How do recruiters find candidates?

How do recruiters find candidates?

Dec 2, 2021 | Employer Of Record, EOR, Hiring, Recruiters, Recruiting

How do recruiters find candidates?

3 ways recruiters look for candidates so you can get noticed and get more job opportunities.

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1. LinkedIn

The top place where most recruiters look for job candidates is LinkedIn. So, how do recruiters find candidates on LinkedIn? Recruiters perform targeted searches using keywords and filters (like location, job title, and more).

This allows them to find active job seekers but also passive candidates who may not be looking for a job change, but could still be convinced to make a move for the right offer.

They’ll look through hundreds of professionals, reading the job title, recent work description, sometimes viewing the list of skills, and then quickly moving on to the next.

If you want to get seen by recruiters, take the time to make your LinkedIn profile as strong as possible. This is a great way to appear in more recruiter searches and get seen more often.

Hiring managers also browse LinkedIn looking for qualified candidates, and a company will typically post each job directly to LinkedIn as well. These are more reasons to be on LinkedIn if you’re in an active job search.

Make sure you’ve got a completed profile with work experience, skills, and a good headshot. If you’re looking for a new position but haven’t completed your LinkedIn profile, you’re holding your job search back.

2. Asking candidates for referrals

When talking to a candidate, recruiters may end the call by asking the candidate if they know anyone else they can refer for other jobs they’re working on.

Some recruiters also seek out referrals in a sneakier way; they will sometimes use reference checks as a way to build their network and find new candidates to work with.

They’ll ask for two or three references and then after speaking to those people, they’ll start talking about the job market and gauging their interest in new jobs.

People in your network can also intentionally refer you to a recruiter.

You don’t need to announce your job search publicly on social media or broadcast it to all of the hiring managers in your network on LinkedIn. Instead, you should have one-on-one conversations with key people in their network to notify them about your job search.

Recruiters also utilize employee referrals. This occurs when an employee within a company refers a colleague from outside the company.

Companies will often reward their employees financially if they refer a candidate who gets hired for a job. So it’s worth asking people in your network if their employer is hiring. You aren’t bothering them, and you might even be making them some money if they refer you to a company recruiter and you get hired.

3. Talking with an existing professional network

Top recruiters will build a relationship with good job candidates and try to work with them multiple times throughout their careers.

So when a new job is posted, many recruiters go into their professional network (usually tracked through LinkedIn) to see who might be a good candidate for a newly-opened job.

For this reason, it’s worth building a strong relationship with a few good, knowledgeable recruiters who specialize in your industry and/or city.

And stay in touch with a recruiter even after they refer you for a job, because you could be a suitable candidate for more jobs in the future.

Recruiters can keep you informed about career-advancing opportunities. Even if you’re not actively job searching, it can’t hurt to hear what type of talent companies are looking for and what those companies are willing to pay people who they’re hiring.

What types of positions are you hiring for right now?

What do you look for in a candidate for those roles?
Are you planning to hire employees? We have just given you some tips to optimize your selection. Remember that today, with teleworking and home office, it is possible to hire employees from all over the world. You do not know how? Contact Us

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6 tips for foreign employment

6 tips for foreign employment

Nov 30, 2021 | Employer Of Record, EOR, Hiring, Recruiters, Recruiting, Remote work, Tips

6 tips for foreign employment

Hiring abroad allows you to hire the best talent for your company, but what do you need to know before making an offer? Read our top tips to find out more!

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1. Respect public holidays

Employees working abroad are entitled to paid leave on public holidays in their countries of residence. Respecting this not only ensures your compliance, but also shows that you value your team members’ cultural contexts. This is a great way to foster a sense of belonging within your team and retain foreign employees.

2. Know where your employees are based

Employing foreign workers means your employees could be working anywhere in the world. You need to know where they are working from so you can employ them compliantly and ensure they have the right to work wherever they are.

3. Fair salary benchmarking

There are a number of ways to benchmark salaries when employing foreign workers. Whatever you decide, ensure you are paying salaries that are compliant, commensurate with employees’ qualifications and experience, and calculated the same way across your team.

4. Know how to pay your foreign workers

There is no one system from which to pay all salaries, as well as taxes and contributions to the authorities when employing foreign workers. Many countries have specific systems in place, like PAYE in the UK. We’ve created a step-by-step plan on how to pay your employees working abroad.

5. Streamline online onboarding

When hiring internationally, set up a streamlined online onboarding process for an easy start to your employee’s new job. Give them access to all necessary online tools and allow them to onboard independently and asynchronously if needed. We also recommend scheduling lots of 1-on-1 meetings in the first month. Introduce them to the whole team within their first week to foster connection to the wider team.

6. Set your team up with the right remote technology

Remote working tools are incredibly helpful for maintaining communication across internationally distributed teams. They can help facilitate external meetings, task management, socializing, and ad hoc brainstorming. New software programms like Slack or Monday are also helping teams work remotely across time zones. Be selective – choose the tools that suit your team’s needs.

cost-effective foreign employment solutions

Roots EOR can help you stay compliant and support your employees working abroad. As a remote-first team ourselves, we are well aware of the challenges and awesome benefits of hiring abroad. We offer an efficient and cost-effective foreign employment solution so you can focus on your activities and growing your business. 
Get in touch today

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How to hire employees in South Africa

How to hire employees in South Africa

Nov 26, 2021 | Africa, Employer Of Record, EOR, Hiring, Job, Remote team, Remote work

How to hire employees in South Africa

It has been shown that having employees in different parts of the world can and does benefit companies. The problem lies in the selection and hiring process. But we have a solution for that.

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International companies may view South Africa’s high unemployment rate as a positive opportunity to employ qualified workers who may be struggling to find work.

To hire employees in South Africa, your company first needs to establish a legal entity in the country. You can choose to form a branch, a private or public company, a close corporation, a partnership, or a joint venture. Many international companies choose to form a private company in South Africa, which can operate more independently than a foreign branch. Starting a business in South Africa takes at least 40 days and involves several steps. To establish your South African subsidiary, you must:

  • Apply for a company name, or accept your business number as your name.
  • File a notice of incorporation.
  • Submit your memorandum of incorporation.
  • Open a South African bank account.
  • Register with the tax authorities.
  • File for UIF with the Department of Labor.
  • Register for COIDA.
  • Apply with the District Council.
  • You may also need to procure special business licenses or permits depending on your industry and business operations in the country. You should also factor in time for setting up your business location, whether that means renting out office space or building a manufacturing plant.

The simpler solution if you don’t need a physical business presence in the country and you want to start hiring new employees in South Africa right away is to partner with an Employer of Record (EOR).

Hiring remote employees in South Africa is possible!

Roots EOR bears the responsibility of legal compliance like managing payroll and leave. This means your company gets all the benefits of employing South African employees without having to deal with the complexities of international hiring.

Want to know more about us? Contact us.

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Strategies for employers struggling to find workers

Strategies for employers struggling to find workers

Nov 9, 2021 | Employer Of Record, EOR, Hiring, Recruiting, Remote work, Tips

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?

Nov 5, 2021 | Employer Of Record, EOR, Featured, Hiring, South America, Why choose us

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

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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