Are you looking for ways to hire workers all around the world? Do you want to make sure that your business is functional around the clock, even when you're asleep? If so, then you need to learn all that you can about hiring solutions for finding global remote workers.
The benefits of hiring international employees are undeniable. It's cost-efficient, allows your brand to stay productive 24/7, and gives you access to some of the most specialized skills in the world.
See below for an in-depth guide on hiring solutions for employers that want to find international remote workers for their business model.
1. Use the Right Global Service
If you're looking to hire international employees for the first, then you may have several questions about this process. How do you go about finding global workers? Where should you look? How do you reach out to them? Are there certain countries that carry the specialized skills you're looking for?
All of these questions can be answered with the right global hiring service. We recommend the global employment organization at Bradford Jacobs to help you understand the entire process.
Their services allow you the chance to have a remote work team that spans across the world. Their business model complies with all tax laws, visa legislations, and so forth. In other words: they take care of the legal stuff so that you don't have to.
But how does that work from an employer standpoint? You might be wondering, "Who is the remote worker's actual employer?" Technically speaking, the global employment organization (GEO) would be.
That's a huge benefit to you, as it allows you to avoid being responsible for things like managing their payroll, handing out benefits, and paying for payroll taxes.
Instead, you just get access to the specialized skills you need for your business. The GEO will take care of everything else on the backend.
2. Envision Your Ideal Candidate
In the marketing world, there are these things called "buyer personas". These buyer personas are imaginary avatars that executives make in their heads to get a better understanding of the people that make up their target market.
You can use that same technique when looking for global remote workers. Ask yourself, "What qualities would make someone the perfect candidate for my business?" If you're unsure where to start, here are a few questions you could ask yourself.
How important is it for them to be fluid in English?
What kind of background are you looking for?
What specialized skills does your ideal candidate have?
What is their proficiency with typing?
Have they worked as a remote employee before with success?
What is their personality like?
How adaptable do you want/need them to be?
How often will they be communicating with you?
What platforms will they use to primarily communicate with you? (Email, Zoom meetings, etc.)
These questions allow you to envision the ideal candidate(s) more clearly. You can use the answers to these questions to feel out who's the right global remote workers for your brand.
3. Check for Prior Remote Experience
We mentioned this in the previous paragraph, but it bears worth repeating: make sure you aren't the first company they're working remotely for.
Generally speaking, if you're getting in touch with someone for an international remote position, they likely have previous experience. Most are connected to an agency or referred to the position before you'd get into contact with them.
That said, you'll want to get a better feel for their remote experience during the interview process. How long have they worked remotely? What does their typical itinerary look like? How will they ensure that you have all the information you need by the time you wake up in the morning?
With the right amount of experience under their belt, they'll know how to work efficiently for your brand. That way, your company will unlock the benefits of hiring international employees.
4. Ask About Their Workload
Depending on the situation and where you turn to for international hiring solutions, you may be surprised at how much these workers have on their plates already.
If you're going to hire international remote workers, you want to ensure that your brand is prioritized. Some remote workers have as many as five to ten different companies they do work for.
Should that matter? Not as long as it doesn't affect their work. Be sure to ask them about how they'll prioritize your brand and what kind of work they're doing for the other companies.
5. Look for the Intangibles
Whether they're international or not, three key factors set the foundation for a strong remote worker: communication, diligence, and self-discipline. Your international remote employees all must have these traits.
You can assess those characteristics in the interview process. Ask situational questions and see how they respond. How will they make sure the job is done right while also keeping you in the loop?
If you'd like, you can also pay them a small amount to do a test project for you. Using that test project, you can see whether or not they're the right fit for your brand.
Invest in the Right Hiring Solutions for Your Needs
Now that you have seen an in-depth guide on hiring solutions for when you're seeking international remote workers, be sure to use this information to your advantage.
Take the time to browse our website for more articles on global talent acquisition, as well as many other topics you'll find helpful.
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