Finding qualified staff: how to hire in the USA

This article is part of our series on entering the US market. In it, we cover the key facts about the expansion of non-American companies into the States. The US job market works differently from Europe's in many ways, so there is plenty to keep in mind.

This part is about the best strategy for attracting new employees in the USA. We take a close look at how foreign business owners should go about it and what else to watch out for.

1Recruiting employees in the USA

The first thing to understand when hiring in the USA is how the job market differs from other countries. It starts with simple things: in the USA, people mostly use job boards like Glassdoor and Indeed, while LinkedIn is one of the biggest sites here too. US job ads usually put less weight on layout and photos. Instead, the content is often more detailed; many ads state an exact annual salary including bonuses. Make your job description as precise as possible and spell out the day-to-day tasks.

Before applications start coming in, find out how American cover letters and résumés differ from the ones you know at home. Photos are not customary in the USA, and detailed personal information and schooling are often left out. The focus is on work-related details instead, which often include references. Don't hesitate to contact them and ask direct questions. To avoid vague answers, ask for examples and specifics.

In general, the job market moves faster than in Europe because notice periods are shorter. So make sure you adjust your hiring timeline accordingly.

Once you have found a candidate, lay out a clear career path in your communication and in the interview. The better a prospective employee can picture themselves in the role long term, the easier it is to find the right fit.

These days it's normal to look up applicants online. If something casts a candidate in a bad light, for example disparaging remarks about colleagues or bosses, take screenshots so your decision-making is well documented. Be careful with negative comments from third parties, though: they can be very subjective and are not always true. And keep personal opinions clearly separate from job-relevant impressions. Conversely, almost every applicant will look up your company online. That's one more reason to keep your online presence, including social media, professional and up to date, especially on LinkedIn and other professional networks.

Involving future team leads and colleagues in the search can also be an important step. To get a second opinion and a better sense of how you'll work together, they could sit in on an interview or prepare questions in advance.

The bigger the company and the more important the position, the more sense it makes to hire a headhunter or agency. They have more recruiting expertise and usually already have a pool of candidates. They are normally paid a share of the hired employee's first-year salary, typically between 15 and 30 % depending on the provider. Many agencies also offer a Replacement Guarantee Period, during which you can still switch to another candidate if needed. The exact length and terms are negotiated with the agency. Don't be shy about negotiating that guarantee, or the fee, which is not unusual either. Whether you search yourself or hire someone is ultimately a cost-benefit calculation: estimate how much time you or your staff would spend on the search, and you can easily compare the costs.

Besides the options above, you can also reach out directly to potential candidates or experienced business contacts on job portals and professional networks. These contacts often turn out to be useful, right away or later on.

2What this means for your US hiring

As you can see, hiring in the USA works a little differently than in Europe. With some preparation, though, it's easier than most people think, and over time you can build a profitable US presence. If you'd rather send employees from your home country to the States, read on in our page on posting employees to the USA; you'll find every building block of your expansion in our overview of US market entry.

In short

• In the USA, you mainly find employees through job boards like Glassdoor and Indeed, and through LinkedIn.
• US job ads are plainly designed but detailed, often with an exact annual salary and bonuses.
• Résumés usually come without a photo and with references you should contact directly.
• The job market moves faster because of shorter notice periods, so plan your hiring accordingly.
• Headhunters and agencies usually charge a share of the first-year salary; the fee and the replacement guarantee are negotiable.

How we help you

• PayrollPayroll, payroll taxes and filings for your employees in the USA.
• US market entrySubsidiary, staff, taxes: your start in the US market.
• Form a CorporationThe US corporation (Inc) for growth, investors and your visa.
• Visa Roadmap for Company FormationFormation and visa in one plan, so the company carries the visa.