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?

Main image post

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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Remote hiring guide

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Remote work. Remote hiring

Steps to prepare for hiring a remote employee.

The workforce has evolved before our eyes. Over the past year, we saw more workers going remote and more collaboration happening online, changing not just work but hiring forever.

1. Decide what type of remote situation you’ll be hiring for

You need to ask yourself whether your team will be fully remote or only part-time, work from different offices, or simply have a flexible, work-from-home schedule. If you don’t have policies in place already, start thinking about them now.


2. Figure out which time zones to hire in

When it comes to collaboration, considering time zone differences becomes crucial. If you cluster employees in a certain time zone, it’s definitely easier to hop on a spontaneous video call or give live, real-time feedback on a project. But you can also set up processes and adopt tools that facilitate asynchronous collaboration, in order to smooth out the challenges of working cross-functionally from different parts of the globe. Weighing the pros and cons of each approach can help you narrow down a list of locations where you can look for potential hires.


3. Choose your tech stack

To make sure your team is productive no matter what location they’re working from, make sure you choose applications that will make their jobs easier. This means considering a number of different categories of tools: video conferencing, chat, project management, online whiteboard, file management, and more.


4. Learn different communication styles

Time zones aren’t the only barrier to successful communication. If you’re hiring people from different countries and backgrounds, you need to be ready to invest extra time and resources into understanding where they’re coming from, their style of communication, and their approach to work and collaboration.
It may sound like a major challenge, but in the end you can get a major advantage by hiring people with diverse backgrounds, because some studies show that diverse teams are more likely to come up with more creative solutions.


5. Take legal advice

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.
Labor laws are often very confusing, terminations, domicile, workplace, payroll, and taxes are just a few of the things employers must consider before hiring in another country.
Fortunately, by working with an 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.

If you’re interested in making your first global hires, Roots EOR is the safest and easiest solution. Whether you want to hire for fully remote roles, hybrid teams, or globally distributed offices, EORs will serve as your partner to protect your business throughout the hiring process as well as the lifespan of your employment agreements. Want to know more about us? Contact Our Advisors 

5 tips to find the best jobs for you

5 tips to find the best jobs for you

5 tips to find the best jobs for you

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Guidance on how to find the work you will love.

Identifying how your personal ambitions, goals and needs align with a particular job opportunity is no easy task. But outlining these factors is essential when searching for a job that’s the right fit for you. Here are some tips to help you identify if a job is a good fit for you:

1. Decide what you want in a job

At the start of your job search, spend some time reflecting on what has prompted you to look. Are you interested in doing the same job for a different employer? Do you want to change career paths? Are you entering the job market for the first time? Are you returning from an employment gap?


2. Research job titles and descriptions

You can review different job titles to get a better understanding of what a certain role entails and what skills may be required. The Bureau of Labor Statistics also provides up-to-date information on a comprehensive set of occupations.


3. Review salary trends

Salary trends is a tool that lets you see the trends in compensation for specific jobs in different locations. Enter a job title and you’ll see the salary range in various cities and with different employers.


4. Identify your must-haves

Another method of finding the jobs that are right for you is to identify your non-negotiables and areas where you may be more flexible.

5. Experiment with different job searches

The best way to get a feel for the jobs that are available to you is to try out different search terms. As you search, you’ll get better at recognizing the jobs that feel right and those that don’t.

If you’re not sure where to begin, it’s a good practice to start with broad search terms and steadily narrow it down.

Finding the ideal job is not easy. Many times, you can find it in another country. Did you know that you can be hired and hire people without being in the same physical location in a simple way? Contact Our Advisors 

Tips for making the best first impression at your new job

Tips for making the best first impression at your new job

Tips for making the best first impression at your new job

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The first impression, counts. How to prepare your first day.

1. Research, research, research

Before your first day, experts recommend doing as much research about the company as possible, including checking out social media posts to get a feel for the office culture and appropriate attire.
Depending on your role, it may also help to research your company’s competitors, test out any software you’ll be using on the job, and look up your colleagues’ LinkedIn profiles.


2. Make contact with your manager

Before day one, send them an email or a Slack message to check in with them.
Ask about how people in the office generally dress for work (even when working from home!), whether there is anything specific that would be helpful for to know on your first day, if you’ll need to bring or prepare anything special with you that day, and what might be expected of you in your first week. Demonstrating a desire to be proactive and prepared will make a great impression and show your employer that you want to have the best start possible and be effective from day one.


3. Confirm your schedule

Don’t assume you know what time to show up or when your lunch break is. Even if it’s in the job description, there might be an important detail missing.
To avoid a mishap ask about schedules and routines ahead of time. What time will you be expected to arrive? What time does everyone usually leave? When is your lunch break and for how long?


4. Do a test run of everything

If you’ll be working on-site, test your commute. If you’ll be working from home, test your internet connection, computer, software, and other equipment you’ll need for the job. Knowing that everything is working smoothly will help you relax for the big day.


5. Introduce yourself to the team virtually

Your arrival on-site (or online) should never be a surprise to the rest of the company. Usually, HR or your boss will introduce you to the team before you start, but even if they don’t, take the initiative to do so yourself. Ask your boss if you can send a company-wide email or a Slack message to the main channel to let your team know who you are and what you do.

The first impression, counts. That is why it is important that the first days you start on the right foot.

Are you thinking of changing your job? Do you know that you can work in a place that is not physically in the same place as you? ROOTS EOR makes this much easier.
How? Contact Our Advisors 

New month, new job opportunities

New month, new job opportunities

New month, new job opportunities

The summer job market
If you’re planning to launch or continue a job search in September, here’s what you need to know to maximize your efforts and speed up the process.

There’s no perfect time to look for a job, but there are many seasonal trends and tips that can work in your favor across industries and within the job market. Here are some:

1. You’re starting over

The summer job market, August in particular, is painfully slow. While you can still conduct a search during the summer, you are battling with the lack of proactive engagement and scheduling challenges that result from the vacation season. This all changes in September.

During September, make a point to contact any relevant connections you haven’t checked in with lately. Mention that you enjoyed the end of your summer, but plan to get more serious about your job search going into the fall and would love to reconnect.


2. You can’t afford to get distracted

 The hiring push that happens in September and October will sharply decline mid to late November. A fall job search is a sprint and there is no time to have a slow start, get distracted or take breaks.

Most people conduct a job search while already employed and the autumn will probably be a busy time in your office. And, if you’re a parent, you may find that getting settled in the school year creates further strains on your time. September can be one of the most demanding months of the year already, before adding in the stress of job hunting.

However, if you are hoping to find a new and better job sooner instead of later, you need to get and stay serious about your efforts during the month of September. I can’t emphasize this enough: don’t miss this short and critical window before the holidays sneak up. Start strong and keep it going for the next two months.

Set a daily or weekly goal for your job search activities such as emails sent, companies and job researched or hours spent on your search.

If possible, avoid measuring progress by the number of job applications you submit. Online applying notoriously has a low application to interview rate so focusing your attention there might lead to a discouraging yield. For some skills and career levels, online applying can be effective but for many people, organic networking through trusted contacts or targeted research will produce better results.

Either way, hold yourself accountable to make your job search a priority in September.


3. It’s the beginning of the end

During your interviews, be sure to inquire about end-of-year initiatives or goals. Being able to articulate how you might hit the ground running to help get an important task over the finish line will deepen their interest in your candidacy and may accelerate your hiring process.

Listen for information about when key team-planning sessions are being held. The fall is a popular time for these sorts of meetings. Usually, they bring several important stakeholders together in the same location which can be advantageous for scheduling your interviews.

To gather this information in an early phone interview with the hiring manager, simply ask toward the end of the call if they have any offsites or planning sessions coming up; then, express interest in meeting team members during one of these, time permitting. They may or may not jump on this opportunity, but if they do, you’ll have the chance to make a more informed choice about the people you would be working with—and the company will probably get you a decision much faster. Either way, it will show an orientation toward thoughtful initiative on your part.

Finally, September is the best time to plan your networking calendar from now until the end of the year. Research relevant happy hours, speaker breakfasts and conferences coming up in the next two to three months. You can’t attend everything, but make the most of your efforts by emailing hosts four to five days before your events and seeing if you can secure a list of participants. Then use LinkedIn to familiarize yourself with backgrounds and faces and come prepared to seek out the people you most want to meet or reconnect with.

It seems that September could be a good time to search and hire people. Would you like to do it, but with people from other countries? Contact Our Advisors they can make things easier for you.