Top organizations have been hiring internationally for decades, reaping the rewards of specialized talent and broad recruiting options. But big companies are now finding that there’s new competition afoot — small businesses.
With technological advances, reliable internet, and collaboration tools, access to international employees doesn’t require being listed on the Fortune 500. Companies of any size can compete shoulder-to-shoulder for global talent. However, doing so is easier when you understand how to streamline the process, getting you closer to expanding your team.
1. Navigate Regulatory Requirements With Expert Assistance
Time was, “international hiring” meant sponsoring an individual’s work visa and assisting their relocation stateside. Much has changed with the growing adoption of remote work. With the right expert assistance, you can easily hire global workers who stay right where they are. And fortunately, access to this expertise isn’t limited to big companies with even bigger budgets.
Global payroll providers can offer their know-how in this complex arena, ensuring compliance in the countries where you hire. They’ll handle benefits and payroll and can help you understand the expectations foreign talent may have of employers.
With a partner in payroll, you’ll be able to focus on identifying your business needs instead of scouring regulations. If you’re targeting global independent contractors, they can help you manage invoicing and automatic payments. This service can free up internal resources and time, which is always a benefit for a small business.
Your global payroll provider can also act as an employer of record, hiring full-time employees on your behalf. An EOR serves as these workers’ official employer, which shifts international employment responsibility and risks away from your small business. This can boost your confidence as you embark on making your first international hire.
2. Identify Top Talent on a Global Scale
Human resources leaders already know where stateside job seekers tend to flock. But do the same domestic trends spill into international talent pools? If you’re unsure of where global workers start looking for new roles, now is the time to find out.
Research global job boards and domestic career sites with international reach. Popular sites like LinkedIn and Indeed often feature remote roles for international talent. Review current listings to see how employers are formatting their opportunities and identify trends that your small business can leverage.
Smaller companies should be encouraged by the breadth of global recruitment circles; a small company size isn’t as big of a hindrance as you may think. Most job seekers, both foreign and domestic, are looking for fit rather than size. Proudly boast what your role can offer a potential candidate and get specific on what you’re looking for, too. With almost unlimited options, you have the opportunity to pinpoint the qualities and attributes you most need on your team.
Employment expectations may differ in other countries, so it’s important to understand the needs of international remote talent. What’s typical for U.S. hiring practices isn’t necessarily the norm elsewhere. Aim to understand what’s expected by way of benefits, work hours, time off, and other culturally determined details. Job descriptions that account for global needs will signal to candidates that you’re a sensitive and aware employer.
3. Develop a Dynamic Employee Integration Plan
After going through the process of identifying your international staff needs and hiring candidates, you need to onboard them. While their paychecks and benefits will be handled by your global payroll provider, there’s still a lot of work ahead. Collaborate with your leaders to create an integration plan that considers the unique needs of your growing employee base. Get input from staff and consider their perspectives and needs, which can often result in a better-performing plan.
First, you’ll need to determine how, when, and if your remote personnel will collaborate with those working stateside. In a retail business, your remote team may be focused on backend systems. This scenario would make frequent interaction between your customer-facing team and your international employees unlikely. However, a company providing project management software would likely collaborate regularly.
There’s no right answer for how your employees work together, but it is essential to identify a process. Bring on collaboration tools, develop processes and procedures, and define expectations for availability and workflow. Conduct training across your entire team to ensure alignment and offer opportunities for questions and information sharing. Provide refreshers on high-impact processes and continuing education opportunities to achieve alignment for distributed and in-office teams.
Develop a mechanism that supports a solid employee culture that envelops your remote team. In blended teams, it’s possible for global hires to miss out on the team building that takes place in person. Proactively manage this risk by facilitating conversations in chat threads, calling out successes in meetings, and including everyone. When your entire team feels like they’re part of the same mission, they can perform at their best.
Expand Your Capabilities With Access to Unlimited Talent
There are a lot of reasons to hire internationally: leveraging time zone availability, achieving operational efficiencies, and/or accessing specific skills. Beyond what your new employee can do for you, businesses stand to benefit year over year. Remote employees provide their own office space, so your current location won’t need refurnishing. And as you grow, you can increase team size while reducing the likelihood that you’ll need to expand your physical presence to match.