To combat recruiting challenges and gain access to top performers, many companies are expanding their talent searches internationally and hiring remote employees, freelancers, contractors or other types of contingent labor.
Hiring remote employees in other countries can be a challenge, however, as employers have to navigate significant complexity to ensure workers are legally employed, culturally included and professionally supported within their organization.
As global companies begin managing, onboarding and hiring remote employees, here are five common mistakes HR should avoid:
Failing to communicate company values
When looking to attract top international talent, companies need to be mindful about how and how often they communicate their culture and values to the outside world. A company too reserved, unclear or inconsistent with its public communications could be sending the wrong impression to potential new hires. Remote workers can be especially sensitive to poor brand communication, for they are often unable to learn about a company’s workplace culture through referrals or word of mouth.
To present a good first impression to these workers, employers will need to demonstrate their credibility and trustworthiness by conveying a consistent, strong voice. Publicly highlighting company values can be a great way to showcase workplace culture to potential candidates. An informative website and careers page establishes credibility and helps candidates visualize themselves as a contributing member of the team. Beyond a simple list of values, employers can share stories, anecdotes and specific examples to describe how their values show up in day-to-day operations.
Companies who communicate about themselves openly and honestly are better able to attract like-minded people, no matter where they are in the world.
Offering one-size-fits-all benefits when hiring remote employees in other countries
HR managers often assume that offering global workers the same benefits as their employees in the U.S. is both generous and fair, but there are many instances where these benefits are not appropriate for international remote workers. As an example, most countries offer state-provided health care coverage that is more than adequate, so offering a private health plan to foreign workers as is custom in the U.S. is often not necessary. Managers need to continually take local laws and customs into account before crafting a benefits plan, ideally tailoring country-specific benefits while still offering relevant components of their company’s benefits scheme.
Since a company’s benefits package can often be a competitive advantage when attracting and retaining remote workers, going beyond the minimum statutory requirements is ideal. Employers can research the international benefits plans their competitors are offering to compare themselves with industry leaders. And, to gain a greater competitive edge, companies can find ways to differentiate themselves by offering more specific perks, like monthly coffee shop allowances, that will appeal directly to the flexible workforce.
Neglecting remote-specific onboarding requirements
Day one on the job can be quite different for a remote worker versus someone working in-office. With no office structure or co-workers nearby to guide their behavior, figuring out how to get started is often more challenging. The onus is on employers to design a thorough onboarding process to alleviate employees’ uncertainty and help them feel more supported from the start.
By leveraging early and consistent communication, a “pre-boarding” process can help new hires quickly become familiar with their role-specific tasks and responsibilities. Right after an offer letter is signed, managers can begin sharing their training schedule and onboarding plan and connecting them with new team members. Also, providing clarity around tools, platforms and systems is especially helpful for those who have never worked remotely before.
Many remote-based companies have found the most ideal time to onboard a new worker is right before a company-wide event so they can meet the entire team in person. Even though a company event can help someone new instantly feel like part of the team, the timing may not always work out. When in-person connection is not possible, virtual tools like video calls are also helpful for creating face-to-face meetings and bringing people together for the first time.
Additionally, as companies work to get their new hires acclimated and set up for success, they could be overlooking regulations that dictate how and when international workers should be registered with the government. For example, Mexico has a statutory requirement demanding new hires are registered with the government within a five-day window—so employers will need to plan accordingly for special cases like these when they onboard international workers. An HR team with localized expertise will be able to advise on these an
