Expanding your hiring to include workers from other countries boosts your workplace diversity and gives you access to a large pool of international talent. Although there are many benefits, hiring from abroad can be complicated and time-consuming.
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At Pavago, we help SMBs hire the best remote talent who will work for you as a full-time employee at fraction of the price you pay to your onshore employees.
Here’s a simple breakdown of your options for hiring internationally:
4 Easy Ways to Hire Talent from Another Country
1. Use a Global Employment Platform
One of the best parts of hiring international candidates is the opportunity to diversify your workplace. McKinsey stats show that companies with a diverse workforce outperform their less diverse competitors by 35%.
Using a global employment platform to hire international employees offers the most flexibility. These platforms provide a single solution for hiring in multiple countries.
These platforms set up entities in different countries or work with local partners. They take care of hiring, onboarding, and payroll, saving you from dealing with complex local laws.
💡 Pro tip: If you want a simple way to go global with your hiring, a global employment platform is the way to go. For example, Pavago is a global recruitment platform that helps you onboard team members from places like LatAM and Asia.
This approach saves your time, reduces hassle, and ensures compliance with local laws, making it easier for you to expand your team internationally.
2. Hire Independent Contractors
If you’re an SMB and want to cut on recruitment costs, it’s best to hire international independent contractors through Pavago instead of on-site employees.
With Pavago membership, you don’t have to deal with payroll management, employment laws, and legal compliance because our candidates are self-employed but work just like your in-house teams.
3. Hire Directly
This might sound obvious: hire the person directly if you have a budget and time. With more people working remotely, many companies are considering this option.
You’ll need to set up your company in a foreign country, known as a local subsidiary. This takes time and money. Once set up, you can legally hire employees in that country. But remember, this only allows you to hire in that specific country. If you want to hire in multiple countries, you’ll need a subsidiary in each country.
Why choose this option?
- You plan to hire in just one foreign country.
- You have the resources and legal help to set up a subsidiary.
- You want to build a strong presence in that country.
- You understand the country’s labor and tax laws.
If you don’t know much about the labor and tax rules in the country, this option might not be the best for you. You might find it challenging to manage payments and other details for international employees. Thankfully, there are other simpler options.
4. Work with a Local Agency
If hiring directly sounds too complicated, consider partnering with a local agency in the country where your potential hire lives. However, like direct hiring, using a local agency for each international hire can be a lot of work.
The advantage? The local agency handles much of the hard work. They can find qualified candidates, handle some of the onboarding, and help with local employment laws and taxes.
This option is great if you only need to hire in a few countries and don’t want to deal with compliance issues yourself. But if you need to hire from many different countries, the next option is likely the best.
5 Steps to Hire an International Employee
Hiring international employees needs a lot of consideration and time, but following these five steps can make the process smoother.
1. Define the Candidate Profile
Identify the qualifications, skills, and experience needed for the role. Research what similar companies are doing and review successful international job postings. Tailor your job description to attract globally appealing candidates. Consider cultural adaptability, language proficiency, and cross-cultural team experience. Localize job postings to resonate with candidates in different regions.
✌️ Pavago specializes is specialized in providing offshore recruitment services and sourcing top-tier talent for
Sales
Software Engineers
Marketing
Product and Design
Admin and Support
Executive Assistant
2. Determine Where You’re Hiring
Choose the country or region where you plan to hire. Research local labor laws, work permits, and visa requirements. Consider time zone differences, cultural nuances, cost of living, and competitive compensation packages.
💡 Pro tip: Hire top tier remote talent from Pakistan and Latin America.
3. Explore Flexible Hiring Options
Decide if you need a full-time employee or if a contractor would suffice. Hiring contractors can simplify the process and offer flexibility. Alternatively, outsource tasks to international companies. If hiring full-time without a legal entity in the country, consider partnering with an Employer of Record (EOR) for compliant hiring.
4. Leverage International Recruitment Channels
Use global job boards, industry-specific platforms, and professional networks to find candidates. Recruitment agencies with international hiring expertise like Pavago can also be valuable. Look for candidates who are open to new experiences and can collaborate effectively across cultures to reduce turnover.
5. Conduct a Video Interview
Use video conferencing to simulate face-to-face interactions and assess non-verbal cues, language ability, and cross-cultural communication skills. Ask scenario-based questions to evaluate how candidates handle global work challenges, such as managing time zone differences and resolving cultural misunderstandings. This will help gauge their adaptability, problem-solving skills, and cultural awareness.
How to Interview International Candidates?
Structured Interview Process
Implement a structured interview process to ensure consistency and fairness. Use a combination of behavioral and situational questions to assess candidates’ skills, experience, and cultural fit. Involve local team members in the interview process to provide diverse perspectives.
Assessing Cultural Fit
Cultural fit is critical for the success of international hires. Assess candidates’ ability to adapt to your company’s culture and the local work environment. Consider using cultural assessment tools or conducting cultural fit interviews to evaluate this aspect.
Onboarding and Integration
A well-structured onboarding program is essential for integrating international hires into your organization. Provide comprehensive training on company policies, procedures, and cultural norms. Assign a mentor or buddy to help new hires acclimate to their new environment.
Hire International Employees with Pavago
Whether you are a startup or an established enterprise, Offshore recruitment is the most cost-effective way to build your international team, stay compliant with labor and taxation laws, and enjoy the benefits of international hiring.
If you are ready to get started — or if you’d like to ask some questions! — Pavago is here to help. Book a free consultation call today.
