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Hiring Globally Guide: What HR Must Know

As the global economy increasingly relies on globalisation, companies worldwide are broadening their horizons and hiring internationally to complete their teams with the right talent. This can be a tricky process, however – and IAS is there to help.

Call IAS’ team of specialist immigration lawyers today on +44 (0)333 305 9375 to discuss your business’ hiring requirements and let us take the stress out of corporate visa and immigration procedures.

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A Guide to Hiring Globally

Global hiring is the concept of businesses recruiting new staff not just from within the borders of the country or state within which they operate, but also from foreign nations; either for them to travel into the operating country and work within it, or to work remotely from their location under the employment of a company based overseas.

While HR departments are generally well versed in the legalities and requirements of hiring staff on their own shores, when looking for the best global talent, there are individual eligibility criteria and legal clauses to be noted for every single country and territory worldwide. So as the global economy presents vast opportunities to hire talent from a wider talent pool than they may usually cast their net, it too presents a challenge: as specialist legal knowledge workers are required to navigate the complexities of immigration law and help import the employees needed.

This is why it is always recommended that employers work with a specialist law firm to hire globally. IAS do exactly this on a daily basis – from individual cases to mass hiring from multiple countries all at once. Call our office today on +44 (0)333 305 9375 for more information on how we can help your business obtain the best possible international staff: safely, legally and stress-free.

Why Try Hiring Internationally?

Globalisation has presented an array of opportunities for businesses, not least the expansion of the talent pool beyond only the local knowledge that was traditionally available. The practice of expanding to a global payroll has grown vastly in the last few years, and the following are considered the main benefits for businesses:

Opportunities for remote workers

The level of remote workers worldwide has grown hugely since the coronavirus pandemic, and with this style of working presenting lesser overheads and increased employee flexibility, remains popular. Remote working allows for businesses to hire employees internationally without them needing to travel to their HQ for employment purposes (although often this does happen periodically for training, inductions, or large meetings).

Global expansion potential

Businesses who have survived the Covid-19 pandemic must now seek new markets and new opportunities for growth past the survival mode they have operated under for so many years. In order to gain competitive advantage above others and hiring foreign workers overseas allows for building stronger connections to foreign communities and to better understand international target markets.

Worldwide service coverage

Where a business hires employees to work in countries and territories other than its main operations, it may expand its service offering to users – across time-zones, languages and cultures.

Skills expansion

While local knowledge is always essential for operations, there are many areas in which companies struggle to find the right balance of skills needed for development and growth. Expanding to a global payroll presents the whole world as a hiring pool; and with it an indefinite amount of talent, skills and knowledge that may not be present locally to the firm’s standard business.

Allow our team of legal experts to help you with the process of Hiring Globally.

How to Approach Hiring Internationally

When a business intends to hire employees from a foreign country, there’s some steps they should take before offering a contract of employment to an overseas citizen. IAS’ team of specialist lawyers recommend the following:

Consider the employee profile

Firstly, the business must be sure that they have a well-defined job role and description with a firm idea of the ideal candidate for it. Employee recruitment is always more expensive than employee retention and hiring the wrong person from overseas can be an extra costly mistake. Most visas and immigration systems worldwide will require a firm job description and legal contract for presentation as part of the visa application process.

Define the target country for recruitment

If the company is truly unable to recruit the appropriate candidate locally, they may define a target country or region from which to do so. While there are some geographical factors that may help determine this (ie. businesses based in the European Union will find less barriers to hiring an EU citizen from another member state rather than a ‘third country’), every country and territory has its own immigration requirements and these should be considered. Furthermore, the company’s culture should be considered alongside any cultural nuances or differences that may make the proper integration of the employee difficult.

Explore flexible hiring options

When working with a global workforce, it may be that the business intends to undergo remote hiring (where interviews are conducted remotely), hybrid hiring (where interviews are conducted both remotely and then on-site) or on-site hiring (when interviews are conducted solely on-site). This may be using a recruitment consultancy or directly. Furthermore, it should be considered how employment of global employees will be managed: will the global teams work from their home countries or will they travel to work with one of the legal entities’ sites?

Hire a specialist legal advisor

When it does come to navigating the idiosyncrasies of international employment law as well as the processes of applying for and/or appealing corporate visas, it is always recommended that businesses work with a specialist lawyer to do so. IAS can help. Contact our team today on +44 (0)333 305 9375 to discuss your company’s requirements.

Get in touch with our team today to learn more about our professional services.

How IAS Can Help You: Our Services

Whether you’re looking for guidance on how best to approach hiring from different countries, or need support in applying for work visas for overseas employees, IAS can help. Our services include:

  • Design of immigration strategy – creating tailored scenarios for mass hiring or corporate restructuring to use best practice processes to find the best possible employees
  • Multijurisdictional immigration assessments – assessments for potential candidates across multiple jurisdictions including eligibility and suitability assessments
  • Business travel advice – compliance guidance and best practice advice on travelling internationally for corporate purposes (including for the hiring of employees)
  • Global immigration policy support – navigating the complexities of immigration law worldwide
  • Advocacy and government liaison – utilising our strategic partnerships and reputation to advocate for businesses with the relevant immigration authorities
  • HR immigration training – delivering comprehensive training to HR teams to help them work with the recruitment of overseas employees.

IAS are a team of specialist immigration lawyers who focus only on international immigration. This allows us to be true experts in everything we do, spending our days successfully helping businesses worldwide recruit the best possible people for their talent and skills shortages.

We approach every client on an entirely bespoke basis, tailoring our services for their business needs. Get in touch today on +44 (0)333 305 9375 to discuss your company’s needs – totally for free and with no obligation to proceed until if or when you’re ready to.

We offer immigration advice sessions as face to face appointments at all of our UK offices, or via the phone.

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Frequently Asked Questions

It is entirely the decision of a company whether or not they use recruitment agencies for hiring global teams as they may choose to locally. However, there are certainly benefits from doing so where business’ legal entities don’t have knowledge in new countries.

If companies are hiring workers from overseas who will stay to work in their home county while being employed by operations in another jurisdiction, they will not require a visa unless they intend to travel to their employer. However, it is the responsibility of the employer to ensure that they are complying with both their own and international labour laws in doing so.

Many countries have rules on the advertisement of job vacancies within their own country or territory before a company is permitted to investigate hiring internationally. This is to safeguard local populations and communities and ensure that citizens are prioritised for employment over foreign nationals. To understand more on the exact requirements for your country, ask IAS on +44 (0)333 305 9375.

It is always recommended that employers include a clause in their employment contracts on IP protection in order to ensure that no matter where their workers are based, they remain protected. IP law does vary worldwide, as do the chances of successfully enforcing action should any breach occur. It’s recommended that individual cases of such are discussed with a specialist lawyer.

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