Recruiting employees can be a real struggle for businesses. You want to be sure you’re reaching the ideal candidates that have the skills and experience needed to really excel in the job, and therefore help the business to succeed. While that can be challenging, when you’re trying to recruit overseas employees it throws another wrench in the plan, posing even more obstacles and challenges.
When recruiting overseas employees, you can be faced with such things as a language barrier, a difference in work culture/climate/expectations, a time difference that makes meetings difficult, wage expectations, and so much more. It can all be a bit much and, frankly, very overwhelming. So, before you get too caught up in the stress, here are some tips and information you’ll want to know as you dive into recruiting overseas employees.
Don’t Approach the Situation the Same as In Your Own Country
First things first, you have to go into the process with the expectation that it won’t be the same as you’re used to at home. Whatever you’re used to doing here at home in terms of recruitment will probably differ. Even if it’s just small differences, there are still those key elements that you need to adapt to. This doesn’t have to be a negative thing, it’s about being realistic.
Consider an Employer of Record
Just because you will be expanding globally it doesn’t mean that you will be working at those new locations. It could be that you remain in your home country for the vast majority of the time, which can make things like recruitment, employee taxes, insurance, benefits, visa issues, and more, quite complicated. This is exactly why it may be worth looking into an employer of record.
An employer of record (EOR) is an organization or a company that holds the legal responsibility of paying all the employees. And as GlobalizationPedia points out, it’s not just pay; it’s various other employee relation issues as mentioned above. An EOR can basically look after everything that is human resources related. GlobalizationPedia has lots of useful articles to help you handle the human resources side of global expansion and overseas recruitment. They can help match you with the right PEO/EOR.
You Need to Have a Strong Brand Image
It’s also important that the company focuses on building a positive brand image at home before recruiting talent abroad. People like to look into a potential employer, so they need to see a strong company with a good image. You get things in order here at home, and then it spills into an international playing field.
Fully Understand the Laws of the Country You are Hiring In
Finally, you need to be fully aware of the labor laws, regulations, and restrictions of the country you are expanding in. Again, you cannot make the assumption that things run the same overseas as they do here in your home country.
Taking All the Right Steps
By briefing yourself on these steps and information, you’ll be able to recruit overseas employees in a more timely and effective manner.
