Developing a reliable workforce in your country of expansion will encourage your company's success. While you have experience recruiting and hiring workers at home, your expansion to South Sedan will bring a...
Read MoreDeveloping a reliable workforce in your country of expansion will encourage your company's success. While you have experience recruiting and hiring workers at home, your expansion to South Sedan will bring a new set of cultural expectations and labor laws. With Globalization Partners, you'll gain the expertise and support you need to hire a talented team.
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Developing a reliable workforce in your country of expansion will encourage your company’s success. While you have experience recruiting and hiring workers at home, your expansion to South Sedan will bring a new set of cultural expectations and labor laws. With Globalization Partners, you’ll gain the expertise and support you need to hire a talented team.
Before you start recruiting South Sudan workers, you’ll need to identify your open positions and create job descriptions for each one. These descriptions are critical to your hiring efforts. A strong one will offer clarity while encouraging people to apply. A job description is often a candidate’s first introduction to your company.
You might choose to create a template for your job descriptions that you can refer to each time you advertise a vacancy. These descriptions should include key details like:
You may even use your job descriptions to summarize your company and its vision. This section can help candidates understand who you are as an employer and feel inclined to apply for the job.
When you start the recruitment process, it’s helpful to have an established plan that will ensure efficiency and consistency as you hire your candidates. This plan should include:
When you approach the recruitment process for a specific position, consider the qualities you’re looking for in a candidate. These qualities might be professional skills or personality traits that can be an asset to the position. Defining these requirements internally can help you create interview questions that will reveal helpful information about your candidates.
Knowing where to find talent is essential to your recruitment success in any country. When it comes time to advertise your vacancies, you should employ various methods to reach a broad audience. You might choose to use job recruiting sites like SouthSudanJob.com or social media platforms to spread the word online. You can also use newspapers and other traditional print methods.
Networking is another excellent way to find talent. By building relationships with local professionals in your area, you can establish your company as a part of the community and connect to candidates who are looking for a job.
When you find a candidate that fits a position’s requirements, you can move onto the hiring process and create an employment contract. South Sudan’s labor regulations allow for written or verbal contracts, but you must provide a written copy of the terms for each worker. Employment contracts cover the terms of the job, and they should include:
The terms you go over in your employment agreements are vital to your compliance as an employer. Make sure your new hire understands these terms and agrees to them before moving forward.
When you meet to discuss your contract, you’ll also need to obtain other important information, including a tax identification number (TIN) and pension information. The TIN allows you to deduct income taxes from employee paychecks and pay them to the tax authority. Pension schemes are not compulsory, but if your worker has one, you’ll need their account information for making contributions.
Your employment contracts will act as the foundation of your compliance practices. The terms you offer your employees must meet or exceed the minimum regulations outlined in the country’s labor laws or determined by collective agreements.
In your hiring and workplace practices, you should also abide by the country’s anti-discrimination laws. Employers are not permitted to exclude or prefer individuals based on:
These discrimination policies apply to recruiting, hiring and general position in the workplace.
Onboarding follows the hiring process, and it’s your way of welcoming employees to the workplace and ensuring they’re ready for the job. Early in your expansion, you might choose to fly into the country during onboarding to greet your new workforce. You may also rely on an HR employee to guide this process.
Reviewing employment contracts is an excellent way to start the onboarding process. Another practical step is creating and reviewing a code of conduct. Establishing expectations of behavior in the workplace early on helps to create a safe, respectful environment for your team in the long term.
Your training programs are another essential part of onboarding. While your employees will come prepared with a range of education and experience, they’ll need some time to get to know your company and its processes. Your training programs should look at the skills workers need to function within your company.
Training may involve one day of learning basic procedures, like clocking in for the day or operating a cash register. It can also be more complex. If a job requires specialized software or machinery, you may need to train your workers for a few weeks to ensure safety and competence.
Your recruiting and hiring processes will lay the foundation for your company’s success in South Sudan. Globalization Partners provides hiring outsourcing to navigate the international recruitment and onboarding landscape. When you choose Globalization Partners, you’ll gain:
With mitigated risk and international expertise, Globalization Partners is a cost-effective solution for your expansion in South Sudan. Reach out to our team today to learn more about our Employer of Record services.
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.
