2020 has shown us that the benefits of remote working can be immense. Companies can save on real estate costs and attract from a global talent pool while employees can avoid commuting and work on a flexible schedule that suits their personal and family life. In preparation for the increased demand for remote working options we have outlined a 15 point checklist on how best to prepare yourself for hiring and employing remote talent!
With a year that saw a global pandemic force an unprecedented number of companies and individuals into remote working we decided it was the ideal time to reflect on how to make remote working work for you. As numerous businesses across a host of industries (tech, finance, insurance, commerce etc.) are moving towards more permanent remote constellations it has become clear thatthe future of workthat was predicted has arrived in full force.
So to make sure you areready for remote workand in preparation for 2021 we put our heads together and came up with a checklist on our top fifteen need-to-know tips when hiring remotely!
Hiring internationally presents its challenges. It's important to remember that everyone is adjusting to a post-COVID, remote, world. Never be too hard on yourself. Managing an international team can be tricky, especially how to be fair and treat employees equally on a global level. It’s a balancing act as countries offer different vacation days, benefits, maternity leave, severance, and termination regulations.
✅ Benchmark salaries
Salary benchmarking is important as countries have different social costs both for the employee and employer, as well as costs of living but it is a tricky to navigate. If you’re running a global benchmarking exercise for the first time, we recommend this comprehensivearticleby People Collective.
✅ Be compliant
Ensure your company is compliantly employing every teammate and not in violation of any employment laws. Contracting is often a quick and easy solution to get a relationship started, however it can present some risks. We have taken the liberty to outline a few risks when it comes to employingcontractorsrather than full-time employees.
✅ Make foreign subsidiary decision
Deciding if it is worth setting up a local entity in a given country is not simple. You will have to weigh up a variety of factors, your budget, expansion or growth strategy, resources etc. Our co-founder Guenther haswritten on the topicto help you with your decision.
✅ Remote communication ready
When bringing on a remote hire it is vital that you have all the right tools in place straight from the get-go. Think about having a combination of synchronous andasynchronous toolsand systems in place to facilitate effectiveonline communicationas your team might be working across quite different time zones. Ones that we like the most and use daily areFront(great for team inboxes and commenting on emails),Zoom(love the break-out feature),Slack(add ons compatibility is so useful),Notion(where the magic happens) andMonday(keeps us organised).
✅ Decide on PEO or EOR?
When hiring remotely it’s important to think through what employment service would be the best match for your company and your remote talent. Unsure of what a PEO or EOR is and how they can help you hire remotely? We’ve covered the subjecthere.
✅ Remote office set-up
Given that remote employees don’t work out of a shared office where there are strict regulations on their work set-up it’s even more important to be conscious of yourteam’s well-being. Make sure that wherever they work, they have the correct constellation for their physical and mental well-being by conducting aremote desk assessment.
✅ Connected team culture
Building a connected team culture has become tougher now that we're missing a lot of the nuances of face to face interactions that everyone was so accustomed to. Some cool tools to boost employee engagement includeDonut(organises virtual coffee catch-ups),Water Cooler Trivia(for weekly team quizzes) both of which can be added to Slack. Check outour reporton other start-ups that are leading the way in building a remote team culture through games, retreats and other activities.
✅ Virtual interview prepared
Each market is vastly different in terms of interview procedure, background checks, perks, and benefits.Herewe discuss how to prepare for your remote interviewing process. Like IRL interviewing, remote interviewing should follow a similar process, but with the wrinkle that you will be interviewing across different time zones and cultures. We've also reflected on5 Global HR trendsfor you so that you can ensure you are up-to-date on the latest best practices when it comes to people ops.
✅ Get informed about international public holidays
Managing international public and bank holidays for all your remote employees can be a challenge. We havesome tipson how to strike the right balance between respecting cultural norms and managing team responsibilities.
✅ Know your legal and tax risks
As a result of the pandemic many people began working remotely not always from their permanent country of residence. Some moved to their holiday homes or to live with friends or family and others took the chance to relocate to their dream exotic location. As a remote employer it’s critical to know what you need to worry about when your employees work from abroad and that’s why we’veoutlined it clearly.
✅ Be aware of permanent establishment risk
When working with remote full-time employees or contractors it is important to be aware of permanent establishment (PE) risk. We have answered all yourpressing questionson what to watch out for when it comes to PE.
✅ Remote onboarding prepared
Make sure you’re ready for a smooth onboarding right from the get-go. This means setting up your new employee not only with the tools they need, but also making sure they meet the broader team in group and 1 on 1 settings. For remote onboarding, we recommend teaming up the new hire with a buddy to make sure they have a go-to person for any and all questions. Go overboard with meetings and scheduled 1 on 1s during the first month. Default to more, not less, during the first few weeks of employment.