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We have number of clients across the world in pharma industry.
Leveraging our unparalleled expertise of pharmaceutical professional recruitment principles, along with a strong understanding of international manpower recruitment processes, we provide comprehensive HR services & recruitment solutions to maximize our clients’ manpower potential with record time.

International Recruitment Process

While the exact recruitment process is unique to each organization, the steps listed below are often part of most company’s strategy. You’ll probably notice that many of these steps closely resemble those applied in domestic recruiting. There is some overlap, but there are also some key differences.

Identify your hiring needs

Defining your hiring needs is the first and most critical aspect of the recruitment process. There are a variety of potential reasons for said needs, which may include, but aren’t limited to:

  • Lack of critical skills or abilities
  • Increase in workload
  • Vacancy
  • Promotion

Come up with a recruitment plan

Once you’ve come up with a target list of roles & segmented them by skills, experience & education, do the following: 

  • Determine how impactful each role will be for your organization. Think about key success factors such as sales goals, expansion plans, etc.
  • Determine how impactful each role will be for your organization. Think about key success factors such as sales goals, expansion plans, etc.
  • Make a list of the roles that are high-impact with scarcely available skills. 

You should recruit for these roles both domestically & internationally to increase your chances of finding qualified candidates. Knowing which roles will offer the highest impact, will also help you determine your hiring budget, which sourcing methods to use, & so forth. 

At this stage, you should also consider 

  • How to advertise the new position
  • Criteria for initial candidate screening
  • What the interview process will look like
  • Who will be part of the hiring team

Write a clear & compelling job description

  • Clearly indicate that the position is open to international candidates.
  • If your company plans on offering relocation support, mention that too.
  • Summarize benefits that you offer, such as relocation support will be included as part of your relocation support package; as well as general employee benefits.
  • Emphasize key skills and qualifications more so than educational requirements, as these vary from country to country.
  • Highlight your company’s commitment to diversity and inclusion
  • Link to your company’s social media accounts, blog & other employer branding channels that convey your company culture.

Recruit candidates

Posting and advertising job descriptions is only half the battle. To increase your chances of finding relevant candidates in the global talent pool, you’ll need to actively recruit them. You can reach out to candidates via:

  • LinkedIn
  • Social media
  • Online groups
  • Employee referral networks
  • Naukri

Review applications

When reviewing applications from international candidates, conduct due diligence as usual.

  • CVs differ from country to country; there’s no such thing as a standard universal format
  • If possible, use a blind review process, which hides a candidate’s name or other identifying information to minimize bias.

Pre-Screen & interview candidates

When recruiting internationally, the actual interview process can be structured according to your organization’s needs & preferences. 

The laws & norms regarding candidate interviews vary from one location to another.

 For example, in some countries it is normal to ask about race, religion & marital status, whereas in others it’s strictly forbidden. Keep the conversation business-focused & frame questions around the job requirements & your company’s culture & needs.

Furthermore, when interviewing candidates for employment in a country that is not their own, remember to ask whether they are legally allowed to work in the country & already in possession of a work visa, or if they’ll need sponsorship.

Determine compensation

Will you be hiring a candidate to work remotely, at a foreign subsidiary or relocating them across borders? The answer to this question will have an influence on their compensation.

Each country has specific labour laws that regulate: 

  • Minimum wages
  • Paid vacation
  • Sick days
  • Government holidays
  • Maternity and paternity leave
  • Other forms of leave
  • Health insurance
  • Pension schemes

Extend the job offer

Once you’ve chosen a candidate and finalized their compensation, you can make them a job offer. Your offer letter should include:

  • The starting salary for the position
  • Non-pay benefits for the position
  • Paid time off and leave policy
  • Potential severance pays
  • Remote & hybrid work policies
  • Included company equipment
  • Other terms & conditions of employment

When writing the offer letter, you may want to use the local language to ensure clarity & make your candidate feel welcomed. 


If the candidate accepts your offer and can legally start working in the country where the employment will take place, you can proceed to the on-boarding process. However, if they require visa sponsorship, you should begin the immigration process as soon as possible.

Though some companies do this in-house, it is advisable to partner with an experienced relocation service provider. 


The last—but definitely not least—step in the international recruitment process in on-boarding. This stage of the hiring process is critical in providing new hires with the knowledge and resources they need to work successfully and integrate into your company culture.

For international hires, this step comes with added importance. If your employee is working remotely, you’ll need to establish an on-boarding framework that’s engaging and makes them feel connected to your company, even from a distance. If they’re relocating across borders, they’ll not only need on-boarding for your company, but the destination country as well. To that end, you should strongly consider offering cultural integration training or providing them with local orientation assistance. These perks can also be included in your relocation support package.