Policy Development

Challenges to Overcome When Hiring Globally

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The acquisition of global talent is a move in the right direction for many companies. Some benefits of global workers include new market opportunities and the new perspectives that come with the diverse talent pool. However, companies should be wary of the potential challenges involved with entering the global talent market. We have laid out a few challenges to expect, and the strategies for overcoming them.

Employee Coordination and Responsibility

It is no secret that global hires can be a valuable asset to your company. However, when hiring globally, you may have to overcome some challenges around making sure the employees reflect and identify with your goals. As a global company, it is important to not only communicate and collaborate, but educate on how best to uphold your company’s value and reputation.

Thankfully, the presence of remote work has allowed for companies to utilize tools that make it easier to conduct online meetings, plan virtual events, and communicate tasks. However, here are some things that should be taken into consideration before using these tools:

  1. Time differences: Not every time will be mutually desired for your global employees. When scheduling meetings or online work events, be mindful that the time in your designated time-zone may fall out of your employee’s daily work hours. Finding an agreed upon time to conduct business and improve employee relations will help your employee with productivity while remaining respectful of their timesheet. Traditional standard working hours may need to become flexible.
  2. Trainings: Any new hire will have questions, regardless of your training program. It is important that your on-boarding trainings, as well as any skill development modules, are comprehensive and easily accessible on an online platform. Be sure that your platform can be accessed by all countries involved, especially those that have restricted access.
  3. Prioritize Employee Relationships: A great way to enhance employee coordination and responsibility is by allowing your new hire to know your firm inside and out–this includes your other employees. It is important to give your employee the time and space to establish relationships with their fellow co-workers. Scheduling one-on-one meetings with their team and others who work for your company will help your employee feel more accustomed to their expectations while fulfilling an interactive work culture.

Tax Compliance

Tax rates can fluctuate across borders. As a global mobility manager, it is your responsibility to ensure how you can remain compliant to tax expectations on a global scale for your employees. For more information in how to remain tax compliant in the automated world, click here.

Salaries, Employee Benefits, and Public Holidays

Salary and employee benefits also have the potential to vary when hiring globally. Employees in different countries may have different monetary and pay rate schemes based on their place of residence. It’s important to research the cost of living in those areas through your data providers and evaluate on a regular basis. Inflation may not occur at the same rate as your home country. The pay rate may also be different. For example, in the US you are most likely to be paid on a weekly or biweekly basis, but in the EMEA region, they are typically paid monthly.

Additionally, the general employee benefits such as expected PTO or public holidays may bring forth different needs and will require flexibility. The number of public holidays can vary drastically between locations, and it should be expected that employees will follow the public holidays in their working location. It may feel strange to allow 20 holiday days for an employee in one location and only 5 in another location, but in several countries public holidays and allotted PTO are law and should be researched.

Before hiring globally, it is extremely important to ensure that you do your research. Become familiar with the culture in that particular area and what employers are doing in that specific country to accommodate their employees. Research the average and expected salary of the position you’re hiring for in that country. The more prepared you are, the better the outcome for both you, your potential new employee, and your company’s reputation. Having a good reputation will help your company with hiring in the future.

Differences in Perspective

A difference in perspective is ultimately a positive thing for your company. However, it is important that your company remains cognizant of the potential challenges that may come with hiring talent with different perspectives.

The acquisition for global talent will undoubtedly bring in employees who have had different life experiences, different work-life views, and especially, different approaches to certain tasks. This, in turn, may cause some communication and coordination challenges. Here are some things you can do to offset these challenges:

  1. Set expectations early on: Be transparent about your company’s expectations and desires. This will allow your employee to know what is expected from them early on. Consistent communication is key.
  2. Be open to new approaches: The way which your global hire may complete tasks may be the most efficient way for them. When you give your global hires the space to work in the ways most efficiently for them, it can enhance productivity and improve employee compliance.
  3. Ensure there is still space for collaboration: Collaboration across departments and employees is essential in maintaining productive operations. As a global mobility manager, be respectful of the perspective your new hire may bring in, but continuously ensure that there remains space for collaboration when needed. This can help increase your employee’s identity with the company and improve workplace relationships.

Overall, hiring globally has more pros than cons. That does not mean that challenges won’t arise. Your responsibility and duty as a global mobility manager includes overcoming those challenges in the most effective and efficient ways possible. Your takeaway from this article should be: hire globally, and do it proudly. Remain aware of the obstacles as there are ways to overcome while increasing productivity and maintaining a global presence.

About the Author

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Laura Wilkins, CRP, GMS

Team Lead, Global Operations

Laura is a connector – connecting your employees to the perfect solution for their need. She serves as the liaison between senior management and U.S. International operations team providing expertise, consultation and assignment service support to all …