We are currently at the peak of information technology; it has never been easier to communicate on a global scale as it is today. Globalization is the only way to expand into new markets. Many businesses are spreading their influence into foreign markets to grow their brand and increase sales.
However, when it comes to expansion into foreign countries, setting up an international labor force is, among others, the biggest challenge. It can be rather cumbersome and time-consuming. If you are looking to hire human resource on foreign soil, here are some of the hoops you will have to jump through:
To be allowed to work abroad or for a foreign company, an employee needs to have a work permit. Its acquisition may take months in some regions. Different countries have different and often stringent work permit requirements. Most of these processes involve legal compliance, proof, and certification of qualification. Some governments make it considerably difficult to bring in foreign workers in a bid to get their citizens employed instead. Others are opposed to specific foreign investors as they can be believed to pose unfair competition to local businesses.
After securing a work permit, an employee then needs a visa to travel to the foreign country. The granting of a visa may depend on several factors that neither the employer nor the employee has control over. Diplomatic relations, political climate, and other social factors may hinder one from being granted a visa, or at the least require the fulfillment of several demands. In addition, a visa is only issued for a limited period, after which it must be renewed.
• Foreign Labor Laws
Different countries have different labor laws. These laws dictate the employee-employer relationship, employee rights, and other work-related social and wellbeing requirements. Specific labor laws may force an employer to reevaluate the entire human resource structure. In some countries, labor laws are complicated and detailed, to avoid the hefty fines and penalties imposed on lawbreakers, most employers opt for a legal consultant specialized in labor law to handle such matters.
Three Conventional Methods of Global Employment
As an employer onboarding and tasking employees in foreign countries, you are responsible for taking care of all the legal matters involving permits, visas and labor laws. On top of that, you are also responsible for the employees’ wellbeing – housing, transport, ideal work environment and the like. To ease the burden, international employers opt for one of three conventional services to assist in global employment.
1. Independent worker
You can hire the services of independent workers on foreign markets on a contract agreement rather than the more tedious employment basis. Independent contractors are flexible and can tune their efforts quickly to promote your services and products in a market they are already familiar with. Business often hires contractors for sale purposes in an affiliate arrangement.
The problem with contractors is that they are not representative of the company or brand. Chances are, a single contractor may be working for several different companies at a time. Time and resource have to be divided among the various clients who may include competitors. Besides, a contractor is not under the direct control of the employer.
2. Local Staffing Agency
Local staffing agencies work in the foreign country, source, vet and hire local employees on your behalf. They take care of all the staffing within the legal framework of the local country eliminating the need for legal consultation. They also serve on contract as an intermediary between the employer and employee.
Local staffing seems like an ideal solution for global employment. The problem is these agencies are localized in their host countries. If you are looking to employ workers in multiple countries, you’ll have to deal with several agencies in all the different countries. There are also some significant risks while working with local employment agencies.
You are not in control of the hiring process. The agency does the sourcing and vetting of qualified employees. If the vetting process is not thorough, you may end up with an unproductive labor force.
The contact with the agency is agreed upon within the agency’s host country’s legislation. Meaning you’ll still need a bit of familiarity with the foreign law pertaining to the contract.
You will still need to set up a payment platform for the foreign workers. Usually, this is done by international funds transfer services and banks. Some countries are open to international funds transfers while others need persuasion, and there are the included fees of currency exchange.
3. Own Legal Entity
To get to grasp with foreign law, you might find yourself hiring a legal entity to guide you through the legal framework of hiring employees in a foreign country. A local legal team with vast experience in labor laws in different countries is ideal for smoothening the hiring process since they know all the hurdles to jump from the start. A legal entity also saves you time in the filling of legal paperwork and speeds up the hiring process.
Legal counsel and assistance are not cheap. Hiring international employees is a lengthy process and retaining a legal entity for the extended period may be very expensive. A legal entity will only cover matters regarding the law; you will still need to put in a lot of time and effort to resolve other hiring affairs.
Acumen International Innovative Solution
An international workforce in a foreign market is an invaluable resource in brand promotion and representation. However, conventional methods of hiring your foreign ambassadors are no longer effective; they present new problems that require more resource to deal with. Innovations in the international hiring services come in the form of Global Employer of Record.
Global Employer of Record
A Global Employer of Record (GEOR) is responsible for hiring and retaining foreign workforce on your behalf. The company rendering such services covers the entire process of hiring, and employee upkeep including payroll, amenities and legal compliance for both locals and expats. GEOR eliminates the need for expensive infrastructure and additional human resource in legal counsel and agencies to hire and maintain employees in foreign countries.
Global Employer of Record contract is within the legal jurisdiction of your local country, which stays in favor of its citizens. GEOR also reduces your exposure to misclassification risks.
Find out how beneficial Global Employer of Record is compared to other methods of international hiring – www.acumen.clickfunnels.com/overseas/.
At Acumen International, we provide a risk-free, fast and reliable global employment solution. We are a Global Employer of Record serving in over 180 countries and growing. We employ foreign workers on your behalf and take up the responsibility for their welfare. Our goal is to make it easy for businesses to expand to overseas markets by providing hassle-free, 100% compliant international employment service.
Call us for a free no-obligation consultation on our service to onboard your foreign workers.