The only good thing that came out of the pandemic was the acceptance that work does not require in-person presence. The pandemic drove the workforce to work online and made employers realize the benefits of remote working.

As a result, around 74% of organizations plan to shift to some degree of remote work. As per data shared by McKinsey, remote work culture soared by 400% more than what it was before the onset of the pandemic.

While the popularity and perks of remote work are driving companies to hire workers based in other locations, the task of hiring overseas is quite daunting. However, with the basic commandments listed in this article, recruiting workers overseas will become simplified. But, before we move on to the commandments, let’s take a look at the benefits of global hiring.  

Advantages of hiring employees from across the globe

An ambitious business can benefit by hiring employees from around the world in more than one way. The top benefits include-

Scope of accessing a larger talent pool

Sometimes, hiring individuals who reside close to the head office restricts a business's ability to find and connect with the best talent. Opening up to the idea of scouting talent from beyond immediate location broadens the scope of accessing an excellent talent pool and reduces labor costs.

Additionally, with the help of reputable third-party service providers like Gloroots, limitations on candidate discovery and distribution of global payroll have become more accessible to manage.

Cultural Diversity

When you hire employees from all over the world, you open your market to different cultures and increase the diversity of thought within your organization. It gives your company a varied perspective and a nuanced understanding of different locations, cultures, and user experiences.

Opportunity to enter a new market

Scouting talent from foreign markets allows businesses to enter a new area of operation. It also effectively attracts a newer customer base and enables controlled testing of the latest products and services.

Hiring glocal talent gives businesses the upper hand in adding a localized feel to their products and services. It also places a company in a better position professionally and culturally. Additionally, it helps the brand understand what its consumers expect from it.

Above all, hiring international employees to enter a new market lowers the need and expense to transfer existing employees to newer locations.

7 Commandments To Hire Employees From Different Countries

Follow these steps if you plan on hiring employees from across the globe:

1. Check and confirm job profile

Before starting the interviewing process, ensure you have a clear idea of what you want and expect from new hires. Chalk up a job profile highlighting desired tasks, qualifications, and experience requirements. Don't forget to add company culture into the mix.

Such a profile will help applicants understand the job description and allow hiring managers to match the requirements with the applying candidate better.

In fact, the location from where a company intends to hire employees is quite crucial. For instance, when a US company plans to hire a foreign employee in the States, it needs to carefully plan so that the hired individuals meet the highly restrictive work visa requirements.

Also, companies need to be aware of the challenges that could arise with hiring employees overseas. However, one could avoid such a situation by setting up a subsidiary or with the assistance of a global employment solution provider.

2. Find out about taxes and employment norms

Different countries follow different norms of taxation and employment policies.

So, before a business starts the remote hiring process, it is crucial to understand how these policies vary across regions. Get well-versed in the policies to ensure smooth hiring, onboarding, and retention of remote workers.

For example, NRIs pay taxes overseas and therefore need to be hired at a different pay grade than remote workers from India. When you have a niche partner like Gloroots on your side, the process becomes a lot simpler.

You get the right assistance for everything from taxes and talent requisition to help your business find the right motivation!

3. Be clear about the type of worker you want

Take some time to figure out if your organization needs an employee or could use an international contractor. Typically, when a company hires an international contractor, it does not have to offer any payroll to provide social security or employer tax.

However, companies usually have to pay contractors a higher hourly rate and pay them a lump sum. As a result, businesses often planning on minimal engagement with professionals feel more comfortable hiring international contractors.

That said, companies must be cautious about treating employees as contractors, as any non-compliance while hiring abroad can land them up in back taxes and hefty fines. Contractors tend to seek different growth opportunities than full-time employees and prefer a more defined and niche job role.

4. Explore relevant channels of recruitment

As a next step, businesses should find an ideal hiring channel to find the type of candidate they desire. Currently, LinkedIn, Recrew and industry-specific job sites are a rage in different countries. However, in most cases, big companies often outsource the hassle of scouting eligible candidates to reliable partners like Gloroots that have a good presence in international markets.

5. Assessing candidates' skills by company standards

This step is crucial as it helps understand whether applicants fit the job profile and description. Due to the difference in educational processes worldwide, there will likely be candidates with different levels of applicable skill at the same level of education. Therefore a certain standardization of credentials must be conducted before hiring.

However, as someone willing to hire candidates from abroad, it is wise to keep an open mind regarding CV formatting conventions or presentation of information.

6. Initiating the interview process

Typically, the interview process includes a series of steps. Planning them helps to carry out the process smoothly. A standard interview process comprises initial screening, testing, task assignment, and a final round of discussion.

With the emergence and enhancement of digital technologies that offer video communication, remote interviews have become personalized and safe. However, companies must ensure neutral hours to make candidates feel more comfortable during interviews while hiring abroad.

7. Hire and onboard candidates

If the interview round is concluded positively, the selected candidate is ideally hired and onboarded. Subsequently, companies should walk the hired employee through the norms and regulations of working in a remote company and crucial in-house policies.

It is best to carry out the remote hiring process single-handedly or via their subsidiaries. However, given the overbearing process of narrowing down on a location, learning about employee regulations of the region, and scouting candidates, it can be quite tedious.

As a result, more companies are now opting for the smarter route of delegating the recruitment and onboarding task to global employment solution providers like Gloroots.

As a global talent acquisition company, Gloroots  offers automated onboarding services and ensures the smooth onboarding of new employees. We also ensure timely payroll disbursement, manage contractors, and help scale operations through our smooth remote hiring process.

But what truly differentiates us from the rest is our expertise in geographical diversity regarding talent acquisition, payroll, and official communication templates.

Contact our team at Gloroots now to avail a comprehensive global hiring solution with minimum involvement in the process.

‍