Employee retention matters

Employee retention matters

Employee retention matters

It’s no secret that retaining top talent is key to promoting organizational growth. Recruiting and retaining new employees is expensive and time consuming.

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Employee retention is the number of employees that stay with their company in a given period of time. Typically, these employees only count as “retained” if they are happy, engaged, productive, and not looking for other work. Employee retention strategies help organizations prevent high turnover, usually through boosting employee engagement and providing competitive benefits.

In short, the longer that people work for you, the higher your retention rate. The more often you find yourself hiring and firing for the same role, the lower your retention rate.

Here are three reasons why understanding your employee retention rate is important:

Your team is better and more productive

Companies that can retain their employees benefit from people that not only know their role, but can work well as a team. These people often grow to be influential leaders within the organization. They not only can fulfill their rules well, but they’re able to train others.

Improves company culture

It’s very uncomfortable to work in an environment where you feel like you could be fired at any moment. And hiring new faces can be exciting, but it can also make you feel like you don’t actually know anybody. High retention boosts camaraderie. It’s good for employee morale and improves productivity. Less hours are spent processing incoming and outgoing employees.

Reduces expenses

Acquiring new employees can be costly. And even once they’re in the door, each employee represents a significant investment of time and training. When those employees are happy with their jobs, companies are awarded with higher commitment, skill, and morale. High turnover means that employers lose the benefit of both employee skill and on-the-job experience.

how to retain your employees?

To make sure that the employees stay in the company, it is important to have everything in order. Even when we hire employees from different parts of the world. Did you know that you can legally hire employees worldwide? If you are interested in knowing more: contact us

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Changes in the way of working and hiring

Changes in the way of working and hiring

Changes in the way of working and hiring

Americans quit jobs at a record pace during the second half of 2021, and more plan to resign in the new year. How can companies take advantage of this situation and seduce employees?

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Although specialists predict that quitting will continue steadily at similar, elevated rates we’ve seen over the past year, they are not confident that we’ll see another big quitting wave in 2022.
That’s because the tight labor market has pushed companies to offer better benefits and higher salaries, that will keep employee turnover from being “completely rampant” in the months ahead.
What are companies doing to seduce employees?

 

Flexible work arrangements will be the norm, not the exception

The freedom to work from anywhere has become the most sought-after benefit during the pandemic – so much so that people value flexibility as much as a 10% pay raise, according to new research from the WFH Research Project.

More companies will embrace this change to attract and retain talent. Leaders are starting to ask: “How can we give people more power over their schedules? How can we be more flexible?”

Managers that blame external factors for turnover – whether it be government leadership, the pandemic, unemployment benefits or other reasons – and refuse to offer flexible work arrangements will be the “losers who struggle in the wake of the Great Resignation”.

Flexible working culture will lead to better work-life balance and improved mental health for employees. HR leaders know that work will fit around our personal lives rather than our personal lives fitting around work.

 

Remote jobs will become more competitive

As companies struggle to hire in the United States, a growing number of managers could turn to automation and international candidates to fill open roles.

The pandemic accelerated the trend toward automation as companies embraced digital waiters, concierges and other technologies amid social distancing rules and virus fears. In 2020, the World Economic Forum surveyed about 300 global companies and found that 43% of businesses expect to reduce their workforces with new technology.

Economist predicts that companies will make larger investments in robots and artificial intelligence to reduce hiring times and costs even after the pandemic subsides.

 

Those same benefits could push companies to hire more international candidates for remote roles and create even more competition for remote jobs, he adds. In the United States, employees tend to be paid higher wages than people in many other countries. If you’re a remote organization, you can recruit workers from all over the world who can do the same job for a cheaper rate.

Are you ready for your remote work team?

Do you want to know how to hire employees in other parts of the world in a legal, fast and easy way? Contact Us

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Hiring international workers?

Hiring international workers?

Hiring international workers?

Roots EOR makes it simple! Let’s look at the following article!

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While everyone is still coping with the effects of COVID and the global response to the pandemic, there are some results of the past two years that are clear. One is that remote work and the shifting worldwide workforce is here — and it’s here to stay.

Almost three out of four companies report they plan to shift some of their employees to remote working permanently. Meanwhile, up to 30 percent of the workforce will likely be working remotely by the end of this year. And for the most part, both employers and employees are saying that they see benefits from this new arrangement.

Remote working makes the at-home workforce work

You’ve probably seen the hoops your company’s HR pros have to jump through when all your co-workers are stationed in one place. Now, imagine the hurdles they face when your co-workers work in other time zones. Or even, other nations.
Roots EOR does everything for your company: bringing together tools for overseeing payroll, benefits and formalities.

Roots EOR can simplify the hiring and staffing process for any company with remote staff, it’s particularly geared to help firms navigate through the complex world of international labor and hiring.

Globalize your workforce with Roots EOR

Whether firms want to better organize their current workers or open the doors to international talent. Roots EOR has optimized the process for adding workers in foreign nations to a team naturally.

Typically, the process of hiring foreign workers would be a long, laborious one, requiring a company to set up a legal entity in the worker’s own country so they could get paid with all applicable taxes paid and local laws observed. If that sounds like more work than most companies would want to do just to onboard a foreign worker…you’re right, which is why most haven’t.

Roots EOR handles all international compliance and HR responsibilities. With representatives all over the world, Remote leverages in-country experts to make sure employees you hire are paid in their local currency, enjoy benefits and perks befitting their nation, and support all HR issues from salary changes and rewards to discipline and offboarding when needed.

hire anywhere

We can make remote work even simpler. How? Contact Us

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Can a US company hire a Canadian citizen?

Can a US company hire a Canadian citizen?

Can a US company hire a Canadian citizen?

A guide for hiring remote workers in this country

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US companies are beginning to look abroad for top talent, who can be hired as remote workers in their own country.

A few of the advantages of hiring in Canada are purely practical, such as sharing English as a primary language, proximity to the US for ease of travel, similar time zones, and a developed educational and professional environment. But then your company will have to find a way to legally hire a Canadian citizen. This guide will outline your options and the main compliance concerns when employing in Canada, with the need to set up a Canadian payroll from the US.

Can a US company hire a Canadian citizen?

If you have recruited a Canadian worker, the steps of hiring them may seem daunting. It is one thing to hire employees in the US in a familiar system, but that becomes more complex in a new country. The primary challenge is running a compliant Canadian payroll, and meeting all labor and employment regulations.

If you do this on your own, your HR department will be facing an entirely new regulatory framework, without any local assistance. However, there are ways to overcome these barriers with the use of third-party expertise.

How do US companies hire Canadian employees?

There are two main methods for US companies to hire Canadian employees:
1. Set up a Canadian entity
2. Employ your Canadian employee through an employer of record

The choice will depend on your level of commitment to Canada, number of employees and cost considerations.

Let´s have a look at each one:

1. Set up a Canadian entity

Your company can set up its own Canadian entity as a branch or subsidiary, and hire and payroll the employees directly. But this method is less than ideal if all you want to do is hire Canadian workers. It is costly and time consuming to set up an entity in any foreign country, and will require the use of legal and accounting experts in Canada. It really only makes sense if you are hiring an entire remote Canadian team, or have other strategic business plans in the country.

2. Employ your Canadian employee through an employer of record

A more efficient option is to use a Canadian employer of record (EOR) to hire your remote employees. The EOR is already set up as a legal entity with a local payroll that can hire and onboard your employees immediately. The EOR will ensure that your company is in full compliance with tax and entitlement calculations, which your Canadian employees can rely on as residents. While the EOR administers employment in Canada, your company continue to manage the employee’s schedule and work projects.

Let´s clear some doubts about it:

Does a Canadian employee working for a US company have to pay US social security or taxes?
As long as your Canadian employee does not establish residency in the US, they don’t have to pay US taxes or social security. The fact that they are being paid by a US company does not equate to personal income tax liability for the employee, as long as they remain in Canada.

Do Canadian employees need a work visa or permit to work remotely for a US company?
The simple answer is that as long as the Canadian remote worker is physically performing the work in Canada, no US work visa is required.

hiring remote workers in Canada

You don’t have to go to the expense of setting up a Canadian entity, or take the risk of hiring contractors. Roots EOR employer of record in Canada is ready to do it for you, complying with every part of Canadian and provincial employment laws, and making sure that your new employee is taken care of locally. Contact Us

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3 tips for recruiting abroad

3 tips for recruiting abroad

3 tips for recruiting abroad

Companies want to have the best employees. Today it is possible to get them anywhere in the world. Are you interested in knowing how to do it? Read the article.

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1. Develop an adjustment plan after recruiting abroad

Once you’ve put in the time and resources to recruit abroad, it’s crucial to ensure your new global employees adjust properly. Having a global team means that your relationship with those employees will be different than with your local teams. Plan to bridge the social distance, make both teams feel important and supported, and provide enough space for the new team to make decisions.

Focus on defining your company so you can communicate those values to new employees. When you bring a local hire into the company, it’s much easier to catch onto the business culture. When someone is far away, even on the other side of the world, it’s crucial to be more communicative.

 

2. Understand local labor laws

Local labor laws can be complex and counterintuitive. Every country has its own set of labor protections and regulations. They can differ between regions or cities within a country, too. Without an in-depth knowledge of local laws, you can write contracts that are unenforceable, mishandle tax information and collection, and other errors.

Misclassifying workers is a frequent error for companies hiring overseas. It can be tempting to label every new hire an “independent contractor,” which keeps costs down. The employer pays fewer fees, taxes, and has fewer responsibilities when dealing with contractors.

However, most labor systems have strict tests for whether a contractor is actually an employee. Misclassifying someone as a contractor who should be an employee can result in huge expenses and lawsuits. The best way to ensure compliance with local labor laws is to use a trusted partner who is familiar with it so you can focus on developing your business.

 

3. Recruit smarter

While there is no shortage of people looking for a job, there is often a shortage of qualified, hard-working candidates. It can be difficult to find workers with the skills you need.

Many companies use their social networks to recruit good workers. You can also expand your reach by engaging with strategic partners that have established international networks to help find qualified employees.

RECRUITING ABROAD IS POSSIBLE

Expanding abroad is a big undertaking, but you don’t have to go about it alone. Work with a trusted team that has the experience to hire talent overseas, can help you manage compliance, and understands the culture. Get in touch with us today: 
Contact Us

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10 qualities that employers look for

10 qualities that employers look for

10 qualities that employers look for

In this article, we’ll review the aspects every employer looks at. You can consider highlighting these skills in your resume and interviews:

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Communication skills

Employers understand the value of effective communication and actively look for this skill in potential employees. It’s important to show your competence in this area verbally, physically and through written communication. When responding via email, double-check the message before sending it to ensure that you are being clear and concise. Another key component to good communication is the ability to actively listen and provide thoughtful feedback, so be sure to stay engaged.

Honesty

Is key quality that employers want in their staff. Some applicants are tempted to exaggerate their qualifications to secure a job, but this is inadvisable. Though it may help you progress through the hiring process, if your potential employer discovers your dishonesty you will never recover their trust.

This quality is also an important characteristic to have beyond the interviewing process. An employee that admits mistakes and learns from them is an asset to any company. 

Loyalty

Honesty and loyalty are two traits that can’t be taught, which is why they are key attributes that employers look for. Prove yourself trustworthy and committed to the success of the company, and you will be invaluable. 

Dependability

The ability to consistently follow-through is an important work trait that employers seek, and one that you can prove you have throughout the interviewing process. Show a commitment to following deadlines by completing tasks as they’re assigned. 

Teamwork

Though not every job requires collaboration, the ability to work effectively and harmoniously in a group is a strength that employers want their employees to have. In fact, they will likely ask you how you function in a team during the interview process, so come prepared with an anecdote that highlights your ability to compromise and collaborate.

Flexibility

The ability to adapt is an important quality that employers want. Prove to them you can tackle tasks and changes as they come. You can also show this skill by addressing improvements that need to be made and developing systems or solutions to the issues.

Confidence

Being self-assured is a key characteristic that employers look for. They seek people to join their team that are confident in their abilities and that know what they want. Confident employees are friendly, engaging and have a clear (and honest) idea of what makes them a valuable asset.

A key component of confidence is having clear goals. Communicating your dreams to potential employers will prove that you are striving for something bigger, and not just looking for a job to pay your bills.

Work ethic

Another top quality that employers look for is a good work ethic. Employees that work hard are always on time and on target. Take pride in your work and others will take notice.

Problem-solving skills
Employers are looking for more than brainless drones to do their bidding. They want people on their team that can pinpoint a need and address it, so be sure to recount instances when you recognized an issue and developed an effective solution.

Ambition

Is a key trait that employers look for because of what it communicates about the worker. It means that they have something they’re working towards, and they are on a path of betterment for both themselves and their circumstances. Don’t be afraid to share your big dream with potential employers. They’ll likely find value in it, and it will positively impact your worth.

Are you looking to expand your staff?

Would you like to hire employees from other parts of the world with these qualities but don’t know how? Contact Us

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Changes in the way of working and hiring

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3 tips for recruiting abroad

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6 tips for foreign employment

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