Many companies imagine that looking for talent abroad can go over budget or involve having to deal with too much paperwork. It can be tricky to do so, but not when you have the right expert by your side. We gathered a few Ontoppers experts to share 3 helpful tips to make sure your foreign hiring goes north.
Step #1: Be Strategic When Onboarding your Talent
This step is crucial as most employers agree a good onboarding experience can positively influence new international talent to stay with the organization. As we are talking about remote global hiring, it is very important to focus on delivering a successful onboarding experience. For instance, adding your new employees to the platforms used and sending them ice-breaking content is a great way to get started. This content can be anything from the company's culture to the projects they will be working on.
Help workers feel special through an Onboarding rockstar presentation and make them feel at home by sending a list of the people they might need and their contact information. It is also always a good idea to host a virtual meeting during their first day where they can meet their team and new peers. This can be a casual chat for the team to talk about their passions and even lifelong dreams.
Trust us, Onboarding is key to skyrocketing your business. According to Research by Brandon Hall Group, strong onboarding processes improve new hire retention by more than 80%. How about productivity? It also leads to a retention rate of over 70%! That’s mind blowing right? Make sure your Onboarding team is aligned and on the same page. The more efforts made to help them feel comfortable and welcome to your company, the better the results.
Step #2: Check International Compliance
Compliance is a topic we get a lot of questions about. Many companies don’t know just how important compliance is, especially when it comes to hiring internationally.
Finding qualified enough people either from the company's country or abroad can take not only a lot of time but also money. That’s why Ontop always has your back. Here we make sure you get the best of the best in the most cost-efficient way possible.
If you start to search on your own for your employees or contractors make sure to look in the right places, or else you will risk losing time and money. We always ask our partners what they would consider to be the picture-perfect hiring experience. After Covid, the answers started to change. CEO’s were no longer looking for in-person work. They had to adapt and so did we. The workplace no longer had an address.
Here at Ontop, we make sure to verify every employee and contractor's documents. We do an international background check either in sanction lists for any freelancer or ex-employer, before creating an official contract agreement.
It is a priority at Ontop to complete a background check for every contractor and employee using the Office of Foreign Assets Control sanctions list. We also partner up with different background check companies such as Truora, working together to make the background checks complete and thorough.
Check out how to hire from anywhere in the world with Ontop:
It is also important to understand the difference between Employees and Independent Contractors, especially from a legal perspective. Check out this information from our legal team.
The legal link between employers and employees exists when a person (employee) performs work or services under a subordinated relationship. In this case, the employer can establish the conditions under which such services must be accomplished, in return of a salary.
What is the difference between an Employee and an Independent Contractor?
Generally, an employment relationship is the traditional working relationship between Employee and Employer governed by an Employment Agreement and labor laws. It is characterized, but not limited to the following elements:
• Subordination
• Salary
• Work frequency
•Exclusive relationship
When it comes to Independent Contractors, they provide services to a client through a Contractor Agreement which is subject to general rules of business/corporate contracts and civil law rather than labor law. The contractual relationship between the Independent Contractor and Client (or contracting party) is usually characterized by the following:
• Payment that is not considered a salary
• Non-exclusive relationship
• Non predetermined working hours
• No subordination
• Independency
• Use of own working tools
Here are a couple more frequently asked questions when it comes to classification and compliance.
Why is proper classification of a worker important to the Client?
If a Contractor is treated as an employee, there is an increased risk of liability for the Client, especially in the You Sign model. If there are too many elements of an Employee relationship present in the relationship between the Client and Contractor, the Client may be liable for many factors of the Contractor's working conditions such as safety and anti-discrimination.
Do Independent Contractors need to pay taxes and social security?
Answer: An Independent Contractor pays taxes and/or social security contributions directly to the tax authorities from the fees it charges to the Client. It is the responsibility of the Independent Contractor to consult with its accountants and/or tax lawyers about which taxes it needs to pay.
Step #3: Aim for Profitability and Productivity
Using Covid as a time stamp, it is really important to focus all efforts on becoming profitable and productive. Since 2020, the economy has become more complicated than usual. That’s why the future of work is generating lots of attention.
Previous reports from companies were already showing some of the benefits of remote work. Let’s look at this credible study from editor Laurel Farrer (Forbes, 2020). Farrer collected statistics from the world’s leading research institutions, including Gallup, Harvard University, Global Workplace Analytics, and Stanford University.
She concluded that all research pointed to workplace flexibility as a means to boost productivity by 35%-40% when compared to working from a physical office. According to Farrer’s study, the productivity of flexible workers also increases due to the autonomy and independence workers experience when working remotely. The result is work with 40% fewer quality defects. Not to mention that Global Workplace Analytics has proved that hiring a remote worker can save you a lot of money not only for the company but the worker, and the environment. After all, companies can save at least $11,000 USD per month. Make sure to follow these steps and check out Ontops deals.
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