5 Tips For Hiring A Full-Time International Team

There has never been an easier and more promising time to hire a full-time international team of staff, thanks to the rise in remote work and the growing popularity of outsourcing talent. 

Hiring an international team allows businesses to work with employees with hard-to-find or highly specialised skills by giving them access to a wider talent pool. In addition, a remote international workforce is 35-40% more productive, helping businesses remain competitive.

However, hiring a full-time international team comes with demands and challenges, as hiring practices and laws vary from country to country. This article will explore five tips for hiring a full-time international team in 2024 and beyond.

1. Research Local Employment Laws#

Laws may differ based on your international employee’s home nation. So, ensure you research the local laws around:

• Minimum wage

• Overtime hours and pay

• Sick leave and pay

• Annual leave allowances

• Employer pension contributions

• Termination rules

• Frequency of pay

You can usually get all the information above from the county’s government website. If not, try speaking to employment lawyers from the country you want to hire internationally from. 

Local legislation is one of the most essential components of hiring internationally, as every country has a different set of rules, regulations and requirements for companies to follow. For international companies, these regulations may also differ internally. 

2. Set Up International Payroll#

Once you’ve found the right international talent to hire, paying them correctly is of utmost importance. You can rely on global payroll software to outsource payroll processes usually performed by your human resource (HR) department. 

Global payroll software will enable you to pay international employees whilst remaining compliant with exchange rates, frequency of pay, and tax laws in the different countries you are hiring from.

Some payroll software, such as Deel and Rippling, are remote-focused. 

3. Attain The Right Licences #

You sometimes need a sponsor licence to employ someone from outside the UK, depending on whether the job you want to fill meets specific criteria. In addition, the licence you need depends on whether the workers are for skilled, long-term employment or specific types of temporary employment. 

You will need to pay a fee when you apply for a sponsor licence. The fee depends on:

• The type of licence

• Your business/organisation

• How fast do you want a decision on your application

However, you will not need a sponsor licence for certain international employees, including Irish citizens, those with a settled or pre-settled status under the EU Settlement Scheme, and those who have been granted indefinite leave to remain in the UK.

4. Hire An EOR Provider#

If you plan to hire a team of international employees from one country, you could consider setting up a legal entity or foreign subsidiary for your business there. This means opening a legal business in compliance with the local laws.

However, hiring an Employer of Record (EOR) provider is the fastest and safest way to start hiring a full-time international team from multiple countries. 

An EOR is a third-party provider that becomes the legal employer of international workers, allowing businesses to begin onboarding new employees without hiring HR, legal, and compliance experts. 

EOR providers handle payroll, local taxes, and employee benefits and ensure your company is insulated from the compliance risks that come with hiring internationally.

Unfortunately, most EORs come with costly fees, including: 

• An upfront set-up fee for each employee

• A deposit for each employee, either as a lump sum or as a percentage of the employee’s salary. However, you receive the deposit back when the employee terminates their contract with your business.

• A monthly membership fee for using the EOR service

That said, an EOR provider is likely the simplest and most straightforward way of hiring internationally. At the end of the day, they specialise in helping companies to do exactly that. Hence, an EOR provider might be your best bet.  

5. Leverage International Recruitment Platforms #

If you want your job listings to get in front of the right global talent, you need to leverage international recruitment platforms and online job boards with a global reach.

Recruitment agencies with expertise in global hiring are also a smart way to connect with qualified international employees. 

In addition, you can leverage social media platforms such as LinkedIn to reach potential employees across the globe. 

Leveraging international recruitment can be a great strategy to significantly boost the quality and quantity of the applicants. Since you could be targeting multiple locations, you will have more to choose from. Thus, you are likely to be able to find someone with more experience and qualifications. 

Ready To Hire A Full-Time International Team?#

The thought of moving to an international business model may leave your board excited because the benefits of a international recruitment include access to a wider talent pool with highly specialised skills, an enriched workplace culture, insights into new markets, enhanced branding, and more.

However, there are some final things to consider when hiring a full-time international team, including:

• Cultural differences. Give international employees their local or religious holidays off to promote inclusivity.

• Times zones. During the hiring process, allow candidates to record themselves answering your questions so you can review them at a time that suits you.

• Language barriers. Hire multilingual employees who speak English and another language, as this allows you to expand into new markets or start working with international clients.

Conclusion#

In conclusion, hiring a full-time international team offers immense advantages, from accessing diverse, specialised talent to boosting productivity and gaining insights into global markets. 

With remote work and outsourcing tools at an all-time high, it’s easier than ever for businesses to tap into a worldwide talent pool. However, success in international hiring depends on careful planning and compliance.

By understanding local employment laws, setting up efficient payroll systems, attaining necessary licenses, partnering with an EOR, and leveraging international recruitment platforms, businesses can confidently and effectively manage a global workforce. 

With the right approach, an international team can become a pivotal asset, driving growth and innovation in today’s increasingly interconnected world.