The Employer of Record (EOR) model has been around for many years, but it’s still a fairly unknown concept among businesses and workers alike. The legal aspects, in particular, can feel confusing and complex. So if you’re planning to partner with an EOR, it’s important to get your employee communications right.
For example, the EOR model could raise concerns for existing employees and potential candidates. They might ask:
- How do EORs work?
- Who will actually be my employer?
- Will I receive different treatment from non-EOR staff?
These are all questions you should prepare for. So we’ve created this guide to help you out. Let’s get started.
1. Let your current team know why you’re hiring internationally
First, explain to your current team why you’re choosing to hire abroad. What are the benefits for the company and for them? For example, you could talk about how global hiring can bring diverse perspectives, more innovation, and the ability to grow the business and team more quickly.
Even with all these benefits, hiring abroad could still make your existing team feel uneasy. So reassure them that this won’t negatively impact them. For example, you could emphasize that their jobs are safe and that you aren’t simply outsourcing roles to cut costs.
Then tell your team how you’re planning to hire that talent. Explain the basics of EOR - and feel free to share our “What Is an EOR?” video or our dedicated article with them. It might also be helpful to put together an FAQ document to answer the most common questions efficiently.
Here are some questions to help you get started:
- What is an EOR?
- How does an EOR work?
- Why is your business using an EOR?
- How will this affect current team members?
- Will you be converting any current international contractors to EOR employees?
- How will HR policies change as a result?
Tailor the answers to your unique circumstances for maximum impact.
2. Talk about EORs in your job advertisements
Next, focus on how you communicate the EOR model to candidates. The key here is to be transparent from the first touchpoint. That will reduce confusion, so your international candidates know where they stand from the offset.
First, ensure your job advertisements and careers page touch upon international hiring, answering the following questions:
- Why do you hire internationally?
- Are you open to candidates from all over the world?
- What requirements do they need?
- How does the EOR model come into that?
For example, you might write the following in a job ad:
“We want to find the very best people to join our team, so we hire internationally. We do so using an Employer of Record model for compliance. That said, we would prefer a candidate that can work within four hours of Eastern Standard Time. You will also need the right to work in the country you’re based in.”
Then, briefly explain what an EOR is and how it works, linking out to any useful resources.
Remember, you can leverage EORs to help boost talent acquisition efforts. So don’t forget to outline the benefits this brings to the candidate and how international hiring fits into your company culture and values.
If you need some more help, learn how to write the perfect job listing for remote workers here.
3. Speak to international candidates about EORs early in the interview process
During the interview process, you can discuss the EOR model with candidates in more detail. Let them know who your chosen EOR provider is and why you chose them. You could share the EOR’s reviews or case studies to provide some extra reassurance.
It’s also important to let them know that they’ll still be a fully integrated member of the team even though they’ll be legally employed through an EOR. Reassure them that this doesn’t put them at any disadvantage in terms of opportunities for progression.
Once again, it may be useful to provide an FAQ document to promising candidates to answer the most common questions. If you’d like a template for this, be sure to register for our free course on hiring through EORs. In it, you’ll find all the tools and tips you need to communicate the EOR model effectively.
4. Continue to provide clear communications and support for EOR hires
Once you’ve found the right candidate, it’s crucial to keep up clear communications throughout the employee lifecycle. And that’s where your EOR provider plays an important role. They should be your new hire’s point of contact for all things EOR. So if your international team member has a question about onboarding, payroll, or benefits, your EOR provider is there to help.
That’s why it’s important to choose an EOR provider that offers quality support and an excellent employee experience from the very beginning. In fact, that’s one of the top five qualities you should look out for in an EOR.
So when you’re evaluating EOR providers, check to see what support they can give your hires. For example, are they happy to jump on a call with the employee during onboarding to put their mind at ease? Can they expertly explain the model contracts at no extra cost? Is there someone the employee can talk to if they don’t understand their payslip? All this goes a long way to reassuring the employee that they’re in safe hands.
After all, a great employee experience can lead to better retention, better engagement, and better productivity. And ultimately, that’s better for your business.
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