Three strategies for finding full-time remote work jobs

Three strategies for finding full-time remote work jobs

Three strategies for finding full-time remote work jobs

There’s no doubt that remote work is here to stay. But, how do you combat the barriers to securing a job? Let’s look at three key strategies for finding remote work jobs in 2022.

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Update your LinkedIn profile

It’s important that your work and education experience is not only up-to-date but outlined in a way that would bring context for a hiring manager from overseas who may not be familiar with the university you attended or companies you’ve worked for. Is your university highly ranked or respected? Say so. Is your company a market leader in your country? Say so. And make sure to include any awards, accolades, or impressive results that will signal you’re a rockstar.

Highlight your remote work experience

Companies want to hire people that are even more productive at home than in the office. Talk about your productivity journey working from home during the pandemic. Emphasize your wins and accomplishments, such as launching a successful project virtually, implementing an asynchronous workflow, or onboarding new team members through Slack and Zoom.

Look further from home

An increasing number of remote positions are location agnostic – meaning you don’t need to live near the office in order to apply. Make sure you read the job description carefully. Some remote jobs are fully remote whereas others are hybrid positions, meaning you work remotely part of the time and on-site for the balance. While most remote-first companies have now implemented asynchronous workflows that make it easier to collaborate across timezones, always ensure that you clearly understand the expectations around working hours, especially if you’re not in the same timezone as your manager. Nobody likes a 2 am meeting!

Today there are few jobs that cannot be done remotely

You can even live in one country and work for a company from another. Do you want to know how? Contact us

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The Airbnb effect

The Airbnb effect

The Airbnb effect

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

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Airbnb told its 6,000 employees that they would have the option to permanently work remotely and also told its U.S. employees that they could move to anywhere in the country without a reduction to their compensation.

Although remote work grew remarkably, the announcement generated a lot to talk about in the world of work and led many companies to ask themselves if it is feasible to hire people from anywhere in the world.

Airbnb CEO Brian Chesky announced on Twitter “Five key features” of its new work policy, which goes further than several other tech giants in its flexibility for employees:

1. You can work from home or the office—whatever works best for you.

2. You can move anywhere in the country, like from San Francisco to Nashville, and your compensation won’t change

3. You have the flexibility to live and work in 170 countries for up to 90 days a year in each location.

4. We’ll meet up regularly for team gatherings. Most employees will connect in person every quarter for about a week at a time (some more frequently).

5. To pull this off, we’ll operate off of a multi-year roadmap with two major product releases a year, which will keep us working in a highly coordinated way.

start now with your remote work team

Many companies are already thinking of applying this model. In fact, there are many who have been applying for it for years. Did you know that it is possible to legally hire people anywhere in the world? Contact us

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6 tips for working abroad

6 tips for working abroad

6 tips for working abroad

To help you work abroad successfully, here are some tips to consider.

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1. Research locations

Before choosing a destination for your international career, research possible locations. Learn about different countries and cultures and determine whether you will be able to easily work in your industry in the places you’d like to live. If you are considering changing industries as part of your work abroad, research opportunities in your new industry in the locations that interest you. Discuss options with an experienced traveler in your industry, if it would help. Reach out to industry professionals in your intended destination, as well. Consider using a list application or spreadsheet to keep track of what you find.

2. Understand your visa conditions

Some visa types in some locations require international workers to return to their home country periodically, or if you leave the job you were hired for when you moved. Many employers provide support with the process of obtaining a work visa, so consider clarifying these details independently as well as with your human resources department to be sure your understanding is clear. Be sure to develop a contingency plan for what you will do regarding your visa if or when your employment conditions change.

3. Leverage your company’s support

Your company will probably help you sort out the details of your visa and other necessary paperwork. Try to leverage your company’s support as much as possible in other aspects of your transition to working abroad, as well. For example, you might want to find out if your company offers relocation assistance. Some companies will help provide funding for moving services and transportation or help arrange these services for employees who are working internationally. Explore your company’s resources for locating housing and learning about your destination country’s culture, as well.

4. File taxes appropriately

Tax laws will vary depending on where you are moving for work, but you will probably have to pay U.S. federal taxes no matter where you go as long as you are a U.S. citizen. Research tax implications thoroughly as part of your decision-making process. You might take taxes into account, for example, when evaluating the relative salary you will receive in a particular location or role. Be sure to file your taxes appropriately as well, when they are due, and consider conferring with a tax specialist if you have questions.

5. Consider local transportation

Think ahead about how you will get around once you arrive in your destination. If you will need to purchase or rent a vehicle, look into those processes and availability before you go. If you are going to rely on public transportation, learn as much as you can about the local transit systems ahead of time and obtain any important maps and schedules. Try using the local transit system’s mobile app to access transportation information on-the-go, if it makes sense for your situation.

6. Carry your visa

In most places, it is often best to carry your visa with you when you are traveling in your new destination. You might be required to provide identification for different reasons in your travels, and if you are lost or experience an emergency your visa document might help you access services you need. Consider using a dedicated visa pouch and carry it close to your body to keep it safe.

Many people decide to move to work in another country. But did you know that many others are working for companies in other countries without the need to move?

Working abroad without the need to move

Yes, it is possible thanks to teleworking and companies like Roots that make the process of recruitment and payments legal and safe. Do you want to know more about us? Contact us

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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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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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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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