Best Practices for Recruiting and Hiring Employees in Mexico

While it’s true that skilled workers are plentiful in Mexico’s manufacturing-focused regions, employers still need a sound recruitment strategy to bring the best available talent on board. However, foreign investors coming into Mexico may find the recruitment process to be perplexing, particularly as recruiting direct labor in Mexico may include some channels not typically used in the United States or Europe. 

Navigating the vibrant and diverse labor market in Mexico demands tailored recruiting strategies in Mexico, particularly for foreign investors aiming to harness the skilled manufacturing workforce the country offers. Successful recruitment in Mexico hinges on understanding local job-seeking behaviors, cultural nuances, and the preferred communication channels of potential employees. A multi-faceted approach, combining the power of social media platforms like Facebook, with traditional job advertisement methods such as radio, print ads, and even innovative methods like employment fairs and town criers, proves essential. 

Moreover, leveraging local networks through referrals can significantly enhance recruitment efforts, tapping into the trust and community ties prevalent in Mexican society. Companies that adapt their recruiting strategies to these local preferences not only streamline the hiring process but also ensure they attract the most talented and suitable candidates for their operations. To truly excel, partnering with local HR specialists or utilizing the services of shelter companies can provide invaluable insights into the most effective recruiting practices within Mexico’s unique labor landscape.

Most manufacturing companies will likely need to fill a combination of positions that include some combination of direct labor production workers, engineering staff, quality control personnel, and plant management, making it essential to recruit across a range of channels. While these channels may range depending on the specific region and local job seeker’s expectations, the following strategies are a good place to start:

A multi-pronged approach 

While job seekers’ most frequently used channels may vary depending on their location, Tetakawi’s regional labor market reports have found that virtually every employer should lead their recruitment efforts with social media posts. In many regions, job seekers report turning first to Facebook, among other social media platforms, to find work. In 2019, more than 75 percent of Facebook users surveyed in Mexico reported spending more than two hours on the site each day. Tetakawi’s research also indicates social media, and Facebook at large, are favored job search tools. So this is where your HR personnel will likely want to take time in crafting and boosting tailored job posts. In some regions, and for certain positions, job seekers also turn to online job boards at sites like Indeed.com. 

However, social media alone won’t find you the top recruits. Job seekers in many parts of Mexico also rely on more traditional media. Many employers in Mexico make considerable use of print street ads, radio ads, and even television advertising as part of their recruiting strategy. In Hermosillo, for example, newspaper ads are the preferred method for finding work. Other sources include state and municipal employment services, postings at educational institutions, and Goo­gle searches. Employment fairs are also frequent—as are less common recruitment methods, such as town criers who drive through communities announcing employment opportunities over a loudspeaker. This is one reason that foreign investors new to the region may find the most benefit in working with a local recruitment specialist who understands local expectations. 

Regional Recruitment Preferences in Mexico

Make the most of referrals 

For companies already operating in Mexico and looking to expand, referrals are another common way that job seekers connect with employment oppor­tunities. Mexicans place considerable trust in friends and family, particularly when it comes to a company’s reputa­tion and status in the market. And that’s great news for employers, as research indicates that referrals tend to make the best employees. One CareerBuilder report notes that 82 percent of employers rate employee referrals above all other recruitment sources for generating the best return on investment. Those recruits also typically stay in their position longer and report higher levels of job satisfaction. By providing an excellent employee experience for your current workforce, you’ll be better able to recruit and retain the best talent. 

There is another advantage to focusing on referrals. Many companies in Mexico offer transportation benefits to boost their likelihood of attracting candidates, particularly to more rural locations. By targeting specific neighborhoods with your recruitment efforts, employers can not only increase referrals among family and friends but also reduce transportation costs by serving a narrower range of areas. 

Find HR support

Of course, the very first step for recruiting and hiring employees in Mexico is to become registered with IMSS as an employer and ensure your hiring practices are in line with the federal labor law. Because this process can be complicated, it’s one more reason that many foreign direct investors opt to begin manufacturing in Mexico under a shelter service provider’s umbrella. Some shelter service companies offer varying levels of human resources support, including recruitment steeped in knowledge of local best practices. 

While there is much competition in Mexico for skilled manufacturing employees, a well-planned recruitment and retention strategy can help employers stand apart. Plus, with the aid of an experienced partner, the process of staffing the new production plant can be achieved in as little as 30 to 60 days. 

For assistance in developing a recruitment strategy that benefits your company and workforce, contact Tetakawi today.