Comprehensive Guide to the Hiring Process in Portugal

Hiring in Portugal follows a process similar to that in many other countries. Typically, candidates submit a curriculum vitae (CV) and a cover letter when applying for a job. The CV is usually a concise document, a couple of pages long, detailing a person's educational background, work experience, and interests. It's common to include a photograph with the application. The cover letter, "Carta de apresentação," should be concise, fitting on a single page of standard letter or A4 paper.

After receiving CVs and cover letters, you can invite qualified candidates for interviews. Interviews can be conducted in person, over the phone, or via video conference. While in-person interviews are prevalent, phone or video interviews are suitable alternatives if travel is impractical.

In Portugal, it's common for companies to request candidates to complete assessments that simulate their behavior during a typical workday or evaluate their problem-solving skills. Depending on the assessment results, candidates may be invited for a second interview before making a hiring decision.

It's crucial to consider that candidates often have notice periods with their current employers. Awareness of these notice periods is essential for effectively coordinating start dates and business plans. The notice period varies based on a candidate's seniority in their current role.

Requirements for Hiring in Portugal

In response to the global economic crisis, Portugal has implemented business-friendly practices to attract international companies. This approach has led to the establishment of subsidiaries by major companies like Google and Mercedes-Benz. Some policies encouraging multinational companies to invest in Portugal include simplified setup processes and financial incentives.

Setting up a subsidiary in Portugal can still be time-consuming, taking several months. A quicker way to start hiring in the country is by partnering with an Employer of Record (EOR). EORs handle compliant payroll management and navigate the legal aspects of hiring employees, ensuring your company remains compliant with labor laws. This approach allows you to expand globally without establishing separate entities.

Hiring Remote Employees in Portugal

If you're considering hiring remote employees or conducting remote interviews in Portugal, there are important considerations:

  1. Test Technology: Before each interview, ensure your video conferencing software functions correctly. Allow time for testing and troubleshooting to prevent interview delays.
  2. Time Zones: Be mindful of time zone differences between your location and the candidate's. Scheduling interviews in the candidate's time zone helps avoid confusion.
  3. Introductions: On a conference call, introduce all participants to the candidate, mirroring an in-person interview. Make candidates aware of observers, even if they are not active participants.
  4. Tech Proficiency: Send candidates a pre-interview email outlining technical requirements, such as a quiet workspace, headphones, a microphone, and a stable internet connection. Encourage candidates to test their video conferencing setup beforehand.
  5. Prohibited Topics: Comply with Portugal's employment laws, which prohibit discrimination based on various factors, including age, gender identity, religion, and ethnic heritage. Avoid making hiring decisions influenced by information candidates voluntarily share.
  6. Communicate Next Steps: After the interview, inform candidates of the next steps in the hiring process. Provide timelines for feedback or details about additional assessments or consultations.

Hiring Tips for Success in Portugal

When seeking suitable candidates in Portugal, consider these strategies:

  1. Embrace Growth Mindsets: Look for candidates who value growth and recognize the opportunity to learn from mistakes. Such individuals are more likely to seek improvement continually.
  2. Language Skills: In an era of international expansion, language diversity is invaluable. Fluency in Portuguese can aid in navigating the local culture and expectations. However, hiring a translator may be necessary if Portuguese isn't your native language.
  3. Take Your Time: Finding the right candidate is a process that may take time, especially when hiring across borders. Allow several months to ensure you find the ideal candidate. Partnering with an EOR can expedite onboarding once you've selected the right fit for your team.