Moldovan workers recommend new candidates, while ARA supports their recruitment and helps strengthen teams on projects in Poland and Slovakia.
For an international employer, filling a vacancy does not always mean solving the workforce challenge. Candidates must understand the job, arrive as planned, adapt to the new environment and remain on the project after the first weeks.
This is especially important in high-volume recruitment. When expectations do not match reality, companies face last-minute refusals, early departures and the need to recruit for the same positions again.
ARA approaches this challenge as an experienced recruitment partner. By combining knowledge of the Moldovan labour market, the expertise of its members and direct communication with workers abroad, ARA develops tools that support both recruitment and retention.
One of these tools is the referral programme for Moldovan employees working in Poland and Slovakia.
How the ARA Referral Program Works
The program allows employees already working abroad to recommend friends, relatives or former colleagues who are interested in legal employment in Europe.
The employee submits the contact details of a potential candidate. The candidate then enters a professional recruitment process managed by experienced specialists.
The recruitment team:
- explains the available vacancies and working conditions;
- checks whether the candidate meets the employer’s requirements;
- assesses documents and readiness to relocate;
- helps the candidate select a suitable project;
- coordinates the employment and departure process.
A personal recommendation does not replace professional screening. It creates an additional source of candidates who already have a connection with someone working on the project.
When the recommended person is successfully employed and completes the required working period, the program participant receives a bonus of 100 €. The number of recommendations is not limited, so employees can receive a reward for every successful referral.
This model combines personal trust with a controlled recruitment process.
July Bonus Presentations in Poland and Slovakia
In July, ARA representatives visited projects in Poland and Slovakia to meet Moldovan employees and personally present bonuses to referral program participants.
These meetings confirmed that the program is not simply a promotional campaign. Employees who helped attract successful candidates received the rewards provided under the program.
The visits also gave ARA an opportunity to communicate directly with employees, understand how their adaptation was progressing and collect feedback about the working and living conditions.
For international partners, this creates an additional level of visibility. ARA receives information directly from the projects and can use it to improve candidate preparation, communication and future recruitment.
Regular contact with workers after employment also strengthens confidence in the recruitment process. Employees see that ARA remains involved after departure and values their contribution to building the team.
Better-Informed Candidates Make Stronger Hires
One of the main advantages of referral recruitment is the quality of information available to the candidate before departure.
A worker already on the project can explain the daily responsibilities, shift system, accommodation, transport and the first weeks of adaptation. The candidate receives a more realistic understanding of the position before making a final decision.
This helps reduce the gap between expectations and actual working conditions.
For the employer, it means candidates who are better prepared for the project and less likely to leave because the role was different from what they expected.
ARA continues to control the professional selection process. Every recommended candidate must meet the requirements of the vacancy and complete the necessary recruitment stages.
The result is not simply a larger number of applications, but a more relevant and motivated candidate flow.
Referrals Also Support Employee Retention
The program does more than attract new workers. It helps create a familiar support network around employees already working abroad.
Relocation involves a new workplace, a new country and many practical challenges. When an employee works near a friend, relative or former colleague, the adaptation process can become easier.
People support each other during the first weeks, share practical information and feel less isolated. This can help them settle into the project more quickly and remain with the employer for longer.
For companies with an ongoing need for personnel, this is an important advantage. Stronger adaptation supports team stability and reduces the repeated cost of replacing employees who leave shortly after arrival.
How the Program Solves Business Challenges
The ARA referral program is part of a wider recruitment model rather than a separate bonus campaign.
For employers, it provides:
- an additional source of candidates from Moldova;
- applicants with a clearer understanding of the project;
- professional screening of every recommended person;
- stronger preparation before departure;
- easier adaptation through familiar social connections;
- support for employee retention;
- direct feedback from projects in Poland and Slovakia;
- continued involvement from experienced recruitment partners.
ARA supports the full process: attracting candidates, checking their suitability, preparing them for departure, coordinating with international partners and maintaining contact after employment.
This allows the employer to solve more than an immediate vacancy request. It helps create a more predictable recruitment flow and a more stable workforce.
Looking for Personnel from Moldova?
ARA brings together experienced recruitment companies, strong knowledge of the Moldovan labour market and practical tools for attracting and retaining employees.
Whether your company needs to fill current vacancies or build a long-term recruitment system, ARA is ready to become your most effective partner in Moldova.
