How hiring international employees strengthens UK businesses
Hiring international employees strengthens UK businesses by bringing in diverse skills, global experience and fresh perspectives. Employers can do this by relocating staff to the UK or supporting remote international contracts. The process involves navigating immigration rules, sponsorship requirements and cultural integration, while also complying with UK employment law at every stage.
Why international hiring is important for UK employers
A report by the Indeed Hiring Lab explains that the jobs market continues to face challenges from higher employment costs and global uncertainty. Job vacancies remain historically high in sectors such as health and social care, hospitality and IT. Many UK organisations struggle to find the specialist skills they need locally. This approach enables employers to broaden their search and fill vacancies with specialised staff.
Access to overseas workers supports growth in industries facing acute skills shortages. In this context, hiring internationally is a strategic choice.
Related: How to recruit for the gig economy in the UK
Benefits of hiring international employees
Turning to international job seekers can be an effective way for employers to find new talent. Here are two key benefits of recruiting international employees.
Increased workforce diversity and competitive advantage
Recruiting internationally brings different cultures into the workplace and increases workforce diversity. Global teams often contribute fresh ideas and innovative approaches, making organisations more adaptable. As a result, this diversity helps businesses serve international customers and strengthens their competitive edge.
Related: 6 benefits of international assignments
How businesses can prepare for international hiring
Although hiring international employees brings benefits, there are also key considerations. To ensure successful outcomes, employers need to understand immigration laws, relocation support, associated costs and best practices.
Here is a list of considerations for employers when hiring international staff:
Immigration and sponsorship
UK employers recruiting candidates from abroad usually need a sponsor licence from the Home Office. The licence allows them to issue a Certificate of Sponsorship, which is needed for skilled worker visa applications.
Relocation support
Relocation assistance helps new employees settle into their new environment. Employers may provide support with accommodation, transport or cultural orientation, helping employees transition more easily.
Legal compliance
Legal compliance is a critical part of hiring international employees. Employers are responsible for verifying candidates’ right-to-work documents and visa status and ensuring they meet all employment law obligations, including pay, holiday entitlement and health and safety requirements.
Costs involved
Hiring international employees involves costs such as visa fees and sponsor licence charges. Employers also need to factor in relocation expenses when budgeting for recruitment.
A step-by-step guide to hiring international employees
Hiring from abroad can be complex. To make the process more manageable, here are some key steps on how to hire international employees:
Assess your workforce needs
Identify skill gaps within your teams and determine whether the roles are difficult to fill locally. This assessment also helps confirm whether the role qualifies for a Skilled Worker visa.
Apply for a sponsor licence
If you plan to hire employees on visas, you must apply for a sponsor licence with the Home Office. As part of the process, organisations must demonstrate they can meet the responsibilities of a licensed sponsor.
Advertise the role strategically
Use job boards and platforms such as Indeed to reach a global pool of candidates. In the job description, clearly state whether visa sponsorship is available to attract international candidates.
Strengthen your employer brand
A strong employer brand can make your business stand out when attracting international talent, who often compare opportunities across markets. Highlight support programmes, flexible working options and clear career development paths to position your organisation as an attractive choice.
Manage the visa process
Once you have shortlisted your candidate, issue a Certificate of Sponsorship so that the employee can apply for a visa. Monitor timelines carefully and keep records to meet your duties as a sponsoring employer.
Use technology to streamline recruitment
HR Technology can help streamline international recruitment. Video interviews, digital right-to-work checks and applicant tracking systems can help make the process more efficient and easier to manage.
Onboarding process and integration
For international employees, onboarding should go beyond the standard process. Offering cultural training, mentorship programmes and tailored support fosters inclusion and encourages long-term retention.
Best practices for hiring and retaining international employees
Hiring international employees is only the first step. To keep them engaged and supported, focus on best practices that build positive experiences and encourage retention.
Support diversity and inclusion
Promote cultural integration by offering training to new employees and existing staff. This supports diversity and inclusion in the workplace, builds cultural awareness and helps reduce workplace friction.
Ensure clear communication
Clear communication is important for successful international recruitment. Managers of diverse teams should be mindful of language differences as these can sometimes lead to misunderstandings.
Prioritise wellbeing
International employees face significant changes in their lives, which can be stressful and impact their wellbeing. Do regular check-ins and offer wellbeing support to help employees adapt and feel more settled.
Ultimately, hiring international employees is more than a solution to workforce shortages. It can be a strategy for building a dynamic, resilient organisation. By managing the legal requirements effectively and investing in genuine cultural integration, employers can build a diverse workforce truly equipped to thrive in a global economy.
