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Essential Tips for Hiring International Workers for Your Organization

In today’s digital landscape, many companies are diversifying their workforce and hiring international employees. Oftentimes, this is due to the company’s global expansion. In other cases, there might be a specialist living in a different country that fits the role. Given that many businesses can operate remotely, hiring an international worker has never been easier. 

Yet, it doesn’t come without its own set of challenges. That’s why we’ve compiled this list of tips—to ensure that your onboarding process is smooth, effective, and complies with foreign regulations. 

#1 Take Cultural Differences and Language Barriers into Consideration 

hire workersIf you’re hiring an expat, this shouldn’t be an issue. If you’re hiring someone native to an international territory, it’s important that you understand the cultural differences. Consider the following questions: 

  • What is the ethos of their work culture? 
  • How long is their typical workday? 
  • How do they typically communicate in an office setting?
  • What are their holidays and traditions, how do they align with your company’s annual schedule? 

If you believe they’re a perfect candidate, consider going above and beyond to provide them with the resources they need to succeed. For instance, let’s say you’re hiring in Europe. Then this could be anything from a language class in Italy, a helpful employee handbook, to an HR training (in which your HR will outline your work culture to help set expectations). 

#2 Always Stay Compliant

International labor laws, industry regulations, tax laws, worker classification, and various other regulatory boards operate differently country-to-country. In fact, compliance is one of the biggest pain points when you’re onboarding an international employee. That’s why it’s paramount that you ensure you’re up to date, aligned with local and regional laws, and compliant with their industry regulations. 

To that end, you might want to consider consulting a lawyer prior to hiring. For instance, find a Spanish speaking immigration lawyers

#3 Salary Expectations

The economic standing and policies of a country are not ubiquitous. A reasonable salary—for a specific position—in the US won’t equate to what someone expects to make in Southern Asia. For that reason, it’s paramount that you understand salary expectations. Of course, affordability could be one of the primary drivers of your hiring initiative. But if you set the bar too low, you might also lose to a competing offer. 

Enlisting the help of a financial advisor is a wise decision, seeing as they can help you identify a median salary and threshold. Just as well, they’ll create visibility on how it impacts your bottom line. 

#4 Tailor the Employment Contract to Local Laws

Unfortunately, ensuring that your employment agreements holds in both countries is not a one-size-fits-all process; you need to write your contract language to cater to their laws as well. 

Two of the primary areas where diligence is necessary are: 

  • Intellectual Property – Many countries have laissez-faire laws surrounding proprietary information. If your new employee will be creating or generating content, this is all the more concerning. You need to ensure that your IP language protects your business on both sides.
  • Non-compete Agreements – Did you know that Mexico prohibits non-compete clauses? In fact, they’re unconstitutional. And in some cases—like in Brazil—a non-compete clause can result in compensation. This means you’d have to pay your employee so they don’t jump ship and harm your business. 

Review these laws carefully. What is law in your country might not be the same in another. 

#5 Use A Local Staffing Agency 

international workers organizationWhen in doubt, a local (in their specific region) or international staffing agency can assist. Recruiters are always looking for ambitious employers. Given that they understand the local laws, marketplace, and regulations, many of the above tips can be addressed with them. They can also provide insight on how to retain a competitive advantage when hiring in their region. 

They can help you: 

  • Scope out talent and match you with pre-vetted candidates 
  • Identify median and competitive salaries 
  • Set expectations on worker behavior and cultural divides 
  • Remain compliant with local and national regulations 

Understand Regulations, Identify Cultural Differences, Set Expectations

At the end of the day, this is an exciting pursuit! You’re hiring abroad. You’re expanding. You’re tapping into a brand-new talent pool. So long as you follow the tips above and don’t rush the process, your international worker won’t just fit right in, they’ll bring a fresh perspective to your venture.

And sometimes, when you look through a different lens, the picture gets a whole lot brighter. We wish you the best of luck in your international hiring process! 

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