Multinational companies have always had a certain amount of global hiring. However, remote work has allowed companies to expand the network and consider job candidates from anywhere. Additionally, local workers may end up working for foreign companies.
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Having access to a global workforce is a win for many reasons. The diversity of experiences and cultural exchanges 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 managers must consider the different laws and requirements for hiring people overseas. They have tough questions to ask, such as whether to hire foreign employees or contractors, what their tax obligations are in a foreign country, and more. It’s a lot.
That’s why HR Exchange Network has put together relevant tutorials and talked to people with first-hand experience of hiring globally:
Where in the world is all the talent?
In Global Hires: How to Decide Where to Recruit, learn best practices from Diane Albano, Chief Revenue Officer at Globalization Partners. It touches on which parts of the world are rich in talent. More importantly, she explains why global hiring is beneficial and how to effectively integrate those who come from different parts of the world.
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Learn the ins and outs of determining compensation and benefits in How to Compete on Compensation and Benefits in International Markets. Find out about social charges, such as mandatory tax contributions, pensions, social funds, etc. This is a particularly informative guide for anyone determining compensation and benefits and the documents required to hire people living abroad.
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Digital nomads bring the world to you
Digital nomads are almost the opposite of global hires. They are location independent and work remotely, using technology, from different locations around the world. In A Global Guide to Hiring Digital Nomads, Mark Hedley, Vice President of Talent Recruitment at Globalization Partners, defines digital nomads and describes the benefits they can bring to organizations. Hedley answers questions about considerations HR professionals should make when hiring digital nomads.
Visas for these nomads
Digital Nomad Visas Can Help the Global Economy is a chronicle on how using these visas can help organizations find talent amid labor shortages. Columnist LaKisha Brooks highlights how hiring nomads means boosting the travel industry, which has taken a beating during the COVID-19 pandemic. Additionally, the decision to hire digital nomads can expose teams to different cultures and could promote diversity, equity and inclusion (DEI).
Promoting the inclusion of global hires
Once HR managers recruit and hire someone overseas, they need to help them successfully onboard and integrate into the organization. Global companies have an obligation to their employees to promote cultural exchanges, consider different festivals and traditions, and build bridges between teams. In Implementing Diversity in a Global Organization Workplace, Brooks describes how to include global hires in a larger DEI strategy.
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Lead cultural exchange
Americans have a reputation for being exceptional and insisting on doing things the American way. This attitude does not get people very far in the global economy. In the video Going Global: Breaking Out of the US-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 UK from Saudi Arabia. As Americans, there was culture shock and lessons learned. Working abroad has helped them realize that there are many ways to do things and that leaders will take them all into consideration.