International recruitment that works in practice (Serbia and the Philippines)

1. What is your role in ManpowerGroup and what does leading an international recruitment team entail today?

My role is to set up international recruitment so that it works in practice, not just on paper.

I determine the strategy, decide where it makes sense to recruit from, who to collaborate with and how to set up the whole process so that it works in the long term.

Leading a team is about decision-making, coordination and working with people. And most importantly, about responsibility, because behind every number there is a specific person and a specific client.

2. From which countries and regions does ManpowerGroup most often recruit foreign workers and why these markets?

We most often recruit from the Balkans, i.e. from Serbia, North Macedonia and Bosnia and Herzegovina, and also a lot from the Philippines and Kazakhstan.

But we don't keep following the same models over and over again. We look for solutions for each client based on who they really need.

We have these markets well mapped out, we know their specifics and we know that there are people there who make sense for the Czech market. At the same time, we know how to operate effectively there, how to select and how to set up the process so that it has quality, not just speed.

3. How do individual markets and nationalities differ in terms of motivation, work approach or expectations of candidates?

Each market has its own specifics and it is important to really understand them.

The Balkans are very much about speed, flexibility and direct communication.

The Philippines, on the other hand, are more about stability, respect and a long-term approach.

Our role is to know these differences and correctly connect them with what the client specifically needs.

4. You yourself come from Serbia. How does personal knowledge of this region and culture help you in international recruitment?

The big advantage is that I don’t have to guess these things, I know them.

I understand the mentality, I know how people think and what is important to them. I went through it myself, I came from abroad, so I can understand what a person is dealing with in that situation and how they feel.

Thanks to this, I can better evaluate who will work, not only professionally, but also personally.

5. In your opinion, what is the competitive advantage of having people who understand the markets from which we recruit employees at ManpowerGroup?

It is something that you will recognize very quickly in practice.

When you really know the markets, you don’t have to guess things. You make decisions more confidently, you choose more precisely and the whole process is more natural and without unnecessary complications.

6. Can you briefly describe how the international recruitment process at ManpowerGroup takes place – from the first contact with the candidate to starting work?

We start by understanding the client’s needs. Who is he looking for, at what time and under what conditions.

Based on this, we determine the appropriate market and set up the entire recruitment process. This is followed by pre-selection, testing and interviews, often directly on site.

Then we deal with visas, documents, arrival in the Czech Republic and the actual start.

But for us, it doesn’t end with the start. We place great emphasis on adaptation so that people can function in the long term.

7. How does our approach to international recruitment differ from other agencies on the market?

Our approach is based on reality, not promises.

We are active in those markets, we know the environment and people, and we have the entire process under control from start to finish.

We do not choose blindly – we know who we are sending and why. And it does not end with delivering the person. What is important is that it works for the client in the long term.

8. International recruitment for us does not end with signing a contract. How specifically do you take care of foreign workers after they arrive in the Czech Republic?

We help them with everything at the beginning. With accommodation, documents, orientation and communication.

But most of all, we make sure that they feel good here and are able to function. Because without support, they will not last in the long term, and that makes no sense for them or the client.

9. What are the main benefits of international recruitment for employers who are currently dealing with a shortage of workers?

Honestly, without foreign workers, some positions would not be filled at all today.

But it's not just about numbers. Companies recruit people who want to work, are stable, and are interested in staying and operating in the long term.

10. What do you consider the greatest strength of the international recruitment team at ManpowerGroup and what is your personal approach to working with people?

The strength of the team is in the combination of experience, knowledge of the markets, and the fact that everyone knows what they are doing.

My approach? I do this work with my heart, but at the same time very practically.

People are not numbers on a spreadsheet for me. At the same time, I know that the client needs a result, and I always do my best to make it work for both sides.

I am demanding, but fair. And I build it on trust, because without it, this field cannot be done in the long term.