Strategies for employers struggling to find workers

Strategies for employers struggling to find workers

Strategies for employers struggling to find workers

What can employers do to brighten their hiring outlook and find skilled workers? Consider these tips:

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The rate at which unemployed people are getting jobs is lower than it was pre-pandemic, and it’s taking longer to hire people. What can employers do to brighten their hiring outlook and find skilled workers? Consider these tips:

 

1. Promote company culture

While wage incentives and benefits are a clear way to help meet hiring goals, these are proving to not be enough by themselves. Attitudes are shifting when it comes to what people want out of work, with newfound importance being placed on purpose, balance, and flexibility. This could be one indicator of why so many are staying voluntarily unemployed.

It’s crucial that company culture does not become a staged marketing exercise in order to meet hiring goals but that businesses really do embody the values they are espousing. The current crisis is as much about a labor shortage as it is about employee retention. Not only does that aspect make an employee happier, more productive, and more likely to stay, but it also makes them more likely to recommend the organization to others.

 

2. Expand your search globally.

Your usual pool of potential candidates might have become more shallow (or maybe even dried up), but there could be more talent overseas. For those positions that can be done anywhere in the world, open up your search globally.

Roots EOR can facilitate hires for you anywhere in the world. You can find talent in any other country — people who bring needed skills and refreshing cultural diversity to your team — and then engage a global EOR to help bring them on your team easily, quickly, and most importantly, compliantly.

 

3. Tap into the contingent workforce.

Partnering with an EOR can help you find and tap into the contingent worker talent pool. Bear in mind, though, that contingent workers are in such demand that they can pick and choose where they would like to be and what they would like to do, so be prepared to negotiate.

 

4. Partner with community organizations to recruit talent.

If your own talent pool seems smaller by the day, consider collaborating with outside groups (such as community and professional organizations or colleges) to recruit talent.

For example, some educational institutions currently are partnering directly with local manufacturing companies to help upskill their students for today’s manufacturing jobs. As with the above steps, you can use an EOR to facilitate these “internships” without taking on the time and administrative burden.

With forces conspiring to widen the skills gap and worker shortage in the U.S., you need to get proactive about widening your hiring process in response. Overcome these challenges, and you could find yourself tapping into talent pools you never considered before and creating a more diverse, skilled, and high-performing team.

EMPLOYER OF RECORD CAN HELP YOU

Want to know more about RootsEOR? Contact Our Advisors 

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How to hire staff in Latin America without a local company?

How to hire staff in Latin America without a local company?

How to hire staff in Latin America without a local company?

Would you like to hire employees from other parts of the world but you don´t know where you start? Perhaps this article will help you take courage and take the first step.

Post main image. Illustrative EOR vs PEO

Thanks to the rapidly growing information flow and an ever-present internet access, it has become extremely easy to interact with people, companies, and governments around the globe. The emerging markets of Latin America are no exception to this transition process.

Traditionally, Latin American markets have been reliant on agriculture and on the extraction of natural resources. However, in recent years, these have begun to be substituted for industrial production and services. As a result, increasing amounts of foreign direct investments which come to this region are in a great extent a reason for this shift.

Are you thinking of doing business in Latin America, an attractive option is through an employer of record (EOR)? 

 

What is an EOR?

An EOR is an organization that supports companies through the provision of human resources services. That generally means recruiting, hiring, firing, and paying all taxes and benefits to local employees, as part of a comprehensive EOR service. However, a more limited service can also be provided based on your needs.

Essentially, an EOR will manage time-consuming HR tasks, leaving their clients to focus on other aspects of their businesses.

 

Benefits of contracting through an EOR in Latin America

Besides saving your company time and manpower, other benefits of hiring an EOR in includes:

Profitability: Hiring staff through an EOR reduces administrative and recruiting expenses and saves you money if you want to hire local staff but do not have operations large enough to warrant company incorporation or branch formation.

Recruitment: A reliable EOR will have an established recruitment team with abundant knowledge of the local market, which will quickly be able to find the most suitable and qualified personnel for your company.

Compliance: With their experience and knowledge of the local market, EORs will ensure as a matter of course that you are in full compliance with all the countries labor laws and regulations.

 

Benefits of not having a local company

The EOR is charged with carrying out the legal and regulatory requirements of immigration, employment and payroll, but does not participate in day to day work activity.

In essence, the EOR is the registered employer for the worker, but does not have any supervisory or management role vis a vis the employee’s position. The original employer maintains the substantive work relationship, making all decisions on compensation, position duties, projects and termination.

Specifically, the employer of record is the legal entity that:

  • Arranges all visas and work permits for the employee, avoiding delays or refusals
  • Provides a registered entity for running a local, compliant payroll inside the country
  • Meets all host country labor laws pertaining to local contracts and worker protections
  • Advises the client of required notice periods, termination rules and severance pay
  • Is the host country interface between the employee and government authorities

Work with ROOTS EOR

Do you want to know more what we do? Contact Our Advisors 

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EOR Vs PEO

EOR Vs PEO

EOR Vs PEO

How can EORs help you hire global teams successfully?

Post main image. Illustrative EOR vs PEO

But there are key differences between the two services you need to know about, and this article will help you to understand them.

What Is a Professional Employer Organization (PEO)?

In HR, PEO stands for Professional Employer Organization. If your business is looking to outsource its HR function locally, PEOs can offer extensive employment management services. They can provide a holistic HR and admin solution including: Payroll, managing benefits, onboarding, advice to help companies keep to local employment laws, meeting local customs and industry best practice.

As these administrative processes require dedicated resources and expertise, PEOs can offer an outsourced HR function that helps companies to comply with local tax and employment laws. There are a handful of other benefits of working with an experienced PEO team, including: Lower HR overheads, simplified payroll process and tax preparation, advice on regulatory compliance and management of legal risks, advice on industry best practices and benchmarks, improved employee experience, more time to focus on business and productivity
By working with PEOs you can often outsource a range of HR functions, while maintaining control of organizational decision-making, such as managing your employees’ day-to-day roles and responsibilities.

There is one significant disadvantage to working with a PEO, and that’s that the legal responsibility remains with you as the employer. This often means you have to set up a local entity (i.e. incorporate a company or register your business) in the jurisdiction where your employees will work. This can be time-consuming and complex, especially for start-ups or SMEs. It’s also worth noting that PEOs aren’t legal in some countries. You can read more on that below.

PEOs are a great option for companies that are expanding their operations globally and setting up local entities, but require local HR support for their remote team. They can help take away some of the workload associated with HR functions and could save your company money.

 

What Is an Employer of Record (EOR)?

An Employer of Record offers similar services to a PEO, but unlike a PEO, an EOR does become the legal employer for their client’s chosen talent.

While PEOs focus on particular HR and payroll tasks, they don’t represent or act on behalf of client companies. In contrast, EORs do act on behalf of client companies, employing talent for their clients via a service agreement.

This means that EORs take on the added responsibility of complying with local employment laws for their clients. EORs ensure compliance with local regulations regarding:

Compensation, holidays, benefits and welfare, severance and termination, payroll tax and collective agreements.
EORs also sign the employment contract alongside the employee. On paper, they are the employer for a client’s chosen talent and are legally liable for them.

Nevertheless, client companies still retain full control over their relationship with the employee and the work they are doing. This is ensured through the service agreement between an EOR and their client company.

If you want to hire someone based in a country your company doesn’t already operate in, using an EOR is probably the best solution for you. This is because you won’t need to set up a local entity, which will, in turn, save your HR team precious time and resources.

Work with ROOTS EOR

Using an EOR can help you hire talent abroad compliantly while taking on HR work like payroll and benefits. Want to know more? Contact Our Advisors 

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Four advantages of hiring a foreign worker for your canadian business

Four advantages of hiring a foreign worker for your canadian business

Four advantages of hiring a foreign worker for your canadian business

Why hire a foreign worker?

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So many legal procedures and formalities along with ongoing immigration compliances. Plus, there will be the cultural challenges of having somebody from another country working with your team.

Yet, it doesn’t make sense to avoid hiring foreign workers altogether. If done right, this decision can transform your business, boost your profitability, and create a more cohesive and loyal team of employees.

 

1. Expand your talent pool

Graduates from the top universities of India to the most experienced candidates in Vietnam—you can compare and select candidates from the biggest talent pool in the world. You have the option of hiring directly from a foreign country.

Or, you can choose a foreign employee who has just graduated from a Canadian university. And finally, there are those working in Canada on a work permit whom you can consider for your position.

Opening up your position to such candidates can give your business an advantage that your competitors have been ignoring.

2.Diversify your workforce

Managing a diverse workforce can be a very challenging experience. However, get this right and your business will enjoy fantastic benefits over the long run.

If you want your business to have the capacity to tackle different types of challenges, then you need people who think differently working together as a team. Selecting candidates from the same social and cultural background will not lead to a versatile and dynamic team.

A diverse workforce creates numerous cross-cultural learning opportunities for the entire workforce. Getting people from different nationalities to work together is the most effective way to create a strong bond of loyalty among your team.

A diversity-friendly business is more productive, more efficient, and will work harder to overcome business challenges.

 

3. Access the big immigrant customer base

A business that hires immigrant workers will find it easier to establish a connect with immigrant customers. It’s natural for a person to have more trust in a person of the same ethnic, cultural, and national background.

If the best candidate for the job is a foreign worker or immigrant, then you will find it easier to access and tap the vast market of potential customers who have immigrated to Canada from another country.

The message that your business focuses on quality and efficiency over all other parameters will be evident if you hire the best person for the job even if he/she will be moving to Canada from a foreign country.

This is probably the best way to create a modern, progressive, and diversity-friendly vibe around your brand.

4. No more unfilled positions

Canada has more aged people than young working-age individuals, which means there’s a real risk that you may not find the right candidate for your position from within Canada.

At a time when the entire world has become one big market, having multiple unfilled positions or being unable to find the best candidates for the positions can be a massive disadvantage. Being open to hiring foreign workers will protect your business from this risk.

While your competitors will continue to struggle, you can hire the right person for the job and get on with the task of boosting the revenues and profits of your business.

Work with ROOTS EOR

If you have decided to explore the option of hiring foreign workers, then it’s time to sit back and trust the professionals. Don’t make the mistake of presuming that the various immigration rules and procedures apply only after you have selected the foreign worker. Need help? Contact Our Advisors 

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Expanding your company and hiring new employees in Canada is an exciting time.

Expanding your company and hiring new employees in Canada is an exciting time. However, you could face costly fines or other sanctions if you do not follow Canada’s employment and recruiting compliance laws closely.

Canada has extensive employment laws at both the federal and provincial levels, which can make Canada employment compliance bewildering for businesses new to the country. Every province has its own withholding, social services, and notice periods. About 90% of Canadian employees are protected by provincial employment laws, while the rest is covered by federal law. Federally-regulated industries include banks, telecommunications, and air transportation.

Most provinces limit the number of hours your employees can work in a week, although some jurisdictions have exceptions for the maximum hours for specific industries. Employees also have the right to an annual paid vacation — although this also varies by province.

Just as the culture shifts among provinces, so do the recruiting laws. Each province has the authority to create its own regulations while following the Canadian government’s overarching staffing and recruiting laws.

Canadian employment contracts often include a probationary period of three months. However, employers are required to provide reasonable notice of termination.

Before you officially hire Canada employees, you’ll need to examine each new employee’s Social Insurance Number (SIN) and record it. If the number begins with nine, the worker is not a Canadian citizen or permanent resident and can only work for a particular employer with authorization from Citizenship and Immigration Canada.

You’ll also need to ask employees to fill out required forms such as Form TD1 (Personal Tax Credits Return), before their first day.

Because Canada has extensive employment laws, you’ll need to stay well-versed on both federal regulations and those in the particular province where you are hiring. Canada hiring outsourcing with a EOR is a great way to stay compliant and save you time and money.

Work with ROOTS EOR

Roots EOR can hire employees on your behalf to get you started without setting up a subsidiary. As the Employer of Record, we handle all Canada employment compliance and take the liability off your shoulders.
Contact Our Advisors 

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8 benefits of hiring remote workers

8 benefits of hiring remote workers

8 benefits of hiring remote workers

Post main image

In the age of COVID-19 more and more employers are starting to switch from traditional office employees to remote employees. What are some benefits of hiring remote workers?

According to some recent remote work statistics in the United States alone, 5 million employees work from home at least half the week. There has been a 173% increase in the number of people who work remotely since 2005 and it starting to accelerate even faster in 2020. It’s estimated that 75 million people or 56% of the workforce could work from home.

What are some benefits of hiring remote workers?

1. Reduces overhead costs

Office lease rent payments can be an enormous cost, especially during economic downturns. There are also other overhead costs that add to the expenses such as workers’ compensation insurance, furniture, cleaners, and office supplies. Compensating the employees for their working space is unnecessary when they’re working remotely. A survey by glassdoor showed the 30% would trade pay raises for the option to work remotely.

2. Remote workers are more productive

They can focus on their work without being sidetracked by their coworkers. A lot of employees also love working remotely. They cited that the flexible schedule and the ability to work from any location as the biggest benefit.

3. Reduces costs for workers

While you’re getting a huge benefit and savings in remote working, the same goes for your employees. They save on gas, car insurance, maintenance, and food costs.

4. Saves time for workers

Employees have a higher quality of life cutting out the long commutes to and from work.
That is why 14% of Americans actually moved just to live closer to their jobs. However, it’s not always the best decision as there are many factors to consider, such as higher rent costs the closer they are to a larger city.
Some working from home productivity statistics state the average remote worker saves between 2 and 5.5 hours a day from not commuting to work or having weekly onsite meetings.
This makes remote work appealing to a lot of potential employees. 

5. Increases worker retention

Having the ability to work from home increases employee retention. The ability to avoid the commute is a big selling point to many current and potential employees.

6. Increases worker productivity

According to some recent studies working from home can increase productivity by up to 50%

7. Working from home is healthy for the environment

The more people that work from home reduces the amount cars are on the road and the less pollution that occurs.

8. You can hire workers from anywhere

Hiring remote employees gives you a chance to hire more talented individuals even if they’re from the other side of the United States. Meanwhile, office employees are limited to the talent you can source within the local area where the office is located, or you must pay relocation expenses. For companies who are not located in big cities, this means the number of talented individuals you can hire is much lower and you have a hard time competing for those candidates that enjoy the big city life.

You would like to hire employees from other parts of the world, but you don’t know how to do it. You think it is very difficult, you should know the labor rules of each country, and you must pay a lot of social charges? We have the solution for you. 
Contact Our Advisors 

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8 benefits of hiring remote workers

8 benefits of hiring remote workers

In the age of COVID-19 more and more employers are starting to switch from traditional office employees to remote employees. What are some benefits of hiring remote workers?