An increasing number of companies in Serbia are facing the same problem: there is work to be done, but not enough people who are available or willing to do it.
Construction companies are looking for workers, manufacturers are struggling to fill shifts, logistics companies need operational staff, the hospitality sector needs stable teams, and some employers spend months trying to find suitable candidates on the local labor market.
As a result, workers from abroad are becoming part of the long-term recruitment strategy of an increasing number of companies in Serbia.
The term “cheap labor” is often used when talking about foreign workers. However, this view is too simplistic. When hiring workers from abroad, the most important question is not simply how much a worker is paid, but how much it costs to recruit, employ, organize, and retain a reliable and qualified worker.
In other words, importing labor from abroad should not be viewed simply as a way to find cheaper workers, but as one of the ways companies can address labor shortages.
Why Are Companies in Serbia Considering Hiring Workers from Abroad?
The local labor market does not present the same challenge for every employer.
A company looking for an administrative employee in a major city faces a completely different situation from a manufacturing company that needs 30 employees to work in shifts. The same applies to a construction company that needs to provide enough workers for a new project or a hotel that needs to fill its entire operational team before the season begins.
For this reason, hiring workers from abroad is usually considered when the local labor market cannot respond quickly enough to an employer's needs.
For a company, the priorities are then to ensure:
a sufficient number of employees,
continuity of operations,
appropriate experience and skills,
reliability in terms of arrival and work,
the ability to build stable teams,
less time spent constantly searching for new candidates.
In this context, foreign workers in Serbia are not simply a temporary replacement for local labor. For some employers, they are becoming part of a broader workforce management strategy.
What Does “Importing Workers” Actually Mean?
The term importing workers is often used in business conversations, but it actually refers to an entire process.
It is not enough to find a candidate in another country and bring them to Serbia.
A company needs to consider the candidate's entire journey – from the initial contact and verification of experience, through the organization of the required documentation, to arrival, the start of employment, and adaptation to the new environment.
That is why it is more accurate to talk about hiring workers from abroad or international recruitment.
A successful process needs to answer several questions:
Who is the candidate?
Does the candidate actually have the experience and skills required by the employer?
Is the candidate suitable for the specific position?
Not every worker is suitable for every type of job.
Is the documentation in order?
When can the worker start working?
The employer needs to plan for the time required to complete the entire process.
Where will the worker live and how will they arrive?
Accommodation and travel arrangements are often part of the practical employment plan.
What will the first period of employment look like?
The worker's arrival is not the end of the process. Proper onboarding and communication with the team can have a significant impact on the success of the employment relationship.
Are Foreign Workers Really “Cheap Labor”?
This is one of the most common questions employers ask.
The answer depends on the specific position, working conditions, the candidate's country of origin, the recruitment model, and all the costs involved for the employer.
That is why it is not useful to compare only the basic salary of a local and a foreign worker.
When it comes to hiring foreign workers, there may also be additional costs that do not apply to local employees or that have a different cost structure.
For example:
candidate recruitment,
administrative costs,
documentation and procedures,
travel arrangements,
accommodation, when provided by the employer,
arrival and initial organization,
employee onboarding,
communication and support during the first few months.
For this reason, it is much more useful to consider the total cost of an employee, rather than salary alone.
The Cheapest Worker Is Not Necessarily the Most Cost-Effective Solution
If a candidate does not have the required skills, frequently changes jobs, cannot meet expected performance standards, or leaves the company shortly after arriving, the initial savings can quickly disappear.
The employer then has to pay for recruitment again, search for a new candidate, organize their arrival, and repeat the onboarding process.
That is why, in international recruitment, the more important question is:
How much does a reliable and qualified worker cost the company over the entire period of employment?
This is a very different question from whether the worker appears to be “cheap” at first glance.
What Does a Company Actually Gain by Hiring Workers from Abroad?
When the process is properly organized, workers from abroad can provide several important benefits to a company.
A Larger Candidate Pool
Employers are no longer limited only to the number of people currently available on the local labor market.
They gain access to candidates from different countries and labor markets.
The Ability to Build Larger Teams
For companies that need a larger number of employees at the same time, international recruitment can make it possible to source multiple candidates through one organized process.
More Predictable Workforce Planning
If a company knows in advance that it will need 20, 30, or 50 employees during a certain period, it can plan recruitment earlier instead of trying to fill positions immediately before a project or season begins.
Access to Specific Skills
Depending on the country of origin and the specific labor market, employers may be able to find candidates with experience relevant to a particular industry or position.
Expanding the Talent Pool
For companies that are growing over the long term, hiring workers from abroad can become an additional recruitment channel alongside the domestic labor market, rather than a complete replacement for it.
From Recruitment to Employment: What Does an Employer Need to Plan?
One of the biggest mistakes in international recruitment is looking at the process only from the perspective of “find me a worker.”
In reality, there are several stages.
1. Defining the Requirement
Before the search for candidates begins, it is important to clearly define:
the number of workers required,
job positions,
required qualifications,
experience,
working hours and shifts,
working conditions,
salary and other benefits,
place of work,
accommodation options.
The more precise the requirement, the easier it is to find suitable candidates.
2. Finding Candidates
The next stage is recruitment.
Here, it is important to distinguish between a large number of available candidates and candidates who actually meet the employer's requirements.
A good selection process should assess experience, documentation, candidate expectations, and their willingness to come to Serbia and work there.
3. Screening and Selection
A CV alone is not enough.
For certain positions, it is important to verify previous experience, specific skills, and the candidate's understanding of the job.
When dealing with a larger number of candidates, a well-organized selection process can significantly reduce the risk of making the wrong choice.
4. Administrative Procedures
After the candidate has been selected, the process moves into a stage that requires careful document management and compliance with the applicable procedures.
This part of the process often represents one of the biggest administrative burdens for employers.
5. Arrival in Serbia
Organizing the worker's arrival is the next practical step.
For the company, this means planning the arrival date, accommodation, place of work, and start of employment in advance.
6. Onboarding
Once foreign workers in Serbia begin working, they need clear rules, clearly defined responsibilities, and someone who can assist them during their initial period.
Good preparation can be particularly important when a worker comes from a completely different linguistic and cultural environment.
What Costs Should Employers Consider?
When planning the import of labor from abroad, it is useful to prepare a financial calculation before starting the process.
Instead of asking, “How much is the worker's salary?”, it is better to ask:
What is the total cost of employing one worker during the first 6 or 12 months?
The calculation may include:
salary and associated employment costs,
recruitment costs,
administrative costs,
travel and arrival costs,
accommodation, if provided by the employer,
work equipment and protective equipment,
training and onboarding,
potential replacement costs.
This approach provides a more realistic picture than comparing only the initial salary.
When Does Hiring Foreign Workers Make the Most Sense?
There is no single model that works for every company.
Hiring workers from abroad can be particularly relevant when:
the company is unable to fill positions on the domestic labor market,
a larger number of employees is required,
the job requires shift work,
there is a seasonal demand for workers,
the company has long-term projects,
the domestic candidate pool is insufficient,
the employer wants to expand its recruitment sources.
At the same time, international recruitment requires careful planning. Finding candidates is not enough. The entire process needs to be organized so that the company's needs and the workers' expectations are aligned.
Importing Workers Is Not Just About the Number of Employees
One of the most important changes in the way employers approach international recruitment is moving from the question:
“How many workers can we bring in?”
to:
“How many qualified and suitable workers can we employ over the long term?”
This is particularly important for larger employers.
If a company brings in a large number of people but does not have proper selection, organization, and post-arrival support in place, the number of employees alone will not solve the problem.
On the other hand, well-planned employment of foreign workers can become a stable part of a company's HR strategy.
Which Countries Are Relevant for Hiring Foreign Workers?
The Serbian market already has experience with candidates from a range of countries.
Countries that are often considered for international recruitment include:
Nepal, India, Bangladesh, Sri Lanka, the Philippines, Kenya, Nigeria, and other countries.
However, the choice of country should not be based solely on where it is possible to find a larger number of candidates.
It is much more important to match the source country with:
the type of work,
required experience,
number of workers needed,
working conditions,
budget,
candidate expectations,
long-term employment plans.
In other words, hiring workers from abroad is not a universal “one country fits all” solution. The right choice depends on the employer's specific needs.
How to Choose a Partner for Hiring Workers from Abroad?
A company entering international recruitment for the first time may not know where to start.
That is why it is important to understand exactly what a recruitment partner covers.
Do they only handle administration, or are they also involved in candidate selection?
Do they screen candidates?
Do they organize communication with candidates?
Do they assist with documentation?
Do they follow the process through to the worker's arrival?
Is there support after arrival?
A good partner should not simply say that they can “provide workers.” It is important that they clearly explain how the entire process works, what is included, and what the employer can expect.
Foreign Workers as Part of a Company's Long-Term Strategy
For some Serbian companies, international recruitment is no longer a temporary solution.
As employers' needs change, so does the way they find employees.
Foreign workers in Serbia can become part of a long-term recruitment model, particularly in sectors where it is difficult to consistently find enough candidates on the domestic labor market.
But success does not depend only on how many people a company can bring into the country.
It depends on the quality of candidate selection, realistic working conditions, properly organized administration, preparation for arrival, and the way employees are treated after they arrive in Serbia.
That is why the question is no longer simply whether a worker is “cheap.”
The real question is:
Is the worker suitable for the job, can the company retain them, and how much value can they bring during their employment?
Frequently Asked Questions About Workers from Abroad
Are foreign workers cheaper than local workers?
This cannot be determined based on salary alone. The total cost depends on salary, recruitment, administration, travel and arrival, accommodation, training, and other expenses.
Which countries are most commonly considered for recruitment?
Depending on the employer's needs, candidates may come from Nepal, India, Bangladesh, Sri Lanka, the Philippines, Kenya, Nigeria, and other countries.
Can an employer hire a larger number of foreign workers at the same time?
Yes. International recruitment can be organized for a larger number of candidates, but the scope of the process depends on the employer's specific needs and applicable administrative requirements.
Is it possible to hire a foreign worker without verifying their experience?
The technical side of the process should not be separated from proper candidate screening. Verifying a candidate before arrival can reduce the risk of making the wrong hiring decision.
Can foreign workers be employed in different industries?
Yes. Demand exists across various sectors, including manufacturing, construction, logistics, hospitality, agriculture, and other industries, depending on specific labor market needs.
Need Workers from Abroad?
If your company is facing a shortage of employees, hiring workers from abroad can be one way to expand your candidate pool and secure the workforce you need.
Our role is to help companies organize the process systematically – from finding suitable candidates and conducting selection to managing administrative procedures and organizing their arrival.
Would you like to find out which recruitment model would best suit your company? Contact us and tell us about your needs.