3 benefits of recruiting an international team 

3 benefits of recruiting an international team 

3 benefits of recruiting an international team 

Despite offices opening back up, many companies continue their remote recruitment efforts. Learn more about the three major benefits of looking for fresh talent globally.

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Today, many companies continue their remote recruitment efforts despite offices opening back up, allowing for a more expansive talent pool and widespread brand recognition.

As businesses increase their adoption of remote talent recruitment, they simultaneously become more open to international recruitment. This is partly thanks to flexible work environments, the increased integration of virtual meetings, and shifts in internal operations.

Whether due to necessity or expansion, below are some major benefits of hiring international talent. 

 

1. Diversity

When organizations hire talent from the same geographic and cultural backgrounds, they are more likely to overlook perspectives outside of their own.

Hiring diverse talent, whether in engineering, marketing, or customer service positions, can help increase creativity, help solve problems faster with new perspectives, help companies connect with their customers, and help businesses build products that truly serve their global markets.

This also cultivates a positive brand perception because hiring internationally shows your company values workplace diversity, embraces new ideas, and promotes inclusion.

 

2. Increases market insight

Market insight is one of the main benefits of international recruiting. Companies with homogenous workforces must do extensive research when entering new markets, and even then, are prone to legal mishaps or cultural misunderstandings. Having employees spread across the globe gives companies access to experts with intimate knowledge of the market’s norms and complexities and can help better prepare for international expansion. Having people on the ground can reduce research costs and prevent missteps.

 

3. Win more talent

The primary advantage to international recruitment is that it expands your talent pool. If your open positions are limited only to those who live in the same country, you might struggle to find high-caliber talent. By recruiting internationally, you have a world of options at your fingertips. There are talented professionals in every single country, and you’d be doing your business a disservice by not calling upon their skills and experience. Test and hire employees from all over the world and see just how much it improves your workplace culture, employer brand, and overall market insight.  

Recruit a remote international team

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The future of work: remote working in 2022

The future of work: remote working in 2022

The future of work: remote working in 2022

How will companies adopt and adapt their processes for remote work this year

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Every year is a new challenge for companies. Here we mention three predictions related to work:

Prediction #1 – Remote work will become normal for the majority

Companies that don’t open up to remote working, or that insist on restrictive working models, will face problems in hiring and finding the right people.

In 2022, this will carry on. For those that invested early in supporting remote work, they will see the problems settle down earlier compared to those that either have not invested or did so half-heartedly. The challenge will be not so much the technology to support doing all this securely, but how to maintain the right processes and team culture over time. When people are not physically working alongside each other, and when communication is all asynchronous, it can be more difficult to keep the right culture in place.

Prediction #2 – Onboarding and offboarding will have to change

With all this hiring and with more churn in staff, there will be more pressure on how to manage those employees and get them set up properly. Provisioning services and applications will get more attention from both the tech team and from HR, as employee experience goes from a minor issue to one that affects long-term retention of staff.

In practice, companies will struggle more with how they manage removing access and managing assets. Getting employees through the front door will get the most attention – after all you never get a second chance to make a good first impression – but managing how to get assets back will need just as much work.

Automating the deprovisioning process will help, as access rights can be tied to the device and then triggered as part of returning equipment. Doing this remotely will get more attention too, as employers will not want to risk shipping back devices that are not secured properly. Taking care of devices will be problematic if it doesn’t have good insight into what users have in place, how they use those devices, and how they can be managed over time.

Prediction #3 – How we measure work will have to change

When everything is working well, technology can help companies big and small to be more effective. However, what does effective support look like when employees are remote for the majority of the time? How do companies define the services that they need, and track their results?

In 2022, companies will have to think seriously about how they measure work and results. The traditional approach of tracking hours in the office is not appropriate – you might say it never was, even before COVID-19 – yet many managers currently don’t feel comfortable or able to adopt results-based approaches instead. Overcoming this mindset is essential.

During the next year, we’ll see two kinds of approaches – those companies that work out how to measure employee performance by results that they deliver over time, and those that try to keep that old oversight model in place. For the first group, the challenge is how to ensure that they get the right level of productivity in place and that employees are challenged rather than overworked. For the second group, the biggest challenge will be retention. Too much oversight will lead talented staff to look elsewhere.

The goal should be to work in the right way, providing strong support and with a good company culture in place in all interactions, regardless of how those interactions take place. At the same time, teams will have to look at how their processes function when work can be asymmetric and asynchronous, rather than tied to specific business hours. In the year ahead, this will be what many IT teams will have to work on internally across their own processes, and they will have to take those lessons out to the wider business too.

Remote work is here to stay

Knowing how to keep your work structure strong with employees working all over the world is critical. In addition, it is also essential to attract new talent. Do you want to hire employees from all over the world but don’t know how to do it? Contact Us

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Three changes to work in 2022

Three changes to work in 2022

Three changes to work in 2022 

As the pandemic stretches on into a third year, the way offices look and the way we act within them will still look nothing like they did in 2019 

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Despite many employers’ hopes, a full-time return to office-based work is looking highly unrealistic as the omicron variant pushes back return-to-office plans once again for millions of workers. And, given the way the current labour market shifted power to employees, pre-pandemic work structures are likely to become a relic. 

Yet for all that seems certain, there is still so much we don’t know about how our working environment will evolve in 2022. This time last year, many people expected 2021 to bring a degree of stability, perhaps even the smooth rollout of hybrid work. The emergence of new variants of the virus blocked this – and may well continue to do so in the months ahead. 

Amid constantly shifting circumstances, it’s hard to pin down where we might find ourselves in 12 months’ time. But experts who study employment and the workplace have identified a few trends that are already giving shape to the way we’ll be working in the coming year, and may just be a window onto the future of office life. 

 

1. Shorter workweeks may happen  

A call for shorter workweeks and condensed hours has been gaining traction around the globe, with companies and entire governments alike already exploring this alternative.

 

2. Workers won’t be heading back to the same offices 

When some workers finally do return to the office – whether in 2022 or down the road – many will find the layout and function to be completely different. Nicholas Bloom, a professor of economics who studies at Stanford University said in an interview that companies will reconfigure spaces this year to meet the needs of a newly hybrid workforce, and accounting for how people want to work when they’re together in person: collaboratively.

Bloom, who has studied the future of the office for years, says the transition back to in-office days has so far been awkward and clumsy. He says he’s heard “horror stories” from workers whose companies have called them back into the office – for instance, sitting in half-empty offices on the same Zoom calls they would at home (and listening to colleagues do the same). 

In other words, the pre-pandemic office doesn’t work the way employees in 2022 need it to.

Since some companies that have rolled out hybrid models bring in certain teams into the office on the same day each week, Bloom says co-ordination is going to be the name of the game this year, and more offices will make permanent layout changes to facilitate this.

 

3.  Employee turnover will continue to increase as hybrid and remote work become the norm for knowledge workers.

Flexibility around how, where, and when people work is no longer a differentiator, it’s now table stakes. Unfortunately for many organizations, increasing flexibility will not slow turnover in today’s tight labor market; in fact, turnover will increase, for two reasons.

First, there will be weaker forces keeping employees in seats. Employees that work hybrid or remotely have fewer friends at work and thus weaker social and emotional connections with their coworkers. These weaker connections make it easier for employees to quit their job by reducing the social pressure that can encourage employees to stay longer.

Second, there will be stronger forces enticing employees away as the pool of potential employers increases. With hybrid and remote work as the norm, the geographic radius of the organizations that someone can work for also expands. This increased attrition risk remains even in a hybrid model where employees are expected to come into the office at least once a week. Employees are much more willing to take on a longer commute when they must do so less frequently; the pool of potential employers expands alongside employees’ commute tolerance.

These factors will lead to sustained; higher turnover rates compared to any historical norms. The great resignation will shift to the sustained resignation. 

hire employees from anywhere

It is evident that work has changed and will never be the same again. This gives us many advantages, one of them is being able to hire employees from anywhere in the world, because as we prove, it is not necessary to be physically in the same place to be able to work as a team. You know how to do it? 
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Four ways how working remotely can benefit our mental health

Four ways how working remotely can benefit our mental health

Four ways how working remotely can benefit our mental health

As part of a new normal, the world is steadily increasing adoption of remote work, with many tech giants already giving their employees an option to work remotely indefinitely. What is the relationship between remote work and mental health?

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According to a survey conducted by FlexJobs among 800 US employees, 48% of remote workers report their work-life balance as very good or excellent, compared to only 36% of employees without flexible work possibilities choosing that option. Two-third of remote workers surveyed declared that they prefer to not come back to the office – even after pandemic. They are also almost half as likely to struggle with poor mental health, compared to employees without flexible work options. In what ways remote-based approach can benefit our mental health?

1. Personalised work environment

Working remotely allows you to personalise your work environment, giving you more flexibility. While offices are designed to suit the needs of majority, not everyone is able to focus with frequent interruptions, loud conversations and seemingly endless train of birthday cakes. You know best (and if you don’t – this is the best time to try and find out) where and on what conditions you are at your most productive. Having that freedom improves our confidence and makes us more relaxed, both being crucial to a sustainable work routine.

2. Healthier routine

Working remotely means that more of our energy and time can be directed at our wellbeing routine. It gives us the possibility of eating healthier home-made lunches and squeezing in more time for exercise and meditation. Working in the place where we live also gives us a chance to improve our sleep schedule, which is known to have an immense impact on our mental and physical health.

3. Lower stress levels

According to a study by PGi, 82% of surveyed remote workers related the possibility of more flexible work arrangements with lower stress levels. This comes from the fact that having control over the way we work increases job satisfaction and slows down the burnout. Working from home gives us a possibility to spend more time with our family and friends (and pets), which helps us to approach new tasks more regenerated and with increased motivation.

4. Improved time management

Working from the office, it’s often difficult to juggle family tasks with job-related workload. Going remote means more control over our day and gives us a chance to prioritise and schedule each day differently. No more conflicts between personal appointments and office life, which makes us more calm, organised and facilitates forward planning.

‍While re-designing our work environment works great in terms of increasing productivity and gives us more time to focus on our mental health, it’s important to keep in mind the flip side – potential feelings of isolation and loneliness. It’s crucial to find an efficient and easy way to communicate with your co-workers from a remote office, and remember to set boundaries between work life and home, as they often may seem blurry.

IS HOME WORK YOUR CHOICE?

‍It is possible and even recommendable for our health to work from our home. This gives us the freedom to work for any company in the world. In the same way, if you own a company, hiring people from different parts of the world can be a good option.
Do you want to know how to do it? In an easy, fast way and saving you all the bureaucratic steps? Contact Us
We know how to simplify your life when hiring employees around the world.

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8 benefits of hiring remote workers

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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?

8 benefits of hiring remote workers

8 benefits of hiring remote workers

8 benefits of hiring remote workers

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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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4 common misconceptions about remote teams

4 common misconceptions about remote teams

4 common misconceptions about remote teams

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Find out the advantages of hiring this type of employee and how to do it.

The advantages of hiring remote employees are hard to ignore, and more companies are gravitating toward forming remote teams in order to fill certain types of work roles. This article explores a few common myths and misconceptions about remote workers.

1. Remote workers are not as productive

One of the leading concerns is the idea that team members cannot possibly be as productive without supervision and on-site management. However, in the modern age there are many ways to manage remote workers and monitor productivity. The key is to hold employees accountable by establishing a process that is flexible, and using tools to follow the process.

 

2. Remote workers are not as skilled

Another misconception is that most skilled workers prefer to be in a formal office, while remote workers are those that simply could not qualify for the leading positions. This myth is especially prevalent when a worker is an independent contractor or freelancer, where they are perceived to be less capable in developing their skills. In fact, many contractors prefer the independence and autonomy of self-employment, and often have a high level of skill and motivation developed during their career.

Hiring remote workers allows access to some of the most highly skilled talent in any given industry. Companies are no longer bound by geographical restrictions and may expand the hiring pool to extend across state and regional lines, or even international borders. This broadens the scope of truly finding the best in the field. Recruiting talent without geographical boundaries is the only way to get the very best people.

 

3. It is difficult to find remote workers

A key question that arises for a company contemplating the use of remote teams is how to locate and recruit workers. Websites such as LinkedIn offer a possibility to begin growing a pool of potential recruits from the over 200 million users. There are also sites that list a wide range of project-based contractors and freelancers who may be open to a broader commitment.

A company can also access international freelancer networking sites for specific industries such as software development and engineering. Actively participating in these sites can result in contact with established contractors in a given region or country.

 

4. Remote work is limited to IT and data entry

There is a historical acceptance of using remote workers for certain types of technical work, customer service and data entry positions. Given that these roles do not depend on physical location or close supervision, businesses recognise that projects could be outsourced or contracted hourly on an individual basis.

However, remote work teams do not have to be limited to certain categories and the online collaboration and communication tools allow the creation of a ‘virtual office’ for a wide range of business functions. While IT development roles remain a popular remote work niche, teams can also be recruited for sales and marketing, product development, creative work and customer interface.

Do you want to know more about how to legally hire employees remotely? Contact Our Advisors 

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