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Remote work is the new norm for many businesses, especially startups, which has opened up a whole new world of talent for companies. But with so many potential remote candidates available, it can be overwhelming trying to determine the best way to interview and hire remote workers.
Mastering the process of hiring and managing a global remote team, especially one working in different time zones, is challenging. However, companies that set clear expectations, maintain effective communication channels, and utilize global HR management tools like an Employer of Record (EOR) can hire effectively and create a cohesive remote work environment.
Companies that embrace remote work are seeing substantial benefits, including:
Hiring employees located around the world does pose some unique challenges, since every country in which you hire has its own rules and regulations regarding pay, taxes, benefits, vacation time, and more.
Adhering to the specific legal requirements for multiple countries while managing payroll for remote teams can be tricky. For example, you’ll have to comply with different labor laws and regulations, including minimum wage, overtime, benefits, Social Security contributions, and more.
In addition to following the tax regulations in the country where you business is based, every country where you hire talent has its own local tax system that you’ll need to follow to avoid potential financial penalties.
When hiring international employees, you can encounter legal, operational, or cultural risks if you’re not familiar with local rules and cultural norms. Working with legal experts will help establish clear contracts and policies that comply with local employment laws.
When building a remote team, you have the option of hiring employees, contractors, or both. Contractors are a flexible option that can fulfill a business’s short-term needs. But relying on contractors also carries risks. For example, misclassifying a new hire as a contractor would be in violation of local labor laws. This could result in serious financial consequences for your business, as well as damage to your reputation.
Here are strategies to find, attract, and retain the best remote talent while also following ethical hiring processes to position your company as a values-driven employer.
When hiring remote employees, it’s important to create a clear and compelling job description that reflects your expectations for the role. Specify the responsibilities for the role and preferred work experience. You should also clarify if you have other specific preferences, such as what time zone the employee is based in, and if it’s OK if they work on an asynchronous schedule from other team members.
Post your open positions on remote employment boards frequented by job seekers. For example, in the U.S. this could be LinkedIn and Indeed, while in India local job boards include Naukri, Shine, or Foundit.
During the recruitment process it’s key to utilize data-driven hiring practices to identify the best candidates for the position, and reduce the potential for hiring bias.
Thanks to the ease of scheduling a video call on Zoom, Microsoft Teams, or Google Meet, it’s easy to connect with great candidates anywhere in the world. The interview process gives you and your team the opportunity to ask interview questions that assess a candidate’s skills, personality, and whether they seem like a good cultural fit for your team.
After interviewing a promising candidate, your hiring manager should verify the work experience information provided by the job candidate. That’s because nearly 20% of all employment, academic, and professional license verifications end up with flagged discrepancies.
Once you’ve extended an offer and the candidate has accepted, it’s crucial to create a smooth onboarding process to welcome them into their new remote work environment. New hires need to understand expectations and how your company measures success. Set clear performance goals, tasks, responsibilities, deadlines, milestones, key performance indicators, and feedback channels.
Since everyone has different work styles and expectations, effective communication skills are critical for remote team members. The onboarding experience should outline best practices for communicating with team members. For example, recommending an employee send a Slack message for a quick question, versus sending an email if they need to share a lengthier update with a larger team. You should also set expectations regarding the turnaround time for replies, especially if your employees operate in multiple time zones.
Managing remote talent requires a modified approach compared to managing in-office teams.
It’s possible to create a remote-friendly company culture where employees feel connected to one another. However, while frequent online collaboration can keep team members connected, it’s also beneficial to hold occasional all-hands meetings in person.
A Recent Harvard Review study found that 93% of respondents said they believe in-person meetings are critical to bridging cultural differences. Without frequent in-person interactions, team members may take longer to establish trust and collaborate effectively. Regular company retreats can strengthen relationships and boost team performance, especially as your team grows.
Danny King, CEO of Accredible, says his company was able to instill a sense of community with the company’s global teams by holding team building retreats for employees.
Hiring and managing remote talent can be complex, especially when dealing with multiple countries, currencies, and regulations. Compliance with local laws regarding payroll, tax, and legal requirements can be time-consuming and costly. That's where an EOR like Remofirst can help.
Remofirst is an all-in-one solution for hiring and managing remote talent. We handle payroll, tax, compliance, and HR details, allowing you to focus on running your business. With Remofirst, you can hire remote talent globally without worrying about local laws, currencies, or payment methods. Remofirst makes onboarding new employees quick and easy with same-day setup, ensuring you can get your new hires up and running fast, often within 24 hours.
Request a demo to see how Remofirst can help you successfully hire a remote team:
Hiring remotely can be a cost-effective solution when you consider the savings on office space and related expenses.
The best way to find remote employees is to use dedicated remote job boards, professional networking sites like LinkedIn, and referrals from existing hires and networks.
Yes, each country has its own set of compliance rules and regulations that companies must follow when hiring remote staff or operating in that country.
