Hiring a Global Workforce

Developmental sector organizations with international missions (NGOs, NPOs, CBOs etc) have now fully recognized the benefits of hiring locals to lead programmes. It just makes sense – who better to serve a community than someone from within it?

Hiring local employees offers numerous advantages. Local staff have a deeper understanding of the cultural nuances and first-hand knowledge of the on-the-ground challenges. Building local capacity ensures your organization remains relevant and in-tune with the needs of your target communities.

But, hiring an international employee means navigating tricky pitfalls like local payroll, taxes, benefits, and compliance requirements in different countries. Setting up a small branch office or subsidiary in your target country seems the obvious solution, however, it is an expensive, time-consuming and resource-heavy option. An in-country office is best suited for NGOs with a long-term commitment and significant resources for international expansion.

So, what are the options?

Leverage international recruitment channels

Teaming up with an international recruitment agency is a win all around. You get a globally connected agency that will help you find skilled candidates with knowledge of the country’s context and who can successfully lead and implement your programmes.

Partnering with a specialist recruitment agency, like NGO Recruit, can significantly streamline your hiring process.  NGO Recruit combines their experience of targeted headhunting with innovative search techniques so you won’t have to do the heavy lifting or sift through mountains of resumes. Instead, they quickly find high-quality candidates that meet all your requirements – saving you time and resources. Working with NGO Recruit takes the stress out of hiring senior executives globally.

TIP: Always work with reputable recruitment agencies who are committed to your organization’s overall mission and support your recruitment and retention goals.

Work with an Employer of Record

Congratulations – you’ve found your ideal candidate. Next up, finalizing the paperwork and ensuring compliance with the country’s labour legislation. The easiest way to achieve this is to partner with an employer of record (EOR) to ensure a smooth on-boarding process. You don’t want to leave your new employee to navigate all the complex legalities alone, as this can be an intimidating process.

An EOR employs workers in other countries on your behalf – acting as the legal employer of your employee on paper. They take full responsibility for all aspects of employment, such as compliance, payroll, taxes, and benefits.

For example, if you are based in the US but your country programme runs in Rwanda, you need an EOR based in Rwanda to oversee the legal responsibilities of your employees.

TIP: An employer of record (EOR) and a professional employer organization (PEO) are NOT the same thing. EORs and PEOs both manage HR tasks such as payroll, benefits, tax deductions and reporting. But, the PEO shares employer responsibilities – it’s more of a co-employment arrangement – and you’re still solely responsible for local labour law compliance. A PEO works best if you already have a branch in your target country.

International hiring need not be a daunting experience. You just need to find the right partners to ensure a seamless hiring process.

Source: Remote.com

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