Three strategies for finding full-time remote work jobs

Three strategies for finding full-time remote work jobs

Three strategies for finding full-time remote work jobs

There’s no doubt that remote work is here to stay. But, how do you combat the barriers to securing a job? Let’s look at three key strategies for finding remote work jobs in 2022.

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Update your LinkedIn profile

It’s important that your work and education experience is not only up-to-date but outlined in a way that would bring context for a hiring manager from overseas who may not be familiar with the university you attended or companies you’ve worked for. Is your university highly ranked or respected? Say so. Is your company a market leader in your country? Say so. And make sure to include any awards, accolades, or impressive results that will signal you’re a rockstar.

Highlight your remote work experience

Companies want to hire people that are even more productive at home than in the office. Talk about your productivity journey working from home during the pandemic. Emphasize your wins and accomplishments, such as launching a successful project virtually, implementing an asynchronous workflow, or onboarding new team members through Slack and Zoom.

Look further from home

An increasing number of remote positions are location agnostic – meaning you don’t need to live near the office in order to apply. Make sure you read the job description carefully. Some remote jobs are fully remote whereas others are hybrid positions, meaning you work remotely part of the time and on-site for the balance. While most remote-first companies have now implemented asynchronous workflows that make it easier to collaborate across timezones, always ensure that you clearly understand the expectations around working hours, especially if you’re not in the same timezone as your manager. Nobody likes a 2 am meeting!

Today there are few jobs that cannot be done remotely

You can even live in one country and work for a company from another. Do you want to know how? Contact us

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The Airbnb effect

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The Airbnb effect

The announcement led many companies to question their way of hiring.

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Airbnb told its 6,000 employees that they would have the option to permanently work remotely and also told its U.S. employees that they could move to anywhere in the country without a reduction to their compensation.

Although remote work grew remarkably, the announcement generated a lot to talk about in the world of work and led many companies to ask themselves if it is feasible to hire people from anywhere in the world.

Airbnb CEO Brian Chesky announced on Twitter “Five key features” of its new work policy, which goes further than several other tech giants in its flexibility for employees:

1. You can work from home or the office—whatever works best for you.

2. You can move anywhere in the country, like from San Francisco to Nashville, and your compensation won’t change

3. You have the flexibility to live and work in 170 countries for up to 90 days a year in each location.

4. We’ll meet up regularly for team gatherings. Most employees will connect in person every quarter for about a week at a time (some more frequently).

5. To pull this off, we’ll operate off of a multi-year roadmap with two major product releases a year, which will keep us working in a highly coordinated way.

start now with your remote work team

Many companies are already thinking of applying this model. In fact, there are many who have been applying for it for years. Did you know that it is possible to legally hire people anywhere in the world? Contact us

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Will companies follow the course of Airbnb?

Will companies follow the course of Airbnb?

Will companies follow the course of Airbnb?

Most of their employees can now work remotely forever.

Airbnb promotes remote work

According to an email sent by CEO Brian Chesky, the international vacation rental company Airbnb will allow its employees to work from anywhere —be it from home or office indefinitely. The email read, “We have designed a way for you to live and work anywhere— while collaborating in a highly coordinated way and experiencing the in-person connection that makes Airbnb special.”

Majority of Airbnb employees will have the flexibility to work from either home or office. In contrast, people in some roles will be required to be in the office to perform their core responsibilities. However, employees’ compensation will not be impacted if they move anywhere in the country they work from, as the company will have single-pay tiers for salary and equity from June.

Chesky said that the move was part of a wider shift at the company to accommodate flexibility and remote work. “The world is becoming more flexible about where people can work,” Chesky wrote. “We see this in our own business. We wouldn’t have recovered so quickly from the pandemic had it not been for millions of people working from Airbnbs.

Do you agree with what Chesky thinks?

If you believe that your company could work better if you can have all the employees working where they want, what do you expect to do?

start now with your remote work team

Do you know that you can do it in a legal and safe way? Contact us

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Remote work is here to stay

Remote work is here to stay

Remote work is here to stay

It not only benefits employees, this way of working also benefits companies. Find out why.

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When remote work (also referred to as telecommuting) first began, many companies didn’t immediately trust the concept. What they probably pictured was employees slacking on the job watching re-runs on television rather than working. Without direct supervision, companies didn’t believe that employees would do as much work at home as they did in the office.

Another concern that companies had with remote work was that it would negatively impact communication and collaboration with other team members if all the employees weren’t on-site together.

Fast-forward to present day, where remote work has now become more than just a “nice to have” benefit; many workers now expect to be able to work remotely. Remote work isn’t just a benefit for the workers, but also for companies. Let´s see why:

1. Increases productivity
  • Remote workers tend to be more productive because:
  • Don’t need to commute into work.
  • They can finish their work on their own time.
  • Workers aren’t distracted by their coworkers.
  • Your team can take breaks when they need to.
  • Their schedule is more flexible.
  • They are self-motivated.

Would you like to know more about tips to make your remote work more productive? Don´t miss these Hacks & Tips by Galactic Feed

2. Reduces costs

You don’t need to rent office space to be in business. There are certain advantages to gathering your whole team in the same space, but your costs would also increase. Remote teams can significantly move the needle the other way.

3. Remote workers are healthier

Numerous studies and research show that certain aspects of in-housework have negative effects on mental and physical wellbeing, and these can be mitigated or reduced by working remotely.

Remote workers can be happier and healthier, and the knock-on effects can have positive impacts on your business.

Remote workers are just as productive (if not more) than their in-office counterparts. Office environments can be noisy and distracting, often with constant interruptions. Working remotely removes most of the normal in-office distractions and allows employees to have control over their day and focus on their work. The teamwork doesn’t suffer like some companies think because of the available collaboration and communication tools available.

start now with your remote work team

Remote work and the demand for it will only continue to increase. Companies who have a more flexible work force are well placed and well-prepared for the future. Want to hire employers remotely from any part of the word? It’s easy!. Contact us

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Frequently asked questions about EOR (Part I)

Frequently asked questions about EOR (Part I)

Frequently asked questions about EOR (Part I)

More and more companies are hiring us, but at the same time there are more and more doubts. We invite you to read the first questions. We will answer more in the next days, so: stay tuned!

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1. Are you an international PEO?

Professional Employment Organizations (PEOs) provide their services in most cases by co- employing the workers with their clients. Co-employment does not exist in an identical format outside of the US. Our EOR service is designed exclusively for companies with the need to hire employees outside of the US. So, while the service is modeled after PEOs in the US and does provide many of the same benefits of a PEO, we are not an international PEO.

2. How can we engage a worker in a country where my business has no presence or establishment?

We can employ foreign workers in many countries on our client’s behalf. This means that in countries where your company does not have a business entity, you can still legally employ local workers. Our clients do not have to form a local entity. That is one of the core benefits of our EOR service delivery mode.

3. Will we need to set up bank accounts in the country we wish to engage a worker in?

No, foreign banking facilities and local funds are not required. We manage the foreign payments in the local currency, and then invoice the client in GBP, Euros or USD. However, in most countries, the worker being paid will need to have an in-country bank account to receive funds in the local currency.

4. How do we know what benefits we must provide for the worker?

The laws on benefit provisions are completely unique to each country. By becoming the employer of record, become responsible for ensuring all statutory benefits are provided to the worker. In addition, we can offer clients insights into what is customary in each country and in many cases, will provide referrals to benefit experts who design supplemental packages, if desired. Our clients find that this is a great way to help workers feel unaffected by the alternative arrangement, which results in higher worker retention.

5. How can I pay my foreign worker compliantly?

All you need to do is to agree what to pay the worker, have them sign the approved in-country worker contract, adhere to the agreed upon payroll schedule and leave the rest to us.

Do you still have doubts?

With our services our clients no longer need to own a local entity to employ talent compliantly. We offer the most cost-effective way of growing internationally while maintaining legal compliance within the countries your experts work in. Contact us

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A new way to hire

A new way to hire

A new way to hire

Work changed, it’s time to change the way we employ people too.

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Over the past year, we saw more workers going remote and more collaboration happening online, changing not just work but hiring forever.

It’s no wonder that the world’s top companies now recognize global hiring as a business advantage and opportunity, allowing them to gain insights into new markets and greater diversity in ideas. Additionally, international hiring helps solve challenges around finding the right talent and retaining talent among the growing number of workers who wish to relocate. But it’s not without risks and complexity, which have long created barriers to entry for recruitment teams who want to hire across borders.

So, what is a hiring manager to do? In many hiring scenarios, the most straightforward approach is working with an employer of record.

Why use an Employer of Record (EOR)?

Most recruiters have experienced the pain of finding the perfect candidate for a role, only to turn them down because of the country where they reside. Employers of record provide the solution to this problem.

 

What is an Employer of Record (EOR)?

An employer of record is simply an entity through which you can legally employ your dream hires, regardless of where they live. Do you know about us? https://rootseor.com/ . EOR Roots acts as the worker’s employer on paper, but effectively, your hire will work for your business just like anyone else on your team.

We will typically manage hiring, compliance, payroll, benefits, and more for your foreign employees, thereby eliminating much of the cost and complication from the process of global hiring.

Why businesses need us?

The reality is that most companies don’t have the resources or expertise needed to make global hiring work, and mistakes can come with considerable risks.

For companies with the resources, opening an entity may not be the best use of their time or money. Partnering with us. Roots EOR, is often faster and more cost effective. Reducing cost and complications of global hiring are advantages of EORs, but far from the only ones. Hiring managers also need to be mindful of the risks of misclassifying workers or running astray of labor laws in the foreign countries.

hire best talents everywhere

Fortunately, by working with Roots EOR; businesses can tap into the expertise of employment lawyers and business experts whose entire focus is getting global hiring right. This means that internal talent specialists can focus on doing what they do best, like attracting and retaining the right talent on their teams. Not struggling to keep up with changing laws in multiple countries. Want to Contact us?

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