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1. Why hire foreign workers?
2. Market analysis and local deficit
3. Advantages of international recruitment
4. Stages of legal employment of foreign workers
5. Recruitment and selection: criteria and channels
6. The bureaucratic process step by step
7. Case studies and practical examples
8. ConCluSIonS

1. Why hiring foreign workers is essential for Romania

Romania is facing a severe shortage of qualified personnel in Building, industry, agriculture, hospitality and logistics. The external migration of Romanians and the declining birth rate aggravate this crisis. By hiring foreign workers, companies can:

• Fill vacancies quickly
• Ensure production continuity
• Introduces technical skills and international best practices
• Reduces internal fluctuation and the costs of repeated local selection

„"Why do we hire non-EU workers?"”

GlobalWorker: Romania has a severe labor shortage in key sectors such as construction, industry, HoReCa and logistics. Non-EU workers quickly fill staffing gaps, come motivated for 1–2 year contracts and bring stability to the team, allowing companies to meet deadlines and increase productivity.

„"What are the benefits for foreign staff?"”

GlobalWorker:

• Quick availability: the candidate can start in 30–60 days;
• Cost-effectiveness: competitive salaries and relocation costs amortized through productivity;
• Specialization and discipline: many Asian and African workers have international certifications and retention rates >70%;
• Cultural innovation: Mixed teams stimulate new ideas and good practices.

„"How can I hire workers from Asia?"”

GlobalWorker:

1. Needs analysis – we define positions and qualifications (e.g. welders, CNC operators, waiters);
2. Candidate selection – partners in Nepal, India, Sri Lanka; video interviews and background checks;
3. Legal procedures – we obtain the IGI work permit, D/AM visa and residence permit;
4. Logistics & integration – we organize transportation, accommodation and cultural training.

2. Market analysis and local labor shortage

• In 2024, Romania had over 300,000 vacant positions in critical sectors.
• The employment rate is 63%, below the EU average of 70%.
• Key cities with severe deficit: Bucharest, Cluj-Napoca, Timișoara, Sibiu.

Local searches:

• „"employment of foreign workers Bucharest"”
• „"external staff recruitment Cluj"”
• „"non-EU workforce Timișoara"”

In Romania's major economic centers, the demand for "hiring foreign workers Bucharest" reflects the acute need for personnel in sectors such as construction, logistics and HoReCa, where large projects and the accelerated pace require additional labor. In "recruiting external personnel Cluj", IT, manufacturing and food industry companies are looking for specialists and skilled workers from outside the EU to fill vacancies that are difficult to fill with local candidates, ensuring linear continuity of production. And in "non-EU workforce Timisoara", service centers and factories around the city need stable employees, willing to work in shifts and over long periods, to respond to the high volume of orders and regional expansion.

3. Advantages of international recruitment of non-EU staff

1. Cost-effectiveness: competitive salaries and quickly amortized relocation costs.
2. Technical specialization: many Asian and African workers possess international certifications (ISO, AWS, CNC).
3. Loyalty and retention: retention rate over 70% for initial contracts.
4. Cultural diversity: Mixed teams stimulate innovation.

International recruitment brings to the company qualified personnel from abroad, often with technical skills and diverse experience, which the local market cannot immediately offer. Non-EU workers motivated to strengthen their careers in the long term, with high retention rates and professional discipline. By recruitment of foreign workers, companies can quickly reactivate projects or production lines, without delays due to a lack of candidates, reducing staff turnover and repetitive selection costs. In addition, intercultural teams stimulate the exchange of best practices and innovation, providing a competitive advantage in the market.

4. Stages of legal employment of foreign workers

1. Internal needs assessment – identifies vacancies and requirements.
2. Obtaining a work permit (IGI) – employer and employee documentation.
3. Long-stay work visa – submission at the embassy/consulate.
4. Entering the country and signing the contract – maximum 15 days from arrival.
5. Registration at ITM (REVISAL) – before starting the activity.
6. Obtaining the Planting Permit
7. Integration and training – cultural adaptation, basic Romanian language.
8. Post-employment support – dedicated call center, monitoring.

Every step must be documented and followed to avoid penalties.

5. Recruitment and selection: channels and criteria

• Local partner agencies FROM Nepal, India, Philippines,, Sri Lanka, Benin, Cameroon or Cuba.
• Video interviews and online practice tests.
• Document verification: passport, diplomas, certifications, criminal record.

The process of staff recruitment Asia for example, it starts with identifying the company's needs and defining the ideal profile, followed by collaborating with a non-EU recruitment agency specialized, which has local networks in Nepal, India, Sri Lanka and other countries. Through selection of foreign workers rigorous – video interviews, document checks and competency tests – we ensure the perfect match between the job requirements and the candidates' skills, so that each external employee brings added value and quickly integrates into your team.

6. The bureaucratic process step by step

6.1 Work permit (IGI)

• Employer documents: ONRC, ANOFM, job description, contract.
• Employee documents: passport, criminal record, diplomas, medical certificate.
• Duration: 60 -120  working days.

6.2 D/AM visa at the embassy

• File: notice, contract, personal file, insurance.
• Duration: 10–30 days.

6.3 Entry & Contract

• Contract signing (max. 15 days).
• REVISAL Registration (MTI).
• Obtaining CNP (ANAF).

6.4 Residence permit

• Filing with IGI, valid for 1 or 2 years, extension.

„"How do I get a work permit?"”

GlobalWorker: To legally employ a non-EU worker, you need a work permit issued by the General Inspectorate for Immigration (IGI). The essential steps are:

1. Preparation of employer documents: ONRC certificate, proof that the position was not held by a Romanian or EU citizen (ANOFM announcement + ITM declaration), job description and blank employment contract.
2. Preparing the employee file: copy of passport, criminal record, diplomas/certificates, medical certificate and passport-type photos.
3. Submitting the application at the county IGI (or municipal for Bucharest), accompanied by the fee of €100 (paid in lei).
4. Status tracking: IGI issues the notice in approximately 30-90 working days;

„"What are the steps for a work visa in Romania?"”

GlobalWorker: After obtaining the work permit, the candidate must submit the file for D/AM visa at the Romanian embassy or consulate in your country of origin. The steps are:

1. Online scheduling at the consular section.
2. Filing the file complete: IGI notice, signed employment contract, passport valid for at least 6 months, medical insurance for 90 days and proof of accommodation in Romania.
3. Consular interview (if applicable) and payment of the consular fee (approx. €120).
4. Visa withdrawal after 10–30 business days. GlobalWorker offers you support with translations and document verification before submission to avoid rejections.

„"How do I register with ITM for foreign workers?"”

GlobalWorker: The registration of the employment contract of the non-EU worker at the Territorial Labor Inspectorate (ITM) is done in REVIEW before starting the activity. The steps are:

1. Drafting the contract in Romanian (and, optionally, a translation for the employee).
2. Document collection: passport copy, D/AM visa copy and, subsequently, residence permit, if issued.
3. Transmission in REVISAL: through the ITM app, enter all the contract data and attach the scanned documents.
4. ITM confirmation: you receive a registration number, proof that the employment is legal.

At each stage, the team GlobalWorker is at your disposal with expertise and rigorous checks, to ensure fast and 100% recruitment in compliance with Romanian legislation.

7.Case studies and practical examples

Case 1: Metalworking factory in Cluj-Napoca

Context: A large metallurgical company in Cluj-Napoca was facing an acute shortage of qualified welders for a machinery modernization project. The delivery deadline was very tight, and the plant risked significant losses due to delays.
The GlobalWorker solution:

1. Rapid identification of needs: Together we established the profile of the TIG/MIG welder with at least 3 years of experience, ISO certifications and knowledge of reading technical projects.
2. Recruitment and selection: Through our network in Nepal and India, we interviewed and tested 12 candidates, selecting the top 5 welders. All of them held internationally recognized certifications and had experience in similar factories.
3. Bureaucracy and logistics:  We managed the files for IGI permits, work visas and residence permits, also organizing transportation to Cluj.
4. Integration and training: We provided a 3-day on-site training program, where the Nepalese welders were familiarized with the factory-specific equipment and quality rules. Accommodation was in a private space, 10 minutes from the factory.

Results:

• 5 Nepalese welders have entered production, and the rate of retention was 100% after 6 months.
• The modernization project has been completed ahead of schedule, saving the company costs with late penalties.
• The efficiency of the welding section has increased by 25%, thanks to the technical skills and work attitude of the new employees.

Case 2: 3* and 4* hotel chain in Sibiu

Context: A hotel chain with 3 locations in Sibiu and the surrounding area needed stable kitchen staff for the summer tourist season. The lack of locally qualified staff led to slow service and complaints from guests.
The GlobalWorker solution:

1. Profile definition: I searched Filipino chefs with experience in international dishes and good knowledge of work route management (Garde Manger, Sauté).
2. Selection and interviews: We conducted an online selection process with 10 candidates from Manila and Cebu, testing their skills through video cooking auditions. 3 chefs were chosen who excelled in the auditions.
3. Legal formalities: We obtained work permits and supported candidates in obtaining work visas.
4. Integration and accommodation: We organized a 2-week cultural program, with basic Romanian courses and a facilitated city tour, for an easy adaptation. Accommodation was provided in a modern apartment, with individual rooms.

Results:

• 3 Filipino chefs they entered the kitchen just before the season opened.
• Rate of dropout was zero during the first 9 months.
• The hotels have received very good reviews on TripAdvisor and Booking.com for food quality, which led to an increase of 15% of F&B services.
• Through the training provided, these chefs also took on training tasks for local staff, raising the overall level of competence in the chain's kitchens.

8. Conclusions

Hiring foreign workers is not just a one-time solution, but a long-term strategy which brings multiple advantages to companies in Romania. In an increasingly competitive labor market, with a chronic shortage of labor in construction, production, HoReCa, logistics and agriculture, international recruitment gives you quick access to qualified personnel from abroad that fills operational gaps and accelerates your projects.

By collaborating with a non-EU recruitment agency as a GlobalWorker, you benefit from:

• Expertise and full support: from needs analysis, to rigorous selection of candidates, to legal steps (opinion IGI, visa, residence permit, ITM registration).
• Reducing risks and administrative costs: the bureaucratic process is managed by professionals, avoiding errors that can lead to delays and sanctions.
• Stability and reduction of fluctuation: most non-EU workers, especially those from Asia and Africa, are motivated to commit to long-term employment, which ensures increased retention and consistent productivity.
• Cultural diversity: mixed teams stimulate the exchange of good practices, innovation and rapid adaptation to international market requirements.

In a globalized economy, traditional local recruitment solutions can no longer cover the staffing needs of ambitious companies. GlobalWorker turns the challenge of the staffing crisis into an opportunity: by hiring foreign workers, you strengthen your operational capabilities, the fastest and safest way, and position yourself ahead of the competition on the Romanian and international market.

Quick contact:
+40 730.034.044
contact@globalworker.ro
www.globalworker.ro/contact
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