In today’s competitive talent market, it’s likely your HR team is already overworked. Is your organization considering expanding hiring internationally? If so, you’ll need to ensure your HR team has the tools and training to get the job done right.
As with anything, taking on a new assignment without the right tools is at best frustrating and at worst detrimental. So set your HR process up for success by having these five things in place before going international.
1. An Understanding of Employment Regulations and Social Norms
When your team dips its toes into international waters, consider the countries best suited to fulfill your employment needs. For example, if you’re looking to hire and pay remote workers in India, it’s essential to understand employment regulations in India and the expectations of its talent.
While the reasons for following legalities are obvious, it’s the social aspect that can prove challenging. You might, for example, post an attractive job that skilled talent may be interested in. But when workers learn it doesn’t offer even a standard benefits package, your organization will be skipped over right away. Research the expectations for your country of choice so your international pursuits can be successful on day one.
2. Access to Payroll Systems That Function Across Borders
Your domestic payroll systems may function like a well-oiled machine, but are they ready to pay your international team members? Consult with your current payroll provider to determine what their process is for paying international employees. Ask about converting currencies and doing withholdings based on the recipient’s location.
It may seem easier to shift to a 1099 model and pay international employees like contractors, but resist the urge. You stand a better chance of hiring qualified professionals when you offer full-time roles with the benefits top talent expects. As long as you educate yourself about the tax implications of hiring across the pond or the border, you’ll be in good shape.
3. An Equitable Approach to Compensation and Benefits
Location-based pay has been at the forefront of human resource conversations this past year. Remote work has elevated this issue, and it’s important to give it appropriate attention. Generally, employers identify the value of a position based on its difficulty and ease of finding talent. Sometimes organizations that are located in a high-cost area will adjust their pay accordingly.
When workers are stationed in more affordable regions, it may be tempting to adjust compensation based on local costs. Instead, focus on the typical compensation for a role regardless of location.
If your team members are paid vastly different amounts for the same amount of work because of their location, beware. Salary gaps may breed animosity between co-workers and even create inequalities among race, gender, and other protected classes. Focus on understanding what’s expected in your international spaces so you can be competitive in both pay and benefits.
4. Access to the Most Popular Job Search Sites Used by Top Talent in Your Target Area
Your team may have a standard recruiting outlet for a stateside talent search like LinkedIn or Indeed. But how familiar are you with job search aggregators that international talent uses? Research what job search sites are most popular in the area where you want to hire employees.
Learn about what information is expected on job postings. Then adjust your approach to position your organization and open positions in the best light.
Do residents in the country you’re hiring from expect to be paid a 13th-month bonus check as a part of compensation? If your organization will be honoring that tradition, be sure to clarify that in your posting. Be transparent about your offer and the opportunity you have available in order to attract the best talent.
5. Tools to Manage the Day-to-Day, Even With Language and Cultural Considerations
Are you considering hiring in a country where English is not commonly spoken? If so, you will need to make plans to bridge the communication divide that may present itself with international hires. You want to make your new employees feel welcome and accommodated. Do that by ensuring collaboration and communication are one thing they don’t have to worry about.
Use translation services to adjust your onboarding materials. Determine whether you have existing staff members who speak the new language in question. If so, ask them to take the lead on translating for and orienting the new hire. While you’re adding this new task, ensure your existing employee has the bandwidth to do so within their role. With an advocate on their side, your new employee can feel confident and able to focus on their new job.
Robust Training and Support Can Drive Your Business Forward
International talent can provide many benefits and opportunities for your business. Aside from expanding the talent pipeline, international teams give you a global perspective on local issues. Do your part to integrate your new staff members so they can hit the ground running.
Schedule intentional and regular introduction sessions for your new team members and the employees they’ll be working with closely. In this way, you can foster your team members’ trust in and relationships with one another. When you have a high-functioning team, you can create successful, engaged, and loyal colleagues even across borders.