If you’re expanding overseas, your company needs to hire more people, including in-country staff. During this process, you also have to follow the recruiting and hiring guidelines specific to each country where you want to operate.
Hiring new employees overseas is a complicated task, so working with an employer of record is an excellent way to outsource your recruiting and hiring responsibilities. At Globalization Partners, our business model lets us simplify the process.
Recruiting Suriname Workers
In Suriname, everyone has the right to employment within their capacity. The country guarantees these rights by offering protections to workers. Plus, citizens can receive higher education from several institutions for free. Suriname has a high literacy rate, and most of the population lives around cities and towns in the north.
Workers benefit from basic health care, social protection, restrictions that demand safe working places, and guidelines that ensure employees receive appropriate compensation and rest. If you want to operate here, you must provide the conditions and compensation guaranteed by the Ministry of Labor.
The Recruitment Process in Suriname
When your company hires new employees, you should follow a set procedure that includes these steps:
- Write a specific job description that outlines your expectations and the compensation you’re willing to offer. If you’re hiring for a temporary position, include that information to filter out applicants looking for permanent employment.
- Advertise the open position in public spheres. Much of the population cannot access the internet, so newspapers are popular places to list jobs.
- Sort through applications and choose the candidates you want to interview. Schedule these meetings in advance so your applicant can prepare and you have time to hire a translator or make other arrangements.
- Conduct the first round of interviews and choose the right candidate(s) for the job or schedule secondary interviews.
- Notify your new hires that you want to offer them a job and set a time to draft the employment agreement.
If you have questions about how Surinamese recruiting practices can deviate from international norms, contact Globalization Partners. Our team features in-country experts who can share their advice about hiring local applicants.
You may not discriminate against workers based on their identities or ideologies. The Ministry of Labor also prohibits unjust dismissal and regulates these limitations by issuing dismissal permits. If you must terminate an employment agreement with urgency, you have to provide evidence of misconduct or other grounds to the Head of the Ministry of Labor. If you receive a dismissal permit from the Dismissal Board, you must provide a notice period proportional to the length of the employee’s service.
Employment laws stipulate the number of hours most employees may work per day and week. Certain professions, though, such as roles in which an employee performs only security tasks, have separate rules. Other industries are exempt. Similarly, the country’s labor laws prohibit employees from performing work on rest days, holidays, or during the night. However, exempt professions do not have to abide by these guidelines. Rest periods are essential breaks that you must provide to all employees.
Keep in mind that employees have the right to join trade unions and engage in collective bargaining. This may change some of the industry regulations you must follow. If you deviate from provisions outlined in certain labor laws, you must request a special permit from the Chief Labor Inspector.
Once you’ve found the perfect candidate for your company, you can begin onboarding them.
There are plenty of administrative tasks to keep track of during onboarding, such as ensuring your employees have the necessary work permits, adding them to your payroll, and registering them for public health care. Beyond confirming that your hiring process complies with labor laws, other significant operations must occur during a new hire’s first few days on the job.
Ultimately, this process introduces new hires to your company and teaches them how to be successful within your organization. Many employers consider this task important enough to warrant an in-person visit to their new hires overseas.
Other vital parts of the onboarding process include:
Welcoming Individuals to the Team
If your company employs a global workforce, you might have team members spread across the globe. Depending on your company’s structure, you may be able to create a cohesive dynamic within all your offices. It’s more likely, though, that individual offices will create teams and separate business cultures.
Supporting your new hires in person can help them acclimate to your company and keep you informed about various offices’ dynamics. Plus, traveling for the onboarding process can prove your commitment to your company and team.
Developing a Training Program
Your company hand-selected each candidate for a reason. Their resumes may have stood out from the rest, or they impressed you throughout the interview process. Now that they’re in your office, you can see them put their skills and values to work.
Your new hires may have varying degrees of experience and a wide range of skills. If your employees run unique software, perform complicated tasks, or use anything new, your training program should feature those things. Depending on your company, a training program that lasts a day to two may be sufficient. For some industries, new employees may need a few weeks to learn how to successfully perform their work.
A comprehensive training program enables your employees to succeed in their roles from the first day on the job. Plus, your willingness to teach chosen candidates the necessary skills keeps you from rejecting a stellar applicant who has never used your company’s program.
Benefits of Outsourcing Hiring in Suriname
When you work with Globalization Partners, you don’t have to worry about how to hire employees in Suriname. Just choose the best candidate for the job, and we’ll hire them for you. As an Employer of Record, we make sure your hire has the right work permits and that all contributions to public health care and other administrative tasks comply with national requirements. We also add your employees to our payroll.
Your workers will still take direction from you, but we handle all the legal and financial work. Partnering with Globalization Partners also frees your company from the liability associated with international compliance so you can expand without risk.
Leave Recruiting and Hiring to Globalization Partners
If you want to expand internationally, you need precise information about your company’s destinations. Our representatives can provide those country-specific details, years of legal experience, and valuable support for your HR team. Contact us today to learn more about hiring outsourcing.