4 Things to Know Before Hiring Internationally

Hiring international employees and contractors is a fantastic way for a company to broaden its horizons, patch its skill gaps, expand into new markets, and save some money. 

To do it right, however, you need to show up prepared. Below, explore the four things every company should know before hiring internationally. 

It All Starts with Effective Talent Acquisition Strategies

Unfortunately, finding the right candidates isn’t as easy as entering a new country and holding up a sign that says “available jobs.” Skilled international professionals require the same  pursuit, courtship and compatibility assessment as skilled professionals in this country. 

To start, create a list of possible lead generation channels. Ideally, you want to cast as wide a net as possible. These channels may include: 

• Local job boards

• Professional networks 

• Local recruitment agencies/headhunters

• And industry forums

Next, consider tailoring your recruitment strategies to the local talent pool. Emphasize your organization’s commitment to inclusion; create recruitment materials with an eye toward cultural sensitivity and local norms to ensure that your company values resonate with local talent; be crystal clear about required English language proficiency (if any); and showcase the career advantages of working for your American company. 

Legal and Regulatory Compliance Is Best Left to the Experts

Compliance – i.e., acting in accordance with local laws and regulations – is the cornerstone of hiring internationally. By contrast, failure to comply is one of the biggest blunders you can make in international hiring, opening you up to legal risks and lost productivity. 

It’s best practice to partner with expert EORs (Employers of Record). The best EOR platforms leverage proprietary AI to make certain that hiring processes are compliant, allowing you to manage employees legally and efficiently in a country where you have no legal entity. Among other things, they: 

• Draft ironclad contracts compliant with local laws

• Manage payroll for employees and contractors

• Manage onboarding and terminations

• Manage local tax withholdings and benefits administration, and more.

For more information about how AI-enabled EORs can help you hire internationally, visit the Borderless AI website, where you’ll find a wealth of country-specific resources.

Be Proactive About Language and Cultural Differences

When hiring international employees, consider building out your corporate policies to include cross-cultural training for managers and employees. When employees (both local and international) understand the various cultures and customs underneath your organizational umbrella, everyone benefits.

As for language barriers, you can implement a couple of strategies to overcome them. Encourage local and international teams to use plain business English, free of idioms and excessive jargon. And consider employing an automated, AI-powered translation software across communication channels.

Working Out the Logistics Will Take Planning and Strategy

Lastly, understand that there will be kinks to iron out in the process. It might be impossible to understand the totality of these minor complications in advance, but that shouldn't stop you from trying. Preparedness is a virtue in business, after all.

A common logistical hurdle is separate time zones and communication. With employees working round-the-clock, set clear expectations for standard start times, project turnarounds, communication response times, etc. 

Another logistical element that may need your attention is remote setups. What will your international employees need by way of tools and technology? And how will you provide those essentials, along with the requisite tutorials and training? Planning for these small logistical issues will make the road ahead much smoother. 

With these four considerations squared away, you’re ready to expand your company.