For companies in Oman, recruiting skilled workers from overseas has become an important part of workforce planning. Serbia represents an emerging market for Omani companies in terms of recruiting skilled workers in fields such as construction, manufacturing, engineering, hospitality and related technical spheres. Its strong industrial sector and vocational training system offer access to experienced tradespeople, technicians and technical professionals.

According to the Statistical Office of the Republic of Serbia, the country has a total of 2.89 million employed people with an unemployment rate of 8.6% as of Q4 2024. However, several parameters are involved when it comes to recruiting people from Serbia to Oman. Omani employers have to go through a process of obtaining labour approval, employment contracts, work visas, document verification, and employee mobilisation.

This guide explains how to recruit workers from Serbia to Oman. It covers the recruitment procedure, work permit formalities and how a recruitment agency assists in international manpower recruitment.

Why Should Oman Companies Recruit Workers from Serbia?

Oman’s economy is diversifying, creating opportunities in various sectors that need technical expertise and experienced manpower. Oman Vision 2040’s focus on manufacturing, tourism, logistics and industrial development will create the need for well-qualified and experienced manpower in these areas.

This need may imply the recruitment of international specialists if the required competencies are not available in the local labour market or if specific projects require enhanced qualifications. Serbia can be an interesting candidate market with a qualified industrial workforce for companies looking at manpower recruitment in Oman.

Serbia is a potential source of international manpower for several reasons.

Experience in European manufacturing supply chains: Serbia has manufacturing bases and suppliers for the European automotive and industrial markets. People who have worked in such environments may be familiar with structured production processes, quality control procedures, precision manufacturing and equipment maintenance.

Hands-on trades professionals: Serbia has a potential pool of CNC machinists, welders, industrial electricians, mechanical fitters and maintenance technicians in the metalworking, machinery and construction industries. These are skills associated with Oman’s factories, fabrication workshops and infrastructure projects.

Familiarity with international technical standards: The export-oriented sectors of Serbia have an intrinsic knowledge of European technical standards, quality management systems and procedures for assuring workplace safety. This can be of benefit to Omani companies that have internationally certified facilities or work with international contractors.

Established vocational and engineering education: Serbia has a well-established network of technical schools and engineering colleges, ensuring that you are accessing a skilled workforce with formal qualifications, rather than ‘learned on the job’ competencies.

Access to multilingual professionals: Serbians working in tourism or export-driven industries are fluent in English or other European languages. This could be an advantage to Omani employers with multi-national teams, international clients or foreign suppliers of equipment.

An alternative sourcing market for hard-to-fill roles: Serbia offers another market to explore for companies struggling to find specialised technicians through existing manpower channels now have another market to explore in Serbia. This is especially useful where employers want specific industrial experience, rather than simply large numbers of general labour.

Step-by-Step Process to Recruit Workers from Serbia to Oman

Recruiting Serbian workers involves coordination between the Omani employer, recruitment partners, selected candidates, and the relevant authorities. A structured recruitment process allows the employer to identify suitable candidates, understand the compliance requirements and prepare for the deployment of the employee.

Step 1: Identify Your Workforce Requirements

The first step during recruitment is to know the manpower requirements of the company.

Before engaging a recruitment agency, the employer must prepare a detailed job requirement, including:

• Number of workers needed and type of jobs.
• Minimum qualifications
• Relevant work experience.
• Technical skills, trade certifications and language requirements.
• Proposed salary, benefits and term of employment contract.
• Accommodation, travel and other working arrangements.
• Desired joining date and deployment location.

Step 2: Check Labour Clearance and Eligibility

An Omani company needs to ensure that the occupations are eligible for foreign employment before starting overseas recruitment.

The Ministry of Labour is responsible for the employment of non-Omani workers and for issuing the necessary work permits and labour authorisations.

Employers must verify:

• Commercial registration and business authorisations are in order.
• The Omanisation requirements relevant to this have been met.
• The company can obtain the work permit or labour clearance.
• Other occupation-specific approvals are available.

Step 3: Source and Shortlist Candidates in Serbia

Candidate sourcing can then commence once the employer’s requirements and eligibility have been identified. Recruitment may be undertaken via professional networks, employment platforms, vocational institutions, industry contacts and duly authorised recruitment partners in Serbia.

For technical positions, screening should be based on relevant practical experience. If the shortlist is prepared well, the company will be able to focus its attention on candidates with skills that match the job opening.

Step 4. Interview & Skills Assessment

Once the company has a shortlist they should go further and evaluate the candidates by conducting interviews and (if feasible) practical tests.

This process can include, depending on the position:

• Technical interviews with department heads.
• Practical exams for skilled workers.
• Verification of professional qualifications and certificates.
• Verifying past employment and references.
• Testing language and communication abilities.
• Salary expectations.
• Willingness to relocate.

Construction and manufacturing jobs are best tested with practical tests.

Employers should provide information about working conditions, benefits, and length of contract and relocation arrangements before making final hiring decisions.

Step 5: Offer employment and contracts

The Omani employer shall draft the written offers of employment and contracts in compliance with the applicable labour requirements on the selection of the candidates.

The contract of employment shall specify the designation, salary, working hours, leave, period of contract and other benefits. It must also include accommodation, transport, medical, overtime and arrangements for return travel where appropriate.

The conditions ought to be known to the candidates prior to their employment. If the language is in doubt, arrangements should be made for suitable translation or explanation.

A clear contract of employment reduces the risk of dispute and misunderstanding whilst on site.

Step 6: Apply for an Oman work visa

Once the required work permit is granted, the employer can then apply for the correct work visa.

The Omani employer is the sponsor under the standard employment visa process, which is administered by the Royal Oman Police.

Published requirements generally include:

• A passport valid for at least 6 months.
• Applicant’s minimum age of 21 years
• Relevant Ministry of Labour authorisation.
• Consistency between the visa application and the occupation for which the visa has been granted.
• Medical certificates and other authorisations as appropriate.

Step 7: Fulfil Documentation and Pre-Departure Formalities

The employer and recruitment partner shall be obliged to provide all necessary documents for employees leaving Serbia for Oman. Depending on the position and its specifics, these may include a number of different documents such as:

• ID and passport controls
• Medical examination and medical certificate.
• Verification of educational and work credentials.
• Legalisation/translation of documents.
• Final confirmation of employment contract.
• Check your travel documents and visa;

Oman Agencies: Your Recruitment Partner for Hiring Serbian Workers

Partner with Oman Agencies, an international manpower recruitment company with over 50 years of experience in providing overseas staffing solutions. We offer professional services for Omani companies looking to employ qualified and experienced workers around the world.

From sourcing Serbian candidates for construction, manufacturing and engineering jobs, to assisting in the recruitment for hospitality, logistics and industrial services. Oman Agencies manages the whole recruitment process – from selecting the right candidates and interviewing them to visa processing and worker mobilisation.

We focus on helping you find qualified candidates, maintain compliant hiring practices & communicate clearly during the recruitment process so your business can focus on operations.

Build the Right Workforce for Your Business in Oman

Employers in Oman have new opportunities to hire workers from Serbia. However, successful international recruitment is about more than just finding the right qualified candidates. Following the requirements of the law and regulations of the labour market, as well as preparing the documents, taking care of the workers’ deployment, and their actual hiring needs to be done properly. Organisations use professional solutions to deal with these demands and ensure they don’t miss any of the necessary steps in the process, which might slow the recruitment down and make it ineffective.

Are you looking to employ workers from Serbia for Oman? With the expertise of Oman Agencies, you can easily sail through the challenges of hiring internationally and have the right professionals on board. Contact Oman Agencies today to discuss your manpower needs and take the first step toward having the skill set you need.