5 HR mistakes to avoid when hiring remote employees internationally. By: Safeguard Global

Hiring remote employees in other countries can be a challenge as employers have to navigate significant complexity to ensure workers are legally employed, culturally included, and professionally supported within their organization. As global companies begin managing, onboarding and hiring international employees to work remotely, here are five common mistakes HR should avoid:

1. Failing to communicate company values

When looking to attract top international talent, companies need to be mindful about how and how often they communicate their culture and values to the outside world. A company too reserved, unclear or inconsistent with its public communications could be sending the wrong impression to potential new hires. Remote workers can be especially sensitive to poor brand communication, for they are often unable to learn about a company’s workplace culture through referrals or word of mouth.

2. Offering one-size-fits-all benefits when hiring remote employees in other countries

Managers need to continually take local laws and customs into account before crafting an international benefits plan, ideally tailoring country-specific benefits while still offering relevant components of their company’s benefits scheme.

3. Neglecting remote-specific onboarding requirements

Day one on the job can be quite different for a remote worker versus someone working in-office. With no office structure or co-workers nearby to guide their behavior, figuring out how to get started is often more challenging. By leveraging early and consistent communication, a “pre-boarding” process can help new hires quickly become familiar with their role-specific tasks and responsibilities.

4. Using noncompliant agreements

Companies looking to enter new markets typically need to hire remote talent quickly, especially when new business opportunities come up. But creating a compliant employee agreement or contract requires detailed attention to local employment laws. Before engaging with a remote worker, especially internationally, employers need to carefully consider the legal implications that could affect their new hire, whether they are an independent contractor or a direct hire.

5. Overlooking remote work policies

Virtual tools and congruent processes are important, but they can only be as effective as the people working with them. Adequately supporting remote workers, including work-from-home employees, requires expectation and boundary setting through policy and proper documentation. Guidelines for working off-site should be specific, describing the types of job positions that qualify for remote work and setting clear performance measures to monitor team collaboration.

Some employers may choose to avoid hiring remote employees in other countries because they feel overwhelmed by the complexity. But companies who neglect to meet the demands of the modern workforce, including remote workers, are at a disadvantage in the global market—especially as employee expansion becomes a competitive imperative for international growth.

Avoiding these common HR mistakes, like noncompliant employment terms, doesn’t have to require constant cross-checking.  An employer of record for international employees, like Global Employment Outsourcing (GEO), can help employers navigate all local tax and labor laws, regulations and benefits, so managers can focus on the strategic initiatives that will ensure remote workers are culturally included and professionally supported within their organization.

Contact Safeguard Global to speak with a global solutions advisor and learn more about outsourcing global employment.