Hiring your first European employee

Recruiting employees for the first time can be a challenging and time-consuming process, especially if you are doing so in a new country or region. However, with the right approach, you can successfully recruit and hire the best talent for your company. 

First steps for recruiting employees in Europe:

  1. Determine your hiring needs. Before you start recruiting, you should take the time to assess your company's staffing needs and determine the type of employees you need to hire. This will help you create targeted job postings and attract the right candidates. 
  2. Develop a job description and salary range. Once you have determined your hiring needs, you should create a detailed job description that outlines the responsibilities and requirements of the position. You should also establish a salary range that is competitive and fair in the European market. 
  3. Post your job opening. There are several ways you can post your job opening in Europe, including job websites, social media, and professional networks. You can also contact recruitment agencies or use job boards specific to your industry. When posting your job opening, be sure to include a clear and concise description of the position and its requirements, as well as details about your company and its culture. You should also indicate the salary range and any benefits you are offering. 
  4. Review resumes and cover letters. Once you start receiving applications, you should carefully review each resume and cover letter to determine which candidates are the best fit for the position. You can use pre-screening questions or assessments to narrow down the pool of applicants. 
  5. Conduct interviews. After you have identified the top candidates, you should conduct in-person or virtual interviews to learn more about their experience, skills, and qualifications. This will give you the opportunity to assess their fit for the role and your company culture. 
  6. Make a job offer. After you have completed the interviews, you should extend a job offer to the candidate you have selected. Be sure to clearly communicate the salary, benefits, and terms of the offer, and give the candidate time to consider it. 
  7. Onboard and train your new employee. Once the candidate has accepted your job offer, you should provide them with all the necessary information and support to help them start their new job successfully. This may include providing training and resources, as well as introducing them to their team and other employees. 

Differences between the USA and Europe

It is important to put emphasis on major differences between hiring in United States and Europe, so it doesn’t come as a surprise. The differences can be huge and for somebody just entering European market they can be unexpected. When partnering with experienced HR companies in Europe to help you out, they are very familiar and knowledgeable about these differences, but it is worth mentioning them once more: 

  • Labor laws and regulations: The United States has fewer labor laws and regulations compared to many European countries. For example, in the US, there is no statutory right to paid vacation or parental leave, while many European countries have these rights enshrined in law. 
  • Discrimination laws: The United States and Europe have similar laws prohibiting discrimination in the workplace, but the enforcement of these laws can differ between the two regions. 
  • Severability of employment contracts: At-will employment is common in the United States, which means that either the employer or the employee can terminate the employment relationship at any time, for any reason (with certain exceptions). In contrast, many European countries have more restrictive laws on the severability of employment contracts, which makes it more difficult for an employer to terminate an employee's employment. 
  • Working hours and vacation: The United States typically has longer working hours and less statutory vacation time than many European countries. 
  • Health Care: European countries have national health care system, while in US this is provided by private companies and more difficult to get access to health care with pre-existing conditions, which can make a difference in terms of hiring and employee benefits. 

That is why it is crucial to have that kind of knowledge of European regulations, laws and customs, so you company can be compliant, competitive and successful across European markets. One of the common ways to gain access to that kind of experience is to partner up with European HR outsourcing company that can help you to develop on some or all European markets, because things vary from country to country, and they know it by heart. Through various solutions like EoR, PEO, consulting, recruiting and many more, these companies allow you to focus on developing your business, while supporting you with HR solutions you need. 

By following these major steps when hiring you first employee in Europe, you are increasing your chance to be successful. 


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About EuroDev

EuroDev, established in 1996 with offices in The Netherlands, has a single, defined purpose to help mid-sized North American companies expand their business in Europe. We have created a proven, successful business development model and since our founding, have partnered with over 500 companies to help them define and meet their European business goals. Services provided include Sales Outsourcing, HR Outsourcing, and Digital Marketing.

Source: Forbes, zdnet

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