In May, our HR business partner traveled to a livestock farm in the Lipetsk region. The objective: to inspect the site, where workers from Kenya would soon be arriving. A site visit before the arrival of foreign personnel is standard practice for BRICS Mobility. Read our report to learn why this is necessary.
Instead of checkboxes—a live inspection
When we say "personalized approach," we're not talking about pretty brochures. We rent a car, fill up the tank, and go. This time, it was to the livestock farm where our candidates would soon begin working. Cowsheds, milking parlors, dormitories, a different climate—all of this will become their new reality. And our goal is to ensure this reality doesn't come as a shock, so people can work peacefully, and the company stops constantly hiring.
We measure the temperature in the workshops, check that jackets are draft-proof, and that there's enough space in the lockers for workwear. Because "appropriate conditions" in a report and "the person is actually comfortable" are sometimes two very different things. For those hiring foreigners for the first time, this isn't always obvious.
Dorms: Make Yourself at Home
Foreign employees won't be living in a trailer. They'll have two floors, hot radiators, clean showers, and restrooms at their disposal. Cozy rooms for 2-6 people.
Following our recommendation, the company has already installed video cameras in the hallways—not an attempt to spy on everyone, but a standard requirement to ensure discipline and safety. We discussed how to optimally configure the fine system for violations so that it isn't a tool of "punishment," but rather helps set boundaries and maintain order.
About Food, Instructions, and Traditions
Hot meals are mandatory at work. A starter, a main course, a salad, and a drink. The portions are large and filling. We agreed to send a list of foods that Africans don't eat (buckwheat, for example, can cause cultural misunderstandings).
We've paid attention to communication. Local residents also work in the production facility. It's important for people with different mentalities to become one team. Our goal is to explain cultural differences and traditions to both groups, and to introduce them to each other.
Another initiative, supported by management, is to place clear posters with instructions at the entrance to each zone: "After eating, clean up," "After finishing work, report to your supervisor." When the environment is unfamiliar, a picture and a sign in English are more effective than lengthy instructions.
Dress warmly.
The distances from the dormitory to the sites vary; some places workers will be driven, while others can be walked. They won't freeze in warm jackets.
By the way, we looked at the jackets they give employees here. They're excellent. Insulated and windproof. If you add a sweater and thermal underwear, even the most heat-loving person won't freeze.
We made sure the dormitory has a laundry room for personal belongings, showers, and a kitchen. Everything was in working order. We inspected the rest areas, cafeterias, and restrooms at the production facility.
Preparation from both sides
Company representatives were clear: they needed resilient, conscientious employees, preferably without bad habits. They responded to our request for detailed terms and conditions regarding shift schedules, responsibilities, and work requirements. This ensured there were no surprises for anyone.
Conflicts in most cases arise not because "people are different," but because expectations and reality don't match. That's why we arrived at the production facility early: to observe, listen, measure, and record. We wanted to give candidates the most honest picture possible and help the company "set the optimal settings" for integrating foreign employees into the workforce.
Why is this important?
BRICS Mobility isn't just about "bringing in people." It's a full-service approach: from searching in an African or Asian country to comfortable accommodation in a Lipetsk dormitory. We check every detail because we know: a thousand little details add up to either a stable team with a 10% turnover rate or endless replacements and lost money.
On-site visits are standard practice for all our partners. Because we're responsible for results, not just reports.
👉 Want to know if your site is ready to work with foreigners? Fill out the form for a free consultation: CONSULTATION FORM
Instead of checkboxes—a live inspection
When we say "personalized approach," we're not talking about pretty brochures. We rent a car, fill up the tank, and go. This time, it was to the livestock farm where our candidates would soon begin working. Cowsheds, milking parlors, dormitories, a different climate—all of this will become their new reality. And our goal is to ensure this reality doesn't come as a shock, so people can work peacefully, and the company stops constantly hiring.
We measure the temperature in the workshops, check that jackets are draft-proof, and that there's enough space in the lockers for workwear. Because "appropriate conditions" in a report and "the person is actually comfortable" are sometimes two very different things. For those hiring foreigners for the first time, this isn't always obvious.
Dorms: Make Yourself at Home
Foreign employees won't be living in a trailer. They'll have two floors, hot radiators, clean showers, and restrooms at their disposal. Cozy rooms for 2-6 people.
Following our recommendation, the company has already installed video cameras in the hallways—not an attempt to spy on everyone, but a standard requirement to ensure discipline and safety. We discussed how to optimally configure the fine system for violations so that it isn't a tool of "punishment," but rather helps set boundaries and maintain order.
About Food, Instructions, and Traditions
Hot meals are mandatory at work. A starter, a main course, a salad, and a drink. The portions are large and filling. We agreed to send a list of foods that Africans don't eat (buckwheat, for example, can cause cultural misunderstandings).
We've paid attention to communication. Local residents also work in the production facility. It's important for people with different mentalities to become one team. Our goal is to explain cultural differences and traditions to both groups, and to introduce them to each other.
Another initiative, supported by management, is to place clear posters with instructions at the entrance to each zone: "After eating, clean up," "After finishing work, report to your supervisor." When the environment is unfamiliar, a picture and a sign in English are more effective than lengthy instructions.
Dress warmly.
The distances from the dormitory to the sites vary; some places workers will be driven, while others can be walked. They won't freeze in warm jackets.
By the way, we looked at the jackets they give employees here. They're excellent. Insulated and windproof. If you add a sweater and thermal underwear, even the most heat-loving person won't freeze.
We made sure the dormitory has a laundry room for personal belongings, showers, and a kitchen. Everything was in working order. We inspected the rest areas, cafeterias, and restrooms at the production facility.
Preparation from both sides
Company representatives were clear: they needed resilient, conscientious employees, preferably without bad habits. They responded to our request for detailed terms and conditions regarding shift schedules, responsibilities, and work requirements. This ensured there were no surprises for anyone.
Conflicts in most cases arise not because "people are different," but because expectations and reality don't match. That's why we arrived at the production facility early: to observe, listen, measure, and record. We wanted to give candidates the most honest picture possible and help the company "set the optimal settings" for integrating foreign employees into the workforce.
Why is this important?
BRICS Mobility isn't just about "bringing in people." It's a full-service approach: from searching in an African or Asian country to comfortable accommodation in a Lipetsk dormitory. We check every detail because we know: a thousand little details add up to either a stable team with a 10% turnover rate or endless replacements and lost money.
On-site visits are standard practice for all our partners. Because we're responsible for results, not just reports.
👉 Want to know if your site is ready to work with foreigners? Fill out the form for a free consultation: CONSULTATION FORM