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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.
Being highly responsive and engaging is also key. Organisations should aim to respond to worker inquiries quickly, investing in software solutions that enable speeding up these interactions as needed. Failing to do so can harm the worker experience and potentially the employer’s brand. Automating different processes can help in this area so workers can connect with managers promptly or find answers to frequently asked questions on their own.
3. Understand Cultural Nuance
As organisations expand their talent searches to different locations and countries, it is imperative that they invest the time and effort to familiarise themselves with the cultural expectations in those regions. Before beginning global hiring, businesses should go through an internal cultural discovery process of their organisation. When hiring and onboarding workers from diverse locations, organisations can make small gestures to show their understanding and appreciation of any cultural differences.
Hiring a local expert can be tremendously helpful in this area, since comprehending local customs will allow international workers feel welcomed and like an important part of the organisation. On-the-ground experts in different locations will also allow organisations to navigate local laws and regulations, improve awareness of any potential changes that will impact the business, as well as leverage supplier relationships.
