Multinational companies have always had some amount of global hiring. However, remote work has made it possible for companies to widen the net and consider job applicants from anywhere. In addition, local workers may end up working for foreign companies.
WATCH: How to Avoid Common Mistakes While Hiring Global Contractors
Having access to a global workforce is a win for many reasons. The diversity of experience and cultural exchange bring new perspectives to an organization. Expats have been bringing their talents, backgrounds, and cultures to businesses around the world for years. Remote work has simply multiplied the benefits.
However, HR leaders must consider the different laws and requirements for hiring people from abroad. They have challenging questions to ask, such as whether to hire foreign employees or contractors, what their tax obligation is in a foreign land, and more. It’s a lot.
That’s why HR Exchange Network has gathered some relevant tutorials and talked to those with firsthand experience about global hiring:
Where in the World Is All the Talent?
In Global Hires: How to Decide Where to Recruit, learn about best practices from Diane Albano, Chief Revenue Officer at Globalization Partners. She touches on what parts of the world are rich with talent. More importantly, she explains why global hiring is beneficial and how to effectively onboard those who are coming from different parts of the world.
Pay Appropriately
Discover the ins and outs of determining compensation and benefits packages in How to Be Competitive on Pay and Benefits in International Markets. Learn about the social charges, such as mandatory tax contributions, pensions, social funds, etc. This is a particularly informative guide for anyone determining compensation and benefits packages and required documents for hiring people living in other countries.
Digital Nomads Bring You the World
Digital nomads are almost the opposite of global hires. They are location independent and work remotely, thanks to technology, from different places around the world. In A Global Guide to Hiring Digital Nomads, Mark Hedley, Vice President of Talent Recruiting at Globalization Partners, defines digital nomads and describes the benefits they can bring to organizations. Hedley answers questions about considerations HR professionals must make when hiring digital nomads.
Visas for These Nomads
Digital Nomad Visas Can Help the Global Economy is a column about how the use of these visas can help organizations find talent amid a labor shortage. Columnist LaKisha Brooks points out how hiring nomads means boosting the travel industry, which took major hits during the COVID-19 pandemic. Also, the decision to hire digital nomads can expose teams to different cultures and could promote diversity, equity, and inclusion (DEI).
Promoting Inclusion of Global Hires
Once HR leaders have recruited and hired someone from abroad, they must help them onboard successfully and fit into the organization. Global companies have an obligation to employees to promote cultural exchanges, consider different holidays and traditions, and build bridges among teams. In Implementing Diversity in a Global Organization Workplace, Brooks describes how to include global hires in a greater DEI strategy.
Leading the Cultural Exchange
Americans have a reputation for assuming exceptionalism and insisting on doing things the American way. That attitude does not get people very far in the global economy. In the video Going Global: Breaking Out of the U.S.-Centric Mindset, Ki Thompson, Head of Executive D&I Engagement at Microsoft, and William Gadison, Global Diversity, Inclusion, and Belonging Manager at Air Products, shared their experience working in the Kingdom of Saudi Arabia. As Americans, there was culture shock and lessons learned. Working abroad helped them realize that there are many ways to do things, and leaders will consider them all.
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