When making a decision whether international recruiting is the right thing to do you need to consider the following points:

• Which country you should recruit from?
• Which is the right type of visa?
• What your obligations are as an employer?
• How to source the employees?
• What the costs will be?

Important Key Points:

1. Be very clear about what is being offered in terms of working hours, salary, overtime, and future prospects.
2. Be open to communication from applicants.
3. Take into account that you may have  to help them with things like opening a bank account.
4. Treat them with the same respect as you would a local worker. If there is a training period where the salary will be less or where they will start in a different department until they adjust, then make it clear from the outset and before they travel.
5. Accommodation is another major issue to take into consideration, if the applicants are paying their own lodging costs than it is unlikely that they will have money to pay for accommodation deposits. In many cases they will be happy to have this money deducted from their salary to pay it back to the employer but unlikely they will have the money to pay it up front upon their arrival. Typically they are happy to share a room with another person in a rented house to keep the costs down. One of their main motivations for working abroad is financial and the sooner they can recoup their own costs and start saving or sending their money home the better.
6. Travel to and from work is another issue which too often is left until the last minute, if employing large numbers of people from abroad it may be worthwhile looking into providing transport to and from work and making sure the accommodation is not too far away.