Successful market entry with scalable workforce
Entering a new market can be both complex and challenging. To maximize success and minimize risks, it is crucial to adopt a strategic approach to talent acquisition. This guide outlines a phased strategy that leverages temporary and contract solutions before transitioning to permanent employment, ensuring a smooth and efficient market entry when you need to start operation on the Czech market before the legal entity is officially established.
Temporary staffing / External workforce: Develop operations before forming a legal entity
The first phase involves temporary staffing or engaging with an external workforce. The objective here is to quickly build a presence and start generating business without the immediate need for a legal entity. This approach offers several benefits, including flexibility, cost-effectiveness, speed, and reduced administration and payroll workload as it is handled by the vendor. Temporary staff can be scaled up or down based on business needs, reducing initial overhead costs associated with full-time employees. Additionally, it allows for the rapid deployment of sales and operations personnel to test market conditions and customer responses.
To implement this phase, businesses should partner with a reputable staffing agency to source experienced temporary sales and operations professionals, focusing on individuals with a proven track record in similar markets to ensure quick adaptation and performance.
Contractors: Create efficient workflows
The second phase involves hiring contractors to set up processes and structures. The objective here is to establish robust business processes and organizational structures to support long-term growth. Contractors bring specialized skills and knowledge to set up efficient processes, offering scalability as they can be hired flexibly for specific projects or timeframes; and reduced risk which might be associated with permanent hires during the initial setup phase. In particular, this means that by using a contractor, you get high-level experts for dedicated timeframe. Paying for actual days or hours worked represents a significant saving that any company entering a new market appreciate.
Key areas where expert input is needed, such as IT infrastructure, HR policies, and financial systems, should be identified first, so you can follow up by engaging contractors with relevant experience to design and implement these processes successfully.
Permanent core staff: Strengthen your foundation
The third phase focuses on transitioning to a stable and committed workforce by hiring permanent core staff once the business is established. Permanent employees provide long-term stability and continuity, help in establishing and nurturing the company culture, and are more likely to be invested in the company's success. Conduct thorough recruitment processes to hire individuals who align with the company’s values and long-term goals, focusing on key roles critical to the business’s core operations and strategic objectives.
Recruitment Process Outsourcing (RPO): Accelerate talent acquisition
The final phase involves recruitment process outsourcing (RPO) acquire and onboard the workforce efficiently to meet demands of your growing business. RPO providers streamline the hiring process, reducing time-to-hire, and leverage their expertise in sourcing and recruiting top talent. This approach offers flexibility to scale recruitment efforts up or down based on business needs. Partnering with an experienced RPO provider to manage large-scale recruitment drives is essential, ensuring they understand your business needs and culture to attract the right candidates.
By leveraging a phased approach to talent acquisition, businesses can significantly lower investment risks and optimize management costs. Utilizing temporary and contract solutions reduces the need for immediate large-scale hiring, allowing for a more flexible and cost-effective entry into the Czech Republic market. This strategy also streamlines back-office operations and accelerates the overall setup process, enabling companies to establish a strong market presence more quickly and efficiently than traditional hiring methods.
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Klára Hrubá |
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