is the anti-discrimination policy. You’re not permitted to discriminate against a candidate or employee for identifying characteristics, including:
You shouldn’t treat any individuals less favorably for these traits. This policy applies to recruiting, hiring, dismissal, transfer, and assignment of positions in the workplace. It’s wise to avoid any questions regarding these qualities during the interview process.
After you’ve created your contract and officially hired your new employees, you can begin onboarding. This process helps new hires adjust to the work environment and gives them the skills they need to succeed in their new roles.
You may have a team responsible for onboarding new employees, or you may fly into the country yourself to meet with them. This period is an excellent time to review the employment contract and discuss a code of conduct. Having these conversations allows you to clarify any terms and make behavioral expectations clear.
Your training process is a vital facet of onboarding. With this preparation, you can guide employees through daily tasks and ensure they understand any equipment and technology used on the job.
Every training process will look different. The guidance you offer will depend on the job type, your workers’ experience, and the particulars of your company. Sometimes training involves one day of reviewing basic processes like clocking in or using a cash register. Other times, training takes place over a few weeks of learning new machinery or software.
Recruiting and hiring your candidates can be a gratifying experience, but it comes with its challenges. You have to contend with a new set of employment laws, along with a new professional culture and possible language barriers. At Globalization Partners, our expert team guides you through the process for the best results.
Our legal and HR professionals work together to offer legal compliance and employee support throughout your hiring and onboarding. With us, you get:
With our global competency and the ability to offload all legal risks, our services are a cost-effective solution for expansion. We’ll lead you to quicker growth and more significant success.
Learning new employment laws and meeting new team members are only a few of your many responsibilities as a business owner. Globalization Partners can reduce the strain, allowing you to mitigate risk and provide a smooth onboarding experience for every new hire. Get in touch today to learn more about how we support expansion.
If you’re ready to grow your business, or you have questions about a specific country, complete the form. One of our experts will be in touch shortly.
