For organizations planning a global expansion, sourcing and onboarding premier talent is essential. But building an exceptional international team can be difficult—especially when hiring international employees in more than one foreign market. And, for many companies, global expansion is not just a consideration, but a top priority; 90% of tech firms in the U.S. and UK are currently planning to expand into new international markets. This determination to expand underscores the importance of creating a sound global hiring strategy. But before your organization begins seeking top global talent, following a few essential tips can help ease the stress of hiring international employees.
Tip #1: Reduce Your Independent Contractor Risks
You can never completely eliminate risks. Instead, what you can do is take meaningful steps to reduce those risks and set your company up for a successful international expansion.
One example is mitigating the risks associated with hiring independent contractors. Many companies see hiring independent contractors as an easy solution to their staffing problems. Independent contractors can be beneficial, but only if their duties actually fit the tight legal description of a true contractor—and each country has its own unique description of what distinguishes an independent contractor from an employee.
If it turns out that you’ve misclassified your contractors, you could wind up on the receiving end of severe penalties, including back payments, serious lawsuits, and reputational damage.
This is one of the key areas where working with an International PEO (Professional Employer Organization) a good idea; rather than dealing with independent contractors at all, International PEO provides an agile alternative, enabling your organization to compliantly hire virtually anywhere.
Tip #2: Ask the Right Questions
Hiring international employees is all about finding the perfect person for the right position at the right time. You won’t find the best employees if you don’t have an efficient hiring strategy in place.
The qualities that make an ideal applicant will vary depending on the job position and your expectations. However, you also need to ask yourself questions in certain core areas to make sure you’re properly recruiting in the first place:
- What steps have you taken to develop your global recruiting strategy?
- Have you performed market research to know what type of hiring situation you’re getting into?
- Where are you starting your candidate search? Why were those particular outlets selected?
- Which methods will you use to evaluate candidates? In other words, what does the best candidate look like?
- How are you closing the right candidates? What steps are you taking to attract top talent to your organization?
All of these questions will help you adequately assess your own hiring method. If your company has an efficient process in place, you’ll place your organization in the best position for finding top talent for the role.
Tip #3: Be Flexible
Finally, it’s crucial that your company is as flexible as possible when hiring international employees. Keep in mind that the ways people work across the globe are changing, and so is technology. Employees are willing to embrace the idea of telecommuting, and they actively expect this perk as a part of their job.
Likewise, global teams are becoming the new norm. Because of this, businesses should expect varying degrees of workplace flexibility, and offer certain freedoms in terms of working hours to accommodate their global employees’ needs and working styles. This is especially true for growing technology companies that already depend on modern tech advances more than most organizations.
Find Exceptional Talent and Build Your Global Team with an Experienced Expansion Partner
Hiring international employees as part of your global expansion strategy is not without its challenges. But by implementing these few tips, your can begin planning a sound strategy to find the right talent for your organization—and avoid the risks of working with foreign independent contractors.
Velocity Global’s International PEO (Professional Employer Organization) solution enables companies to compliantly hire in more than 185 countries—eliminating independent contractor risks by removing the need to work with independent contractors in general.
If you’re ready to compliantly grow your global team without worry of misclassification, reach out to Velocity Global today.