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Hiring & Recruiting in Li.






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An employer’s international team is critical to their success when growing their business globally. Any company planning to begin operations in Liechtenstein should enter the market prepared with the best practices for recruiting and hiring the top local talent to ensure a seamless.

How to hire employees in Liechtenstein

As employers build their teams and fill critical positions in the company, they’ll want to develop a thought-out approach to advertising openings, processing applications, and hiring. Companies should create a plan and identify the critical steps they’ll need to take. In some ways, the recruitment process in Liechtenstein is similar to that of other countries, so it may be possible to use the best practices that worked well for them in the past.

When companies work with G-P’s in-region HR and legal experts, they no longer have to worry about the complexities that come with global hiring. Our team will navigate compliance challenges and ensure employers are staying up to date with ever-changing, country-specific labor laws.

Employment laws in Liechtenstein

Throughout the hiring and onboarding process, companies should fully comply with legal requirements for fair working conditions. They must take measures to prevent any bias or discrimination throughout the hiring process so they and their employees can be confident that the selection process is fair for all.

Employers must provide paid annual leave, sick leave, maternity leave, and public holidays for employees. They will also need to provide appropriate additional compensation for overtime work.

International employees may work for Lichtenstein-based companies if they have obtained the appropriate permits. Employers are responsible for ensuring any international employees have the proper documentation to enter the borders and work long-term in the country.

Recruiting in Liechtenstein

Companies can advertise for applicants to fill vacancies through local media. However, since the country’s newspapers and other media tend to have limited circulation, employers might most effectively reach potential candidates via the internet. Multinational job boards, sites for European job searches, and in-country job sites can be effective tools for recruitment.

Here are just a few best practices companies may want to keep in mind to help smoothly navigate application processing, interviewing, and hiring.

1. Announce your job opening.

Sharing vacancies in the right places is critical to attracting top professionals in a new country. Once companies have chosen their advertising platforms, it’s best to prepare a comprehensive job description to attract suitable candidates. As they write your job post, companies should consider the critical factors they’re looking for. They should write down key professional experience, skill sets, educational background, and any other important factors they would prefer to see from candidates. A job description is also an excellent place to briefly describe the company’s background and values to help attract like-minded professionals.

2. Interview top candidates.

The next step is to decide how to process incoming applications. As companies begin to receive resumes and applications, they should establish a screening strategy to narrow down the list of top candidates. After they have the list of frontrunners, they can schedule interviews.

They must then evaluate the key topics they want to cover with each applicant and create a list of questions to discuss with them. Before going into an interview, they should take some time to tailor the questions to the applicant’s unique experiences and skills.

3. Write your employment contract.

Finally, companies have to evaluate their interviews and determine which candidate is best for the position. Once decided, the next step is drafting an employment contract outlining work hours, wages, employer and employee expectations, and any other essential information. Having a contract both parties agree on can help establish a strong professional relationship with new employee from the beginning.

Onboarding in Liechtenstein

Providing employees with a thoughtful, comprehensive onboarding experience will help them adapt to the new workplace and feel like part of the team. You might travel to Liechtenstein in person or choose a trusted HR professional to guide your new hires. Either way, ensure you have a thorough strategy in place for introducing your employees to their new work environment.

Whenever you meet new hires, focus on putting them at ease and engaging with them personally and professionally. Be attentive to questions that might arise during orientation, and ensure you have team members who can help new employees navigate their first days on the job.

It’s best practice to review the employment contract together at some point during orientation. Review the document and ensure new hires know about workplace expectations, your obligations as the employer, and other vital considerations. Resolving any potential miscommunications now will help your team begin work with confidence in the days to come.

A final step in the onboarding process is training. Be sure your workers have all the resources they need to understand critical processes and workflows, use any required technologies, and manage their day-to-day responsibilities. You can provide workshops, training exercises, and other learning tools to equip them for their work. Your training process will vary from one position to the next based on the requirements of the job.

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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