Hiring international workers can be one of the best decisions for companies that want to fill skill gaps, reduce costs, or expand operations. For many employers in the Gulf, Europe, and beyond, hiring skilled manpower from Pakistan has become a top choice due to the country’s large pool of hardworking, qualified, and adaptable workers.
However, the process of overseas recruitment is not as simple as hiring locally. Employers need to follow a series of legal, administrative, and procedural steps to ensure compliance and a smooth onboarding experience for foreign employees. If done right, overseas hiring can be seamless and highly rewarding.
This blog offers a step-by-step guide for employers who want to understand the overseas recruitment process and make the most out of international hiring.
Step 1: Identify Workforce Needs
The first step is for employers to clearly identify their manpower needs. Questions to ask include:
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What skills are required for the role?
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How many positions need to be filled?
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Is the demand short-term (project-based) or long-term (permanent roles)?
For example, construction companies in Saudi Arabia might require welders and electricians for large infrastructure projects, while hospitals in the UAE may seek qualified nurses or doctors.
A clear understanding of workforce requirements helps recruitment agencies find the right candidates efficiently.
Step 2: Partner with a Licensed Overseas Recruitment Agency
International hiring is heavily regulated, so employers must work with licensed recruitment agencies in the source country. In Pakistan, agencies like Marfa Overseas hold government approvals and specialize in connecting employers with skilled Pakistani talent.
The agency handles:
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Advertising the job
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Shortlisting candidates
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Conducting interviews and trade tests
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Ensuring compliance with government rules
Partnering with a reliable agency reduces risks, saves time, and ensures candidates meet both skill and legal requirements.
Step 3: Job Order Approval
Once an employer decides to hire from abroad, a job order must be placed through the recruitment agency. This typically involves:
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Sharing job descriptions
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Specifying salary packages, benefits, and contracts
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Confirming the number of workers required
The agency then seeks official approval from the government authorities in Pakistan (such as the Bureau of Emigration & Overseas Employment). Without this step, no candidate can legally be deployed.
Step 4: Candidate Sourcing and Screening
Recruitment agencies advertise the job vacancies through job boards, testing centers, and talent pools. Interested candidates apply, and the agency begins screening them.
Screening often includes:
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Reviewing resumes and qualifications
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Conducting trade tests (for skilled workers like welders, drivers, technicians)
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Arranging interviews (in-person or online)
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Checking language and communication skills
This step ensures that only the best-suited candidates move forward. Employers are usually invited to participate in the final interview round.
Step 5: Medical and Background Checks
Before deployment, candidates must undergo mandatory medical tests approved by the Gulf Cooperation Council (GCC) or relevant country regulations. This ensures they are physically fit for the job.
Agencies also verify documents such as:
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Educational certificates
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Professional licenses
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Previous employment records
Background checks help confirm that the candidate meets the employer’s requirements and avoids future legal issues.
Step 6: Visa Processing and Documentation
Once candidates are finalized, the employer provides the necessary visa documents, which may include:
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Work visa or employment visa approval
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Employment contract copies
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Sponsor details
The recruitment agency assists the candidates in completing the paperwork, attesting documents, and applying for visas. The process differs slightly depending on the country (Saudi Arabia, UAE, Qatar, etc.), but agencies ensure compliance with all rules.
Step 7: Pre-Departure Orientation
Before candidates leave Pakistan, they often attend a pre-departure orientation session. This is a mandatory training that familiarizes workers with:
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Work culture in the destination country
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Legal rights and responsibilities
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Safety and compliance rules
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Living conditions abroad
This step prepares employees to adjust smoothly in their new workplace.
Step 8: Travel Arrangements
After visa approval, travel arrangements are made. Employers may provide air tickets directly, or recruitment agencies handle bookings. Workers are then guided on departure procedures at the airport.
Step 9: Arrival and Onboarding
When workers arrive in the destination country, the employer or sponsor receives them. The onboarding process includes:
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Airport pickup
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Accommodation arrangements (if provided)
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Completion of local residency permits (e.g., Iqama in Saudi Arabia, Emirates ID in UAE)
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Workplace orientation
Smooth onboarding is crucial for boosting worker morale and productivity.
Step 10: Ongoing Support and Compliance
Even after deployment, overseas employees may require support. Employers and agencies often assist with:
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Contract renewals
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Residence permit renewals
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Handling grievances
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Repatriation at the end of the contract
This ongoing support ensures long-term satisfaction for both employers and workers.
Why Employers Benefit from Overseas Recruitment?
Employers who hire through overseas recruitment gain multiple advantages:
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Access to a larger talent pool
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Ability to hire specialized skills unavailable locally
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Cost-effective workforce solutions
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Increased productivity and flexibility
With a reliable agency partner, the entire process becomes streamlined and compliant with all legal requirements.
Marfa Overseas: Your Trusted Partner in Overseas Recruitment
At Marfa Overseas in Pakistan, we make overseas recruitment easy for employers. From candidate sourcing to documentation, visa processing, and deployment, we manage the entire process with professionalism and compliance. Whether you need skilled workers for construction, healthcare, hospitality, or technical trades, our team ensures you get the right talent at the right time.
Contact us here today and let us handle your overseas recruitment needs.
FAQs About Overseas Recruitment Process for Employers
1. Why should employers hire through an overseas recruitment agency?
Agencies ensure legal compliance, candidate verification, and smooth processing, saving employers time and reducing risks.
2. How long does the overseas recruitment process take?
It usually takes 4–8 weeks, depending on the job order size, visa approvals, and medical tests.
3. Can employers interview candidates directly?
Yes, employers can conduct interviews either in person (through agency-arranged job fairs) or online.
4. Who covers the recruitment costs?
Costs depend on the contract. In most cases, employers cover visa, ticket, and accommodation expenses.
5. Which industries hire the most overseas workers?
Construction, healthcare, oil & gas, hospitality, logistics, and technical trades are among the top sectors.
