How to attract international talent to the Romanian manufacturing sector?

Executive summary

To cover the skills shortage in the manufacturing industry, Romanian companies can implement a strategy to attract international talent based on three pillars:

1) Clearly defining goals

2) Real engagement with candidates (Engagement)

3) Rigorous measurement of results (Measurement)

By optimizing recruitment processes, offering competitive relocation and cultural integration packages, and utilizing digital channels and educational partnerships, Romania can become an attractive destination for workers and specialists from non-EU and EU areas.

1. Context and challenges in the Romanian manufacturing sector

Romania is facing a labor shortage in production estimated at over 100,000 vacancies in the coming years (NEA). Automation and digitalization are placing ever higher demands on technical skills, and the local candidate base is failing to keep up. In addition, the migration of young people to Western countries and the aging population are exacerbating the problem.

2. Framework applied to international recruitment

2.1 Objectives

• Reducing the skills gap: covering a minimum of 30% of the production vacancies with international talent in the next year.
• Improving diversity

2.2 Commitment

• Global employer brand: promoting the successes of foreign employees through video testimonials and case studies on the website and social networks.
• Attractive relocation packages: covering the costs of visa, transportation, accommodation and integration assistance (language courses, cultural orientation)⁴.
• Educational partnerships: collaboration with technical universities in India, Sri Lanka and Philippines for internship and traineeship programs.

2.3 Measurement

• indicator KPIs: number of international candidates hired, 6-month retention rate, average recruitment time.
• Continuous feedback: quarterly satisfaction surveys among foreign employees to adjust support packages.
• Transparent reporting: internal dashboard that monitors the evolution of objectives and reports monthly to management.

3. Concrete steps for implementation

3.1 Defining profiles and sources

• Competency analysis: identifies critical skills (CNC operation, robotics, industrial maintenance).
• Target countries: selection based on cost/skills ratio – Nepal (technical workers), India (process engineers), Philippines (line operators).

3.2 Simplifying the legal process

• Work permit, visa, residence permit: partnership with immigration specialists to quickly obtain the necessary documents

3.3 Ensuring cultural and professional integration

• Dedicated onboarding: 1:1 mentoring with local employees, safety training and internal procedures.
• Romanian language courses: levels A1–B1 offered.
• Social activities: intercultural events for team building.

4. Recommended digital tools

• E-learning platforms for language and safety courses (e.g. Udemy, (Coursera).

5. International recruitment: solution to the staffing crisis

• Main source countries: Nepal, India, Sri Lanka, Philippines, Egypt.
• Available profiles: skilled workers (welders, electricians, CNC operators), unskilled (warehouses, agriculture, HoReCa), specialists (IT, engineering).
• Key steps:
  
  1. Initial selection and online interviews.
  2. Documentation and work permits (IGI).
  3. Visas and transportation.
  4. Planting permit.
  5. Cultural and linguistic integration.

6. GlobalWorker Services – Everything you need in one place

1. Legal and administrative consultancy: Obtaining work permits, long-stay visas and residence permits without hassle.
2. Rigorous selection and evaluation: Video screening, skills testing and reference checks for national and international candidates.
3. Complete logistics: Organizing transportation, booking accommodation and relocation support for foreign workers.
4. Onboarding and integration: Language courses, cultural training and mentoring for rapid adaptation in the team.
5. Payroll & HR Outsourcing: We manage salaries, taxes and social contributions for your employees, ensuring total compliance.
6. Post-employment support: Continuous monitoring, feedback and rapid interventions to maximize retention.

7. Conclusions and next steps

Adopting this model  in international recruitment allows Romanian manufacturing companies to attract, retain and develop global talent.

Contact GlobalWorker for free consultation:

contact@globalworker.ro |

+40 730 034 044 |

www.globalworker.ro |