Purpose
This guide aims to ensure that the company goes through the correct recruitment process and understands all the things to consider when hiring in Mexico. It will serve as a how-to guide for the recruitment procedure in Mexico.
Mexico, with a population of about 126,424,000 people, is one of the most populous countries in the world and has the world’s most significant number of Spanish speakers. If your organization wants to expand into Mexico or hire remote workers there, this guide to hiring staff in Mexico will help.
Some multinational companies may note that the work culture in Mexico is more personable and friendly than in many other nations. This impacts recruiting processes in Mexico, as it is acceptable, if not encouraged, to ask job candidates about their families, passions, and other personal parts of their lives. It also implies holding business meetings in person whenever possible and making time for private conversation.
Over 93% of Mexicans speak Spanish. Some Mexicans speak an indigenous language and English, which is particularly frequent around the Mexico-United States border.
Spanish has more native speakers than English and is second only to Mandarin in the world; therefore, if you are not from a Spanish-speaking country, hiring Spanish-speaking personnel in Mexico can open up new business chances in countries around the world. Remember that Mexican Spanish differs from Spanish spoken in other nations, such as Spain.
In Mexico, there is no such thing as at-will employment, and employment contracts are required. When you hire someone, whether you write a contract or not, a contract is formed between you and the employee. As a result, you should draft a complete employment contract that includes the employee’s personal information and job specifications. The duration of the job is one of the most crucial details. Contract lengths are classified into the indefinite, project, and seasonal. Most contracts are unlimited, meaning they do not specify an end date for the job. It is important to note that Mexican workers are always entitled to their rights under Mexican labor law. Thus any conditions in your contract that contradict these rights will be void. Because there is no unemployment insurance in Mexico, employment contracts are highly significant. Employees benefit from the contractual arrangement between the employer and the employee. If an employee quickly demonstrates that they are not a good match for the job, you can fire them without repercussions while on probation.
Mexico has seven national holidays, plus the eighth day of every six years on election day. Employees have the right to these days off. Furthermore, after one year of employment, businesses must provide their employees with six days of vacation leave. The more vacation days a person should receive, the longer they have worked for the organization. For example, after two years, they should be entitled to eight days of leave, and after eight years, they should be allowed fourteen days.
Employees should get a vacation bonus or prima and their regular wage while on vacation. This bonus must be at least 25% of their regular compensation. On the other hand, employees on sick leave only receive a part of their average wage.