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Remote work is allowing companies to hire workers amidst ongoing talent shortages across industries. As a result, tapping geographically dispersed talent pools is becoming increasingly important to fill skills gaps. However, expanding a contingent workforce globally can be complex, and organisations need to consider various factors to be successful.
1. Consider Compliance Regulations
Every nation and territory around the world has unique employment laws and regulations. For instance, there is legislation surrounding technology hosting in China and the E.U., data privacy regulations such as the General Data Protection (GDPR) in the European Union, and various others. Organisations looking to design a compliant, global program must keep these in mind, or face serious repercussions which can include lawsuits, fees, or even a tainted company reputation.
Organisations looking to navigate different regulatory landscapes confidently can bring in an internal specialist or partner with an Employer of Record (EOR) or Managed Service Provider (MSP). These partnerships offer guidance in staying ahead of changes in the law, correctly classifying labour, up-to-date expertise for different regions, and more.
2. Enhance the Worker Experience
Creating an excellent worker experience can help businesses attract top talent globally in addition to helping stand out among competitors. Benefits like flexibility, paid time off, educational opportunities, and supportive environments enhance worker experience, leading to strengthened talent retention – even more so if they are specifically customised for specific regions.
