Europe holds a wealth of opportunities for scaling businesses. From strong markets and supply chain benefits, to ample partnership potential and a broad consumer and customer base.
And of course, access to quality talent.
But despite countries’ close proximities, close allyship, and at times, shared languages, it’s important to remember that Europe isn’t merely a single landmass you can tap into all at once – it’s a collective of dozens of countries with their own unique cultures and talent pools.
Obvious on paper, but something that can slip the mind when businesses look to expand.
So if you’re looking to build your presence in a new Europe region and want to know how to secure the best candidates to lead the way, we’ve outlined the 4 best questions to ask your recruitment partner before getting started.
The first and most obvious question. Gaining a thorough understanding of the talent market in your desired territory can drastically change how you attract and acquire quality professionals.
This includes understanding the current demand for talent in that region, and how long it might take to find great candidates. Typical salary bands, benefits and working habits (more on these below). And even cultural and regional nuances such as local holidays, how job titles might differ, and so on.
You won’t always know what you don’t know. So it’s important you find a recruitment specialist with experience in your new region who can fill in the gaps, and be proactive in their consultations. Any good partner will provide you with market mapping to help build out your talent strategy.
Follow-Up Question: Who are the main competitors in our new territory?
Not all remuneration packages were created equal. But it is important to consider how you’ll adapt the salaries and benefits to local demands, without straying too far from your company standard.
Context is key. A €65,000 salary in Brussels isn’t the same as a €65,000 salary in the Netherlands. For one, Brussels has higher rates of taxation, meaning candidates may not necessarily have the same take-home as their counterparts elsewhere. Or, talent in the Netherlands may want higher leave allowances than peers in Brussels.
The bottom line is, the same currency doesn’t equate to paying the same living rate. Whilst you may not want to offer vastly different salaries or benefits across your region and risk creating tension, it’s important to present an offering that best reflects the local economy, local needs, and local priorities.
Follow-Up Question: What are the mandatory public holidays in this territory?
From cultural to contractual, knowing the regional nuances in all aspects of your talent needs will not only help you attract quality professionals, but support your retention and growth in the future.
It’s easy to pick up on what holidays take priority or when school terms are, but for nuanced insights, lean on your recruitment partner. For example, in Germany, it’s typical to work from home most of the time, whereas employees in France are usually expected to be in the office a few times a week.
Contracts can also vary. Again, in Germany, a 6-month notice period is standard. In Brussels, many professionals will be listed as “independents” in their contracts for tax benefits, even if they’re working for a business full-time. Knowing the details will avoid miscommunications during the hiring process.
Follow-Up Question: Are there any communication nuances in this region we should know about?
Global means global. Expanding into a new territory means welcoming onboarding talent into the fold of your existing teams, and ensuring those existing teams are briefed and prepped.
Investing in effective internal communications is imperative. All employees should be informed on the basics of who’s who, roles and responsibilities, department structures and processes, and so on. Communicating to existing talent why you’re expanding in this region will help ensure they’re bought-in, while conveying expectations of goals and targets to all parties will help avoid confusion.
It’s equally as important to invest in in-person time, both for business leaders to get to know new recruits, and for new recruits to see how it works in your HQ. Recruiting overseas for a brand new office can present a few challenges, and the last thing you want is to risk onboarding talent feeling isolated or disconnected.
Follow-Up Question: How can we ensure employees are equipped to support new colleagues?
True global expansion requires you to be open-minded. No matter how experienced you might be in scaling your business, expanding into a new country can come with its unique complexities. Administration differences, varying taxation and regulations, cultural nuances, and so on.
Attracting and acquiring quality talent may only be one corner of launching in a new territory, but finding the right professionals can accelerate the process, your brand’s impact, and overall business success.
The right recruitment partner will support you each step of the way, sourcing the ideal candidates to make a mark in your new region, and set you up for international growth.
Authors: Barbara Ozanon-Associate Partner: Head of Europe & Nils Gerardin-Principal Consultant
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