All over the world, businesses are going global in one way or another; almost a third (28 percent) of UK domestic businesses are considering international expansion in the next three years. This trend is echoed by USA (56 percent), Spain (39 percent) and Poland (38 percent), to name a few, which are also contemplating conducting business across borders. While many of these companies are moving operations overseas in search of new markets and increased profit, an equal amount are staying put, geographically at least, and adopting a global approach to recruitment instead.
The benefits to businesses that expand into new territories have been well documented since the start of the Industrial Revolution. These include improved cost efficiencies, a widened customer base and access to foreign investment opportunities. But, what about organisations that go global in a different kind of way, one where they remain in their country of origin and utilise a global workforce instead?
This type of employment, or remote working as it is known, was accelerated due to COVID-19, and is now the new normal for many businesses around the globe. During the pandemic, millions of people adapted and took to the approach, reporting a better work life balance as a result. Now, sadly, we are witnessing a seismic shift in the attitudes of businesses. Once hailed as ‘revolutionary’ and ‘agile’, remote working is now being banished from business strategies and replaced with a full, five-day return to the office. Amazon, for example, recently backtracked on its hybrid working policy and mandated its employees all over the world to be back in the office full time.
Remote working has enabled us to widen our talent pool and recruit individuals with new perspectives and insights. And we are not alone. Data shows that 56% of firms in the UK, US, Canada, Australia and Germany have now hired, or plan to hire, remotely and internationally in the future. I do not blame them; there is so much knowledge and understanding to be had overseas. For example, what if a remote technician in Finland joined a tech company in the UK with a new perspective on software and innovation? It would only serve to benefit the business which is no longer restricted with recruitment by geographical location.
As an employer of record (EOR), we guide our clients through the intricacies of global workforce management and expansion. Because of this, we also see first-hand the positive impact that this type of recruitment has on a business and its culture. This has led me to believe that there should simply be no borders or barriers when it comes to building great teams.
If you are reading this and considering global recruitment, it is important that you use an EOR. Our role is to employ workers on behalf of a business, taking full responsibility for all employment aspects such as payroll, taxes, benefits and compliance with local labour laws. We adopt a ‘people-led’ approach, which to me, simply means that we prioritise people.
I am aware that as an EOR our products are real human beings who lead complex lives and, at times, just want to know that there is somebody on the other side who can help them. Utilising a global workforce and partnering with a people-led EOR will ensure your business is resilient and futureproof, and properly protecting your employees. You do not need me to tell you that this ultimately strengthens and drives the success of any business.
