If your business has recently started working remotely, you are certainly not alone! The outbreak of the COVID-19 pandemic has finally made organizations realize the benefits of remote work, and many people who used to work in an office have been away for good. As a result, by 2021, 16% of global businesses are now in remote locations.
When you start building a remote workforce for your company, you may encounter applicants located in other countries. In this case, you don’t have to worry about dealing with work permits as international employees don’t need to relocate to work, but if you don’t have a place where they are, how can you legally hire them? is it possible? The simple answer is yes. This article will highlight the main focus areas to guide you when recruiting international remote employees.
Factors to Consider When Hiring International Remote Workers
When hiring employees from a foreign country, it is essential to understand the country’s laws, culture and communication procedures. The country you choose depends on the specific skills, logistics and budget you need. Here are other factors to consider:
- Compensation for remote workers
One of the first aspects to determine when recruiting abroad is the standard you will use to pay your employees “fairly” across the world, no matter where they are located.
There are 3 different approaches to 海外在住 リモートワーク team compensation, each with pros and cons:
Following an extremely simple concept: If the job is not location dependent, then the salary should be too: the same job must be paid the same.
Allow employees to move locations without worrying about salary changes
Open doors for a more diverse workforce
Minimize awkward conversations with employees moving to cheaper locations.
However, in some cases, you may end up paying less and more.
Living wages are wages paid based on where an employee is located. After adjusting for the cost of living, you have the same “buying” power in the local labor market as anywhere else. Provide employees with the same purchasing power wherever they are.
- You may hire a more diverse workforce
- Lower wages in some areas offset higher wages in others
- However, it makes employees feel less valued and is time-consuming to calculate.
- Headquarters salary or national average salary is where you set your company salary based on the local or national average cost of living.
- Wages are based on the location of the headquarters, so equal pay for equal work
- It’s simpler and better if most employees work in the same country and have the same or similar cost of living
- However, it can be difficult to attract talent from areas where the cost of living is higher than yours.
- Time zone
Having employees in different locations from different countries can mean working in different time zones. Asynchronous communication is important when working remotely, but depending on the type of job title, consider and decide if that role needs to “overlap” with other team member areas in terms of working hours. Is important. Client / user timeline. This must be specified when adopting a position.
- Language barriers
While having the required technical skills, it’s important to remember that candidates need to communicate with the team and management, so make sure there is understanding and agreement on the language being used and that new hires have excellent writing and oral communication skills He does his job efficiently. To ensure candidates meet these expectations, applicants are interviewed and asked to perform tasks in which they will be able to demonstrate not only their verbal communication skills but also their written communication skills.
- Working period
Since the hiring process takes time, most candidates expect employers (whether foreign or otherwise) to commit at least 6-12 months, which must be determined when hiring for any position.
Ways to Hire and Pay Remote Workers Abroad
Finding the right candidates is easier with a global survey remote recruiting and remote job boards with even free alerts, but you should consider recruiting and paying them. Most companies cannot include 海外 リモートワーク on their regular payroll due to tax differences.
In addition, companies must comply with labor laws. This usually requires registering the company abroad. The best option for a business depends on the number of employees required and the number of years of service.
Hire a contractor or freelancer
Hiring foreign professionals on a contractual basis makes it easy to work with professionals from all over the world, especially when required to reduce working hours. However, it does have some downsides as these are not actually employees of the company, as they must register as freelancers in their home country to provide services as a “freelancer” or contractor, so there is always a risk of conflict. Company interests and minimal control. Remote workers may not be fully focused on the organization and may feel disconnected from the company. This is why it is essential to establish an agreement that specifies the scope of commitments, working hours, confidentiality, exclusivity, frequency and payment methods, etc.
It’s also important to note that, depending on the country, hiring employees as contractors can also present tax-related challenges. For example, some countries may classify independent contractors as being employed by local authorities, if they only provide services to a single client of the company, the company may be required to repay taxes, penalties, and contributions, so it is recommended to investigate first, if such situation, depending on the location of the professional.