Why Recruit from Overseas?

High staff turnout, Reliable, Hard working, good value for money, filling staff shortages, extremely keen on learning...

This is just few "stright" and "happy-employer" answers you would get from our clients!

For example shortage of nurses in the NHS, particularly in the South East, is forcing trusts to come turn to staff recruitment from overseas.

Our 3 year experience in Eastern European recruitment suggest that more and more UK employer starting from NHS, drivers, engineering, IT and agriculture are switching to a nearly permanent recruitment option-the recruitment from Eastern Europe.

We introduce candidates from Lithuania, Latvia, Poland and other new EU countries. The majority of our candidates would still be in their countries when submitting their applications for various jobs in the UK. The latter fact influences higher staff rentention rates as candidates would be comming to work for a specific employer, to do a specific job.  Furthermore, candidates are also aware of the fact that if they give fraudulent information on their CVs this might influence their departure from the company; which may costs them a substantial amount to go back or look for alternative employment. Their drive to succeed , make it work and contribute to the company is appreciated by tousends of UK companies who have employed Polish, Lithuanian and other workers.

There are many UK employers who may want to employ someone from Eastern Europe, but simply do not know where to start. Similarly, those who do not have accommodation prefer to use the services of agencies who bring in people to work and drive them back. Euro LS have organised accommodation for candidates in the most remote areas in the UK.  Euro LS can help UK employers saving tousends of pounds if they employed Lithuanian, Polish or Latvian applicants stright from their countries. Consequently all the rest would be organized by Euro LS saving time and money for employer. You, the employer, would have complete control over workers as they would be your direct employees.

According to Times Online "ONE FIFTH of British companies report that they have recruited employees from abroad over the past year to fill skilled, unskilled, professional and managerial vacancies.  Employers of every size have gone abroad to beat skill shortages, and also to find people for lower-paid unskilled jobs for which foreign workers are often judged to have a better work ethic. More than half the companies in the retail, hotel and catering sectors that responded to a yearly CBI Pertemps Employment Trends Survey said they had brought in foreign workers. A third of employers in construction recruited from abroad. In the transport sector, which once brought in many immigrants to fill staff shortages, only a tenth of companies hired abroad in the past year. (Times Online, 12 Sept 05)". The research, carried out by Cranfield School of Management in association with Personnel Today and the Daily Telegraph, shows that 42% of employers have increased their overseas recruitment in the past three months (personnel today, 5July 2005)

And there are still shortages to be filled. Inner London acute trusts have an average of more than 15% of nursing posts unfilled. The problem is replicated, to a greater or lesser extent, across the country, and the Government has responded with a series of recruitment campaigns and by organising trips to other countries in order to set up agreements on recruiting staff.”

The success of any recruitment campaign overseas lies in the planning and allocation of sufficient resources to achieve the outcomes desired. Clarity in roles and responsibilities against milestones and target dates is important, especially when working in partnership with an agency. (Employer’s Organization For Local Government; “Planning and Overseas Recruitment Campaign”).