Fueled by an increase in international employment, global expansion seems to be everywhere. Case in point: Comparatively, Squarespace is making inroads around the world. Rahi is entering Africa. And Elsevier is moving deeper into India.
It’s not hard to see why organizations want to thrive. Heading abroad opens the door to untapped talent and eager audiences. However, moving into unfamiliar markets halfway around the world can be challenging. Some challenges can be quite difficult to overcome.
For example, consider all the different international employment laws. Regulations can vary widely, not only by country but also by municipality. Of course, businesses solve this problem in the United States. However, with overseas expansion, this issue can be more difficult to navigate and solve.
Another barrier is defining fair and equal wages. The value of money is not 1:1. So what happens when a company based in North America wants to expand its presence into the UK? Or the Czech Republic? Or Japan? How are pay expectations maintained? And with a lot workers demand better wages Due to inflation, yesterday’s payments are not necessarily “will rate” anymore.
Then there’s the cultural conundrum. Building and managing an international workforce involves considering and combining the needs of people from different backgrounds. Having to give in when so many people from unique experiences come together.
In other words, going global is not enough. You have to put effort into this process. And part of your effort should include thoughtful planning and well-thought-out partnerships with organizations like Remote.
Remote: Guiding customers through the trouble spots of international expansion
The remote control acts as a International recruiter of the record for the businesses it works with. As a profiled employer, Remote helps companies with employees in other countries by hiring those employees through Remote’s own local legal entities. So while employees can work for ABC Company, Remote acts as the employer on paper – while also managing other HR functions such as payroll, benefits, tax deductions , stock options and compliance.
However, how does this work in practice? Let’s say your brand wants to start a business in Lisbon, Portugal. It was a great choice and became a sought-after location for expansion. The main point or problem occurs because you don’t necessarily have to go through the process of opening a legal entity there. Instead, you just want to hire some employees who live in Portugal.
Instead of participating in the expansion administrative personnel In-house, you’ll work with an employer of record (EOR). Not only do you bypass the need to set up a legal local organization or hire global contractors, but you also get all the advantages that come with hiring a track-recorded employer. This is how Remote Control helps companies overcome the challenges of international expansion.
1. Your salary distribution will be streamlined.
No matter what country your workers come from, they want to be paid on time and for the right amount. Unfortunately, this can be very difficult to achieve if you are trying to pay employees who live abroad. Not only is it difficult to calculate real-time currency rates, but trying to work out deductions can seem overwhelming.
Working with an EOR like Remote ensures that all workers get the money they expect. As a result, your employees stay satisfied and you never have to face costly payroll mistakes.
2. Your company will remain compliant throughout the expansion.
As mentioned before, countries have specific regulations around everything from employee working hours to acceptable benefits. Maintaining compliance will require you to learn and follow all the rules for everywhere your employees work. While not an impossible task, compliance takes a lot of work and financial outlay to get it right.
Since Remote is used to working abroad, it complies with all laws related to employers. If anything changes, Remote’s team knows. In other words, you don’t have to spend all your efforts or resources to reduce your chances of taking a risk. Remote will bear the compliance risks of international employment on your behalf.
3. The administrative burden of employees will not be as high.
You may as a small operation be unable to successfully incorporate the paperwork of overseas employees into your process. Or, you may have enough people on your administration team to manage elements within and outside of your international workforce. Either way, do you want to add another task to your admin panel?
Many of the people handling your payroll and human resources processes have local skills and knowledge. However, most will not be experts on topics such as foreign taxes or classification of workers.
Upgrading their skills appropriately can be very expensive. In addition, they may find it difficult to combine new responsibilities with old responsibilities. The remote ensures that they can focus on doing their best without becoming overwhelmed.
4. You can introduce global employees quickly.
It’s hardly a secret that the US labor market is tight. Accordingly, many organizations are go out of the country for talent. Asking any worker to set up payroll, benefits, and more can be a time-consuming process.
It just takes more time when you’re trying workers on board from other countries. Even if they speak your language, certain aspects of international employment may have cross-border cultural differences. As a result, your internal employees can spend hours on end helping new colleagues. This is not effective.
Remote has local expertise in over 60 countries around the world, which means you can hire like a local no matter where you go. So imagine how impressed your international hires will be when you can provide a streamlined, cultured referral process and show that you want them to love working for you. How big is your company?
One thing is certain. You want to hire the best people you can, no matter where those people may live. As your employer, Remote gives you the freedom to accomplish these ambitious goals, positioning your business as not only an industry leader but a global leader. bridge.
Image credit: Vanessa Garcia; Bark; Thank!
