How to hire employees in South Africa

How to hire employees in South Africa

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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Remote hiring guide

Remote hiring guide

Remote hiring guide

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 

Should you hire more employees?

Should you hire more employees?

Should you hire more employees?

south american woman, free lancer.
3 things to consider before taking the decision.

It’s a decision that shouldn’t be taken lightly. Take the time to be cautious and strategic, and ask yourself these questions to know when to hire.

1. Can I afford it?

First, take a hard look at the realities of your business to understand when to hire. What drives revenue? Determine the leading indicators, those predictable factors that can forecast where your business is headed. Analyze these to see if you can justify additional help.

 

2. Is it the right time?

The key to success is matching hiring to the time when new employees can begin to generate revenue. In many cases, it takes eight to 10 weeks to hire someone. How quickly can you put new people to work?

Hiring too early – If the work is not quite ready, new employees sit on their hands. The upside is that you can use the time to train them.

Hiring too late – If you hire after you’ve made promises to clients or customers, you may not have enough time to get your new employees up to speed.

Therefore, you may not be able to fulfill your promises, which can cause you to lose business. Also, if you’re desperate, you may end up hiring someone who doesn’t mesh with your company’s core values.

Examine the utilization rates of your current employees – the percentage of their time that is billable versus gross profit.

If employees are overworked, for example, working overtime or not taking vacations, they’re at risk of burning out. Examine hiring new employees or making your processes more efficient.

If employees seem to be busy, but gross profit is too low, they may be inefficient, billing incorrectly or improperly trained. You may want to invest in training or improve your processes instead.

If your employees are busy, productive and gross profit is within target, it may be a good time to hire.

 

3. Do I understand the hidden costs?

Recruiting is one of the biggest expenses a company has – and one of most overlooked. Besides the obvious costs of salary, benefits and office space, a lot of hidden ones are lurking.

Each job candidate brought into the office is usually interviewed by at least three people, often your top performers or members of the team you’re hiring for – which is already stretched to do its work. Therefore, you’re losing production time of some of your most valuable people during this process.

The new hire will likely be trained by one of the best employees you have, meaning that individual will spend valuable time away from his or her core job.

People want more money when they change jobs, so you may have to pay new employees more than existing ones.

Also see The hidden costs of onboarding a new employee

New workers take a while to get to full functionality. You’ll still have to pay them their full salary while they get the hang of things. Hiring people also involves time and money. In addition to knowing about the labor laws of each country. But do you know that we can help you? Want more info about hiring? Contact Our Advisors 

6 steps to easily get a better job

6 steps to easily get a better job

6 steps to easily get a better job

The summer job market
Tips for getting a better work.

Ready to start looking for a new job? there are a handful of steps that will make the process of finding a job much easier. Here are six important steps that could help you land your next big job!

 

1. Determine your goals

Develop a clear picture of the type of opportunity you want to pursue: What’s missing from your current job that you wish to see at another company? What kind of company culture are you looking to join? What position do you want to fill? What do you expect in terms of compensation and benefits? Are career advancement opportunities important to you?
Answering these questions will help you narrow your search and bring a sense of focus and clarity to the job-hunting process.

 

2. Create a LinkedIn profile

Prior to starting your job search, take some time to either create a LinkedIn profile or improve your current one.

LinkedIn is more than just another run-of-the-mill social media network. Today, the platform is known as one of the best vehicles for forming relationships with recruiters and potential employers—connections that could come in handy when looking for your next career opportunity.

It’s estimated that roughly 77% of recruiters use LinkedIn, making it the most-used channel for recruitment efforts by a significant margin. By keeping your LinkedIn profile current, you’ll be fully prepared for whenever an opportunity comes knocking!

 

3. Double-check your social media accounts

Your online presence has the ability to either make or break a new job opportunity. According to a CareerBuilder survey, 70% of employers use social media to screen candidates before scheduling them for interviews.

Enter your own name into an online search and ensure that there is nothing that might cause an employer to eliminate you from their list of candidates.

 

4. Update your resume

The reality is that every potential employer or recruiter is going to ask for your resume before considering you for a position or scheduling an interview.

For this reason, it’s good practice to update your resume early on in the job search process. Once you start applying for positions, you’re going to find that having an updated resume on hand is essential.

 

5. Apply for jobs

Remember that every application should be accompanied by a cover letter and resume.

It’s also important that you personalize your cover letter for the company you’re applying to, as this indicates to the employer that you have taken the time to properly research the business and the position.

 

6. Prepare for interviews

If you are asked to schedule an interview, it’s likely that you have been shortlisted for the position. To gain an advantage over the competition, it’s critical that you a

Did you know that you can not only work for companies that are in the same country? Thanks to companies like Roots EOR, today you can be hired by companies that are outside the country. Are you the owner of a company and would you like to know how to hire employers from other parts of the world in a simple way and sticking to the law? 

We provide employer of record services in North and Southamerica, Africa, Europe and Asia.

Contact Our Advisors