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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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

You don’t know how to do it? 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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The Airbnb effect

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The announcement led many companies to question their way of hiring.

6 tips for working abroad

6 tips for working abroad

Most of us have been on the receiving end of a job offer. Here are some tips that could help you decide whether to accept or reject if you’re unsure.

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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The Airbnb effect

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6 tips for working abroad

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Most of us have been on the receiving end of a job offer. Here are some tips that could help you decide whether to accept or reject if you’re unsure.

How do recruiters find candidates?

How do recruiters find candidates?

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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Employee retention matters

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

3 top jobs trending in Canada in 2022

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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?

Changes in the way of working and hiring

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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?

6 tips for foreign employment

6 tips for foreign employment

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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Employer of Record in Argentina

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Argentina is a viable option for companies looking to hire remote teams. EOR ROOTS simplifies the process of Employment in this country. Want to know more about us? Let´s get started!