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Hiring & Recruiting in EtEthiopia.










Country Capital

Addis Ababa


Birr (ETB)

The goal of bringing the brightest talent to your team shouldn’t be limited by borders. When growing your company and filling key roles in Ethiopia, you’ll need to have a strategy for advertising vacancies, recruiting candidates, and onboarding new hires. Take a look at these vital considerations.

Recruiting in Ethiopia

Choosing the most suitable channel to advertise your vacancies is critical to reaching as many qualified applicants as possible. Employers in Ethiopia may consider posting on job boards such as Ethiojobs.net to make open position applications more accessible to candidates. Another customary approach is to utilize local newspapers and radio advertisements to seek out candidates and communicate vacancies to a broader talent pool.

How to hire employees in Ethiopia

As you begin recruiting candidates for open positions, you can follow these practices for evaluating applicants and onboarding new hires for a more efficient, convenient process.

1. Advertise your vacancy.

The first step toward reaching out to potential candidates is to write a job post detailing what the position entails and what you’re looking for in applicants.

Once you have a clear idea of what you need for the role, make sure you include certain preferences regarding applicant skill sets, professional backgrounds, and experience. Outline required and preferred qualifications, education requirements, position responsibilities, and special considerations. You can also provide information on your company’s background, mission, and values to help draw in people who share your vision.

2. Conduct interviews.

As you begin getting responses to your job posting, you’ll want to have an evaluation and screening strategy in place to streamline the selection process. Determine the criteria you’ll use to analyze applicants and screen applications and resumes based on your hiring priorities.

Once you determine the minimum qualifications and experience requirements, you can begin interviewing the frontrunners. Prepare a list of interview questions covering critical topics about the applicants’ professional experience, qualifications for the role, and other required information.

3. Prepare your employment contract.

When you’ve chosen a candidate to fill your open position, national labor laws require that companies provide an employment contract. Be sure to include all the necessary information, such as the employer’s name and address, the employee’s name, age, address, and work card number (if applicable), agreement between the contracting parties in adherence to regulations, and signatures of all contracting parties.

Ethiopia employment laws

During hiring and onboarding, it’s critical to adhere to all legal requirements and fair practices. The law in Ethiopia prohibits discrimination against any candidate, so ensure your hiring methods allow for fair, unbiased evaluation of applicants and new hires.

Employers are responsible for covering paid annual leave, maternity leave, sick leave, and holiday leave for each worker.

Both international individuals and nationals of Ethiopia may work for your business as long as they have the appropriate documentation. It is the employer’s responsibility to ensure all international workers have the proper authorization from the government.

Onboarding in Ethiopia

A welcoming, informative onboarding system will help employees give their best performance and feel confident at the workplace.

Whether you meet new hires virtually or in person, make sure to introduce them to key people on the team as well as programs, workflows, and other critical aspects of their positions before they assume their full duties.

Another important step to take during onboarding is to go over the employment contract. Review the agreement to ensure employees understand the terms and both parties’ responsibilities. This process will resolve any miscommunications and help employees settle into their roles with confidence and clarity.

Grow globally with G-P.

G-P never forgets that behind every hire is a human being. That’s why we’ve backed our fully customizable suite of global employment products with our robust team of HR and legal experts, so we can remain at your side, ready to support you as you build your global teams. With the #1 Global Growth Platform™, you have the recruitment tools and services you need to find your perfect full-time or contract match.

Contact us today to learn more about how we can help you recruit, hire, and onboard anyone, anywhere.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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