So you’ve decided to step outside of your comfort zone and hire employees from around the globe. Making the decision is easy, but putting it into practice is another story. For many businesses, hiring foreign workers can be an unfamiliar and daunting process. But those who press forward despite the obstacles are often richly rewarded for their efforts. Hiring internationally is a great way to improve diversity and inclusion.
Hiring employees from other countries can be highly advantageous for all types of businesses. It gives hiring managers access to a larger and more diverse pool of talent. It can also present opportunities to grow your business more organically into international markets. But increased opportunity is often accompanied by increased difficulties that must be tackled proactively. To make the hiring process more manageable, follow these tips to deal with the challenges that accompany hiring overseas.
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1. Engage a Global Payroll Service
Payroll is one of the most complicated issues businesses deal with when hiring beyond their borders. From worker classification to tax withholding requirements, other countries’ regulations regarding payroll and taxes often differ from those in the U.S. Just one mistake could result in hefty fines and penalties. That’s why many businesses choose to enlist the help of global payroll providers when hiring abroad.
Global payroll services allow you to easily pay your team members no matter where they’re located. Whether your entire team is located overseas or you only have a few foreign employees, you can use global payroll solutions to manage payments. Doing so will give you peace of mind that you’re always in compliance with foreign employment regulations.
2. Use Video Interviews
When you’re hiring around the world, thousands of miles could separate you from job applicants. As you can imagine, this presents a distinct challenge when conducting interviews. Depending on the position you’re trying to fill, you may decide it’s worth it to fly interviewees to your location. But in most cases, video interviews can be a more efficient way to handle this step in the process. That might explain why approximately 60% of recruiters use video interviews to remotely interview candidates.
Conducting video interviews allows you to talk with job seekers face to face without putting them through the stress of traveling to you. Remember to keep the interviewee’s time zone in mind when scheduling the video interview. If possible, choose a time that fits nicely into both your workday and the interviewee’s workday.
3. Inspire Top Talent to Join You
Of course, you’ll have no international job candidates to interview if you can’t inspire them to seek out your company. Fortunately, you can appeal to global talent by advertising your commitment to inclusion, diversity, and authenticity. Another way to attract skilled individuals to available job openings is by making the hiring process as straightforward as possible. The more complicated your hiring and onboarding processes, the more likely you are to lose job seekers’ interest.
You can streamline your onboarding processes by establishing efficient, standardized methods for all employees. Have a tried-and-true process in place for adding new employees to the payroll, setting up necessary benefits, and conducting training. These processes can be challenging for global employees, so consider using an employer of record to simplify things. An EOR can make onboarding quicker and easier for overseas employees while reducing your risk of running afoul of various government regulations.
4. Focus on Retention
Attracting talented professionals is one thing; retaining them is another thing entirely. To improve your employee retention rates, strive to keep engagement high. It’s fairly common for employees in different parts of the world to feel forgotten or undervalued. Make sure you’re communicating with them regularly and providing the same level of attention you give your local employees.
Another good way to improve your global employee retention rate is to welcome feedback. Annual surveys can reveal important information about workforce morale. Global employees can also give you information about where you may be falling short so you can make changes. Listening to and acting on your team members’ feedback is an important precursor to building employee well-being and trust.
5. Make the Needed Adjustments for Time Zones
If you’re hiring employees overseas, you’ll need to deal with multiple time zones. Too often, businesses downplay this detail and set deadlines and other scheduling requirements based on their own time zones. Expecting foreign employees to meet due dates based on your time zone could force them to work unconventional hours. This is not only unfair, but it could also have a negative impact on your employees’ health.
When creating a global workforce, it is important to treat everyone fairly. As you manage schedules and deadlines, choose to use your employees’ local times and languages whenever possible. If you need foreign employees to be available during your workday, make this requirement clear in your job listing.
If you aren’t taking advantage of the unique skills and expertise global employees can offer, you’re missing out. There is a reason many employers are choosing to build an overseas workforce alongside their local one. International employees have so much to contribute and can give you unique insights when you’re expanding your business to different countries. To embrace this valuable resource, use the tips above to simplify your processes when hiring around the world.
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