Having a team that is from a range of countries, backgrounds, and cultures can completely transform your business for the better for several reasons. It’s important that when going through the hiring process, you ensure that you are doing so based on a unique skill set they offer and alternative insights and views that would bring diversification and value to your company. 

 

There are so many things that fall within international hiring; for example, you could hire remote workers who reside in different countries, you are hiring individuals from abroad to move to your office, or you are generally hiring individuals through the standard interview process. All of these are worth noting, as you don’t have to limit yourself to one.

 

Why Hiring Employees Abroad Is a Game Changer

There is a clear benefit to hiring employees internationally, whether they currently reside there or not, and it’s because they have firsthand experience and knowledge of the market, including the demographics, what makes them tick and where there are clear gaps. Having employees who are well educated within their home country markets is a clear win, as it provides accurate but also fresh insights when forming strategies. But it can also inspire strategies for other countries, especially within Westernised countries. While there are clear differences, they tend to copy each other in some ways, which would be beneficial to be the first, for example, in the UK market, to bring something that is popular within the Italian market.

 

Employing talent abroad gives your company the cutting edge it might be missing, especially if you wish to expand your company overseas. It could be the beginning of true and successful growth.

 

It’s also important to note that expanding your team will ensure that your company and other employees become more aware of cultural differences and allow them to develop a global perspective, which is not only beneficial to them but can also have positive effects on work quality and so forth. It’s clear that inclusivity and diverse workplaces are much more powerful, as knowledge is power in all industries.

 

Navigating Compliance & Employment Laws

While it’s all well said when you want to employ overseas or within the country you reside in, there are a few things that you must be aware of to ensure you are well prepared and streamline a smooth hiring process.

 

Employment in Different Countries

Employing talent from different countries can come with its own hurdles and leave you navigating through a different legal system. While this comes with benefits such as there being no sponsorship needed and no immigration formalities, you will need to ensure they have the right to work, and you follow the employment laws within the country they reside in. For example, in places like the UK, if the employee gets pregnant, they have day one rights of being entitled to maternity leave, and this might be different elsewhere.

 

Additionally, a local employment contract, including income tax within their country, social security contributions, any permanent establishment and so forth, needs to be understood, considered and followed correctly.

 

Employment in the Same Country

If you are encouraging talent to move over to your company from a different country, then there are some hurdles you must overcome, such as immigration formalities. Ensure that your company is a UK sponsor, pay them enough to qualify for the visa type they need and possibly pay for their visa a whole. This would make it more inviting and easier for new talent to join you, but also a lot more encouraging. There are companies, such as Immigration Lawyers in London, that can help with the immigration process from start to finish, from getting your sponsorship licence to the visa application itself, which would streamline this process.

 

There are other considerations, such as tax, cost, and possibly paying a little more in terms of wages to make it worthwhile.

 

Managing Employees Overseas

After bringing new overseas employees on board, the next step is to focus on implementing best practices that enhance productivity, collaboration, and cultural inclusiveness within the team.

 

Here are the essential best practices for overseeing overseas staff:

 

• Create clear employment contracts and policies that specify the expectations, rights, and responsibilities for both the company and the employees. This helps set boundaries and minimizes the chances of misunderstandings or disputes.
• Develop a communication strategy. Establish communication platforms and outline expectations to ensure everyone stays aligned. Promote open and asynchronous communication to foster trust and facilitate collaboration from the outset.
• Allocate resources for training and development: Offer training sessions that enable employees to improve both technical and interpersonal skills. This helps close gaps within the team and cultivates better leadership.
• Focus on relationship development: Encourage the formation of relationships with employees through consistent interactions, such as virtual team-building exercises or casual meet-ups.

 

Potential Challenges

While there are so many positives to hiring internationally, whether they remain overseas or move to your company, it’s likely that there are other challenges that you can face beyond legalities. Here are a few that you might come across.

 

Miscommunication

As different cultures have different ways of communicating or words of understanding, it’s likely that there is miscommunication, so without a general understanding of each other, this can create issues down the line.

 

This could also lead to tension between members of the team; if they feel as if they are being misunderstood or they feel as if a team member's communication style clashes with their own, it’s likely to cause a spanner in the works and for work quality to potentially drop.

 

While it’s not always the case, it’s a possibility to consider. There are ways for you to navigate through this, such as team bonding exercises and a potential mediator.

 

Management Style

Different countries have different management styles, and what I mean by that is that they have different rules and expectations for employees. Therefore, you need to establish a versatile and happy management style that encourages your employees instead of creating conflict.

 

An example of this is that some cultures respect authority and some others are more open to an open discussion in a sense of a team effort – knowing what works for the company and for all will create an unstoppable environment.

 

Flexitime

If you have employees working overseas, time differences are likely to impact you, and especially if you choose to grant flexibility within your company, this can cause issues in terms of delayed communication and work. This can be solved in multiple ways, such as no flexitime unless given in advance and so forth.

 

How To Hire Internationally

Finding the talent abroad isn’t as straightforward as looking through LinkedIn and connecting with people. There are so many ways you find talent and it’s more than just a business platform.

 

Headhunter

You can hire working professionals who dedicate their time to learning about people's achievements and their success. All the while, understanding your criteria and bringing them in for interviews. While this comes at a cost, it cuts so much time out of the equation, as you won’t have to do the long and tedious work looking for talent, and you won’t be interviewing a long list of unqualified individuals.

 

A headhunter can also double up and win over the qualified candidates, encouraging them to do the interview, which is another bonus to having a headhunter.

 

Do Your Research

If you wanted to take matters into your own hands, then doing your own research into potential candidates within your desired field is a great way to do so. You might already know a lot of names, and research could include spreading the word around that you are looking for someone to join the team and so forth. There are many sources, articles and pieces of information readily available.

 

Use an Employer of Record

EORS are great if you want to grow your team with international talent at a faster rate. They act as the legal employer on your behalf, which saves a lot of time and boring legalities. They can also support an internal transfer from your legal entity, so if you had an employee who wanted to relocate to a different country, they would be able to help and sort out all the essentials.

 

There are two types of EOR’s, so be sure you are opting for the correct one. An owned entity, ERO creates and manages its own local entities in a variety of countries around the world, while a partner-dependent ERO doesn’t provide the same services and white labels these areas to other providers.

 

Final Thoughts

In conclusion, embracing international hiring presents a significant opportunity for businesses to achieve transformative growth and gain a competitive edge. By intentionally building teams with diverse nationalities, backgrounds, and cultures, companies can unlock a wealth of unique skills, fresh perspectives, and invaluable insights into global markets. 

 

While navigating the complexities of international employment laws, managing remote teams across time zones, and fostering effective cross-cultural communication require careful planning and robust strategies, the potential rewards are substanial. From gaining first hand market knowledge and inspiring innovative strategies to cultivating a more globally aware and inclusive workforce, the benefits of international hiring extend far beyond simply filling open positions. 

 

Ultimately, a commitment to building a diverse global team can be a game-changer, paving the way for sustainable growth, enhanced innovation, and a stronger, more resilient organisation in an increasingly interconnected world.

 

Amy Jones is a freelance writer from Manchester and has written for many different business publications. With a range of knowledge in the business and investing sector, she is an avid researcher and writer in the field. Having worked closely with a number of different businesses, Amy is now looking to specialise in personal finance growth and writes freelance to share her findings.