Recruiting in France can bring potential tripwires for companies taking steps to build their international profile. Finding and recruiting top talent in an overseas territory that is maybe thousands of miles away is a significant challenge. It can be tricky, especially when a company ventures into an unfamiliar country and explores new markets. We can oversee the process for you. Bradford Jacobs’ expertise and over 20 years of experience in international recruitment services are indispensable for expansion into France.
Hiring the right talent in France to expand your company can result in a thriving business with numerous opportunities. However, the recruitment process can be complicated when you have no physical presence in France yet. Our benchmark platforms as a Professional Employer Organisation (PEO) have worldwide reach and include a total understanding of the complexities of the French employment market. Our comprehensive knowledge of all French employment sectors and understanding of the culture and customs guarantees an untroubled transition.
Foreign companies recruiting in France do not need to establish a legal entity to hire new employees. However, if you are starting a business or expanding into France, it is crucial to your recruitment drive to know where to locate the best talent who is a ‘perfect fit’ for your company’s activities. The answers do not come quickly – and employers must follow strict registration procedures once the right employee is found. These include:
The recruitment process is time-consuming and requires dedication – a difficult task when faced with many other complicated issues involved in international expansion. We can provide all the answers with our Employer of Record (EOR) solution. We will convert your expansion blueprint for France into an action plan with a few simple steps:
Within a few days, your company will have an international presence in France – in a prime position to explore further expansion into Europe without risking the expense or stress of setting up your own subsidiary or branch office in the country.
Article 9 of the French Civil Code – ‘Everyone is entitled to a right to respect his/her private life’ – generally underpins what is permitted to be asked of potential employees. Further Articles of the French Labour Code (FLC) impose other restrictions regarding interview questions and what can be asked during employment. For example:
Permitted checks include:
For more information, download our free guide or get in touch with our consultants here