Businesses are still struggling to fill vacancies. Data from the Office For National Statistics (ONS) shows that the number of vacancies declined in October – though not by much.
It paints a bleak picture for the UK labor market. One in which businesses are still struggling to recruit top talent for open roles. And, it’s said this could continue if pay rates aren’t improved.
The government says it wants to help, and announced changes to the minimum wage and National Insurance designed to make it more attractive for people to go back to work. But as the job market changes rapidly, with new skills desperately needed and many employees preferring remote and flexible roles, it remains to be seen whether these measures will have any impact.
One of the ways employers can widen the pool of candidates is to embrace global hiring. Hiring “without borders” is an effective way to access a more diverse range of skills. But, for HR Leaders in charge of implementing global hiring, it’s important to understand the changes and challenges global hiring imposes on the business.
So, what are the most important things HR teams need to consider when supporting business leaders on their global hiring journeys? And how do they overcome those challenges?
#1 Getting to grips with global labour laws
Deel platform data shows a 74% growth in global hiring in the past 12 months. But, businesses must be conscious of the compliance challenges that can become a barrier.
Global payroll is one of the more complex processes of global expansion. Businesses have to comply with different labour laws in each new country, different taxes and currency rates as well as different employee expectations regarding health insurance, pension contributions and holiday and maternity leave. With so much to think about, there’s plenty of room for hiccups, which are rarely well received by employees who just expect to be paid for their work, accurately and on time.
Businesses also need to consider the data management and security that come with a global payroll system. Payroll involves processing sensitive employee data, such as social security numbers and bank account information. Remote companies are therefore more at risk of exposing this sensitive data and are more susceptible to phishing scams.
But compliance should not be an access barrier to new talent pools. One way to pay international workers, while remaining compliant, is to hire non-employee workers. Hiring independent contractors or freelancers is a more affordable and less demanding way to hire full-time employees when it comes to payroll. Contractors and freelancers are paid via invoice, one at a time, meaning employers don’t have to worry about managing recurring payments, payroll taxes, or local employee benefits.
Alternatively, some companies choose to use an employer of record (EOR) when going global. An EOR is a third-party company that takes care of global hiring, payroll management and compliance all in one. EOR’s operate by setting up local entities worldwide, and act as the legal employer and global payroll manager of your new hires.
#2 Taking a digital first approach to onboarding and training
Employee onboarding has a big influence on employee retention. And as job roles continue to change, the quality of (and access to) training is also a significant factor. However, carrying out onboarding and training via Zoom definitely adds complications. Whether that’s juggling time zones, demonstrating an understanding of different cultures, or effectively managing equipment and keeping new hires engaged, it’s a lot for global hirers to think about.
For HR leaders supporting businesses in navigating the management of global teams, it’s important to note that an effective onboarding experience will be one that’s both tailored to the new employee’s role and aligned to the company’s culture.
HR teams will need to work together with management to welcome the employee prior to their official start date. Some employers choose to send welcome packs in advance, based on questions that have been asked in the interview. This demonstrates genuine interest in setting the new hire up for success and also delivers a good first impression.
Surveying current employees and setting up a buddy scheme are both important factors in the overall success of onboarding. Asking current employees for feedback on their own onboarding and their working experience since, is a great way to refine and rethink processes for the next cohort. Frequent surveys, or scheduled interviews a few months into a new role, can be great ways to provide these insights.
At Deel, we like to pair all new hires with another newbie so they can learn and grow together, as well as partnering them with a more senior employee who can share their own experiences and knowledge.
#3 Increase your brand awareness
Global hiring can be very effective, but attracting employees outside your home market requires more attention on brand. For HR leaders supporting international hiring strategies, encouraging the business to establish an online presence in local markets will be necessary to support talent attraction advertising and digital marketing components can be integrated into the hiring plan to ensure that the company is showing up where its target recruits are spending time – whether that’s easy-to-use platforms like YouTube, career websites and blogs, or LinkedIn and TikTok. It’s important to meet your candidates where they’re spending their time.
Fundamentally, social media allows prospective employees a window of insight into your company, no matter where they are. Whether it’s to show off team bonding, company culture or work perks, business leaders can encourage top talent by uncovering a company’s personality online.
Within a complex labour market, disrupted by skills gaps, rapid technology advancement and rising demand for flexibility, companies can widen their access to critical talent by looking further afield. Recruitment can become a competitive advantage once companies understand the compliance and cultural challenges of global hiring.