Author: soporte administrador

In recent years, hiring professionals via an EOR in El Salvador has become increasingly attractive, as this Central American country has bet on new technologies and promoted education among its people.  

If you are interested in acquiring talent in this country filled with potential, an EOR in El Salvador will hire professionals on your behalf, supervise payroll, and manage your human resources, always ensuring compliance with local laws and minimizing any risk related to international recruitment. 

SEE ALSO: Call center outsourcing: 5 great destinations to consider  

Working with an EOR in El Salvador will also help you save time and money, as you will not have to establish a subsidiary of your company. These providers have established legal entities and know the market and its legislation, which is vital to expanding a successful business in this territory.  

Note that thanks to their co-employment services, an EOR in El Salvador can also be known as a professional employer organization (PEO or PEO International).  

Contact us to find out how we can help you hire in this territory and the rest of Central America. 

El Salvador: country overview 

El Salvador, located on the coast of the Pacific Ocean, is a country that borders Guatemala and Honduras in an area of just 21 square kilometers, making it the smallest nation in terms of size in Central America.  

The official language of this country is Spanish. English is learnt at school, meaning that it is widely understood, especially by those with higher education. Due to the influence of the United States in the territory, from popular culture to business, the language continues to be popular.   

The capital and most populated city is San Salvador, in whose metropolitan area the economic and political activity of the nation is concentrated. Santa Ana stands out for its culture and textile production, and San Miguel is known for being the economic powerhouse of the eastern zone. 

El Salvador is home to 6.5 million people with traditions that date back to pre-Hispanic times and are mixed with Spanish and African customs that give way to a multicultural nation with a rich history.  

Although this nation has undergone many political and administrative changes over the years, its economy has improved, poverty and inequality have decreased, and it has focused on the continued development of its workforce.  

Technological development is also vital in this territory, with projects such as the Digital Agenda 2020-2030, a set of government actions aimed at innovation, education, and the application of ICTs in all areas of the country. Bitcoin has been accepted as legal tender in a pioneering experiment with digital currencies. 

The Salvadoran market at a glance  

According to the Economic Commission for Latin America and the Caribbean (ECLAC), El Salvador is Central America’s second-fastest-growing economy, driven mainly by agriculture, manufacturing, and services. 

In terms of agriculture, the most exported products are cotton, coffee, and sugar cane, in addition to beef production and timber resources.  

Manufacturing in this land involves processing agricultural products such as food and textiles and producing large quantities of pharmaceuticals, chemicals, and electronic materials.  

However, the services sector, mainly financial and tourism, contributes the most to the Salvadoran economy: it represents almost 60% of the national GDP.  

Regarding human talent, the Salvadoran approach for more than two decades has offered outsourcing services to nations such as the United States, with a solid group of workers with technical skills, specialists in programming and engineering, and software development.  

To provide quality human talent, the government has focused its efforts on offering universal education, minimizing illiteracy rates, and providing technology-focused secondary and higher education.  

In addition, through treaties such as the United States-Central America-Dominican Republic Free Trade Agreement (CAFTA-DR), El Salvador facilitates trade and foreign investment by reducing tariffs and opening markets. Some industries, such as telecommunications and electricity distribution, have also been privatized. 

Hire professionals with an EOR in El Salvador 

An EOR in El Salvador is a fast and reliable solution for those companies looking to add to their teams highly trained personnel to work remotely from this Central American nation.  

Employers of record are third parties that recruit and manage personnel on behalf of their clients following the Salvadoran administration, so companies that rely on their services will not have to worry about setting up a local entity, a process that can take time and money. 

Additionally, as a legal employer, the EOR in El Salvador minimizes any risks related to international recruitment. These experts know the local market, its laws, and areas of opportunity. They also help you to classify your team members correctly. 

Thanks to the EOR’s recruitment networks, you can have staff working from El Salvador within weeks. Also, while you incorporate your team, the legal employer manages your human resources, such as payroll, tax calculation, vacations, benefits, and contract recession. 

Note that an EOR in El Salvador may also be known as an international PEO or professional employer organization for its co-employment services. Many providers make no distinction between the two names and offer their services interchangeably. 

Regulations an EOR in El Salvador will take care of 

These are some of the regulations that your EOR in El Salvador will take care of. Consult our knowledge base for more information.  

Contracts: contracts in El Salvador can be indefinite, temporary, and for intermediate terms, have the information of the hiring party, the work to be performed, the duration of the contract, the working hours, the salary (in US dollars), and the signature of both parties, among other stipulations of the Labor Code of the Republic of El Salvador. Trial periods, in turn, may be 30 days at maximum. 

Termination: a contract terminates upon expiration, death of the employee, legal incapacity, or dissolution of the company. An employee may be fired for multiple reasons, such as negligence, immorality, or absence from the workplace without justification. As for the severance pay, it will vary depending on the reasons that led to the termination of the contract. 

Minimum wage: the minimum wage varies, but for the industry, commerce, and services sectors, it is USD 365 per month. In addition, the legislation provides an annual bonus: 15 days’ salary for employees with 1 to 3 years of service, 19 days’ pay for 3 to 10 years, and 21 days’ salary for more than ten years of service. 

Working hours: working hours are 8 hours per day, with a maximum of 44 hours per week.

Vacations and official holidays: in El Salvador, employees are entitled to 15 days of paid leave per year, which cannot be compensated economically. Holidays are 11 and are paid double if worked. 

Medical leave: up to 26 weeks of sick leave; the employer covers the first three days, the rest by social security. 

Maternity and paternity leave: mothers have 18 weeks of maternity leave, 12 before and six after childbirth. Fathers, on the other hand, have a three-day leave.  

Taxes: sales tax in El Salvador is 13%. In comparison, residents and non-residents pay income taxes ranging from 5% to 35%, depending on their income. 

EOR in El Salvador: 6 steps for successful recruitment 

In order to hire top professionals via an EOR in El Salvador you will need to follow these six steps:

1) Find an EOR in El Salvador 

To hire in this Central American nation, the first thing you must do is find an EOR in El Salvador that understands your hiring needs, fits your budget, and offers the services you require, whether it’s international PEO or EOR recruitment, talent acquisition, contractors or visa and work permit processing. 

2) Define your requirements 

Conquering the Salvadoran market will be easier if you determine the profile of the professionals you need for your international expansion and their knowledge, background, and skills. This information will help your EOR in El Salvador in the search and recruitment of local talent to grow your business.  

3) Complete preliminary screening 

Sharing your company’s vacancies on your EOR’s recruitment channels in El Salvador means job applications and resumes will arrive in a few days. Of all the candidates that apply, the employer of record will make a preliminary selection of those professionals that meet the established requirements.  

4) Start interviews 

The round of interviews will be conducted with the strongest candidates, first to get to know them and then to check that they have the skills and knowledge described in their applications. Those who stand out and satisfy the hiring company’s requirements will be considered to join the organization.  

5) Send job offers 

One of the advantages of working with an EOR in El Salvador is that it will be in charge of sending job offers to selected candidates based on local regulations. If necessary, it will negotiate with the professionals until the signing of the contracts, which must include information such as the name of team members and the employer, salaries, working hours, recession policies, and any clauses required by Salvadoran regulations.  

6) Initiate onboarding 

With both parties happy after signing the contract, while the EOR in El Salvador finalizes the recruitment procedures, you can start onboarding your new professionals, introduce them to the rest of the team, delegate the first tasks, talk to them about your organization’s values and share any relevant information to get them started. 

Alternatives to hiring via an EOR in El Salvador 

You can hire professionals through an EOR in El Salvador, but other recruitment options exist. For example, suppose you need several team members and have the resources to have an office in this territory. In that case, it is best to open a legal entity.  

Having an entity in El Salvador would also minimize any outsourcing-related risks. However, it will also take more time and can be complicated, especially when unfamiliar with the Salvadoran market and labor and tax laws.  

Another option is direct hiring, which can be done by searching for professionals on the internet or on platforms where they offer their services. An EOR in El Salvador can also provide this benefit as part of its offer and streamline the whole process.  

Finally, there are international contractors, professionals with whom you can work for a specific period or project. These experts usually have specialized knowledge, flexible schedules, and use their tools.  

While they may work full-time as a regular employee, international independent contractors operate for their own company, which provides their services to employers.  

These experts are not part of the payroll but have other rights and obligations. Therefore, you should be careful and classify them well to avoid fines or termination of operations.  

Serviap Global can be your EOR in El Salvador 

At Serviap Global, we are experts in recruitment in Central America, so we can be your EOR in El Salvador. Our offering includes international PEO / EOR services, international contractors, and global talent acquisition for direct hire.  

We started working in Mexico more than a decade ago and then expanded throughout Latin America and the rest of the world. Today we offer services in more than 100 countries so our clients can hire local professionals without complications.  

Contact us to find out how we can help you as an EOR in El Salvador or other countries in Central America.  

Use our free risk calculation tool and avoid misclassification of contractors. You can also get an idea of the total payroll cost in El Salvador and other territories with our free paycheck calculator.

Expanding a company’s reach into global markets is a compelling opportunity for development and success in today’s interconnected world. International recruiting is a vital aspect of this expansion process.  

Establishing a legal presence in a foreign country can be a complicated, time-consuming effort. Thankfully, there are options for international recruiting that can help companies achieve their goals and build a global team without setting up legal entities in multiple jurisdictions.

SEE ALSO: Call center outsourcing: 5 great destinations to consider 

Determining the most suitable approach depends on many factors, such as deadlines, job requirements, legal obligations, and long-term goals. When it comes to international recruitment, there is no universal answer that fits everyone, so planning properly for your situation can help you optimize the expansion of your company. 

Contact us if you’re interested in learning more about international recruiting. 

9 aspects of international recruiting 

It is important to define the goals of the projects for which you are planning on international recruiting. This clarity will enable you to effectively communicate your needs to potential providers and attract those with the necessary qualifications. Here are some important aspects to take into consideration. 

1) Embracing remote work 

The first thing to contemplate when investing in international recruiting is adapting your company activities to make having a distributed workforce viable. That generally means embracing remote working. This approach allows businesses to recruit top talent from around the world, regardless of geographical boundaries, as the advance of technology has made virtual teams more accessible than ever. 

2) Partnering with an EOR (employer of record) 

One great option for international recruiting is collaborating with an employer of record that will act as your legal representation in your target country. An EOR is a third-party provider that specializes in hiring professionals through its own international entities or partner organizations. With a deep understanding of local job markets, they assist in talent sourcing, recruitment, and management. 

3) Handling legal compliance 

International recruiting includes having to deal with all relevant regional employment laws, as well as handling administration and payroll. If you work with an EOR (also known as a Professional Employer Organization), they can assume full legal responsibility for your company, eliminating unexpected legal issues. They can take care of regular reporting obligations, including tax payments, benefits, and paid time off. 

4) Using independent contractors 

Another viable option for international recruiting is engaging freelancers and independent contractors. Companies can find experts for short-term projects or long-term collaborations without the need to establish a full-time employee contract. Contractors provide their services while not legally being a part of the payroll. Hiring international contractors can be done directly or via an EOR. 

5) Avoiding employee misclassification 

Contractors work under different rights and obligations than full-time employees. They may work similarly to other official collaborators, but will be protected by divergent regulations, and need to be classified properly.

This means you must understand the risks of contractor misclassification, so you don’t face legal complications and even potential fines. 

6) Interviewing virtually 

Virtual interviews and assessments have become commonplace in the modern workforce. Utilizing video conferencing and online review tools can streamline the candidate evaluation process and help companies identify the most suitable candidates from a diverse applicant pool. 

7) Embracing cultural diversity 

International recruiting requires strategies to create a mixed workforce, which is a crucial topic for clever businesses. Understanding the local culture, traditions, and communication styles can facilitate smoother interchanges with candidates from different backgrounds. The benefits of remote working appeal to employees of many configurations, which is a good way to boost diversity and innovation. 

8) Maintaining clear communication 

Establish favored contact methods with remote employees to ensure compatibility. Ensure you have accessible means of communication, such as email, video, and project management tools. Distributed workforce management thrives on setting clear expectations, providing timely feedback, and establishing a sense of inclusion despite physical distance and time zone differences.  

9) Provide professional opportunities 

Remote employees often value opportunities for professional growth and development. Companies can attract and retain top talent by offering training programs, workshops, and skill-enhancement opportunities to nurture their careers. This can make international recruiting more efficient as it improves employee retention and company expansion. 

Benefits of international recruiting and remote work 

International recruiting presents an opportunity to discover outstanding talent in countries that might have been overlooked previously. Moreover, you can often enjoy competitive rates, increase your ability to network globally and tap into new potential in diverse markets. 

Having a presence in various places, both near and far from home, brings added advantages, such as the possibility to exploit asynchronous working and benefit from more foreign languages and cultural knowledge. This way, you can achieve enhanced customer service capabilities, accelerating progress expansion. 

Another benefit is the notable cost reductions in office space. When a portion of your workforce operates remotely, you can downsize or eliminate physical office locations for your company. Face-to-face meetings and other events can still be accommodated by renting temporary collaborative hub spaces. 

It’s important to remember that taking your business beyond borders need not entail an overwhelming investment of time and money. Depending on your international recruiting and staff selection strategy, the process can be more affordable and achievable than you might anticipate. 

According to a study published by NBER, the increased practices of remote work have advanced contracts diversity and lowered labor costs. They found that firms are more likely to leverage remote part-time employees and independent contractors, which can diminish expenses. International recruiting can also affect employee turnover rates and the costs of selecting and onboarding new personnel. 

Serviap Global can help with efficient international recruiting 

At Serviap Global, we provide international recruiting assistant through our international PEO / EOR services. We have a presence worldwide in more than 100 countries, where we also provide global talent acquisition services to companies looking to hire candidates directly. 

We have more than 13 years of experience in facilitating global hiring and are commited to service excellence wherever we assist companies.

Contact us to find out how we can assist you in international recruiting.

Working with an EOR in Nigeria is an attractive option for businesses looking to expand in Africa’s biggest economy. An employer of record (EOR) hires professionals on your behalf and assumes many liabilities associated with being an employer, allowing you to quickly and compliantly onboard top local talent without needing to set up your own entity in the country. 

For companies that need help identifying outstanding candidates for the roles they wish to fill in the country, an EOR in Nigeria will also have an established recruitment network to assist with those efforts.

While any selected candidates will officially be employed by the EOR in Nigeria, those professionals will report directly to you. So that you can effectively have local talent in place without ever needing to worry about navigating unfamiliar regulations.

SEE ALSO: Call center outsourcing: 5 great destinations to consider 

It is worth noting that some EOR providers may also refer to themselves as an international professional employer organization (PEO). 

If you are interested in hiring in Nigeria, contact us for more information. 

Nigeria: ‘the Giant of Africa’ in many ways

Nigeria is located between the Sahel area and the Gulf of Guinea in West Africa. Its diverse landscape makes it ideal for a broad range of plants and animals as well as one of the largest river systems worldwide. 

Nigeria is often referred to as the ‘Giant of Africa’, thanks to having the largest population on the contient, biggest economy by GDP, and also due to its massive diversity of nature, languages, and people. While English is the official and most widely-spoken language, more than 250 languages are spoken around this West African nation. Culturally, Nigeria is also a major producer of arts and music, while the scale of its film industry has seen it become known as Nollywood. 

The country is a continental leader in energy power, pharmaceuticals, and the financial market. It has a highly developed financial services sector, and an abundant supply of natural resources, including coal, gold, and bauxite. Most factories are located in the State of Ogun, considered the current Nigerian industrial hub. 

The largest city in the country is Lagos, which was replaced as capital by Abuja in 1991. Lagos is one of the fastest-growing megacities in the world, and it hosts one of the biggest ports in Africa. It is also a culturally rich, major tourist destination. Business Insider Africa prospects that it may become the largest city globally by the end of this century. 

Hiring and doing business in Nigeria 

The business culture in Nigeria is strong and Nigerians are famed for their entrepreneurial spirit. Businesses are known for having an often hierarchical culture, in which older people command great respect. Familiarizing yourself with such a culture is essential for hiring in the country. 

Like in many countries, being successful in business in Nigeria often requires relationship-building, and in-person meetings are often highly favoured. Thanks to growing access to professional education, Nigeria has become a solid location for sourcing skilled professionals via headhunters in Africa. 

The telecommunications market in Nigeria is one of the fastest-growing in the world. There are major emerging market operators basing their most profitable centers in the country. Lagos is regarded as one of the main technology hubs in Africa and IT jobs have become more and more readily available in Nigeria. 

High levels of English proficiency also make the country a good prospect for call center activities, especially for businesses receiving large volumes of calls from customers in Europe or elsewhere in Africa, due to the similar timezones.

You may also find potential team members In Nigeria in other key areas such as marketing, transport, and medicine, with many highly-skilled professionals seeking the prestige of working with international businesses. 

EOR in Nigeria: reach the best talent 

Using the services of an employer of record in Nigeria helps hiring in the country to become an efficient process. An EOR in Nigeria takes care of various administrative tasks, including onboarding, payroll management, leave management, health insurance, offboarding, and a range of other regulatory matters. 

These third-party experts possess in-depth knowledge of the local labor laws, helping businesses navigate compliance issues, such as contractor misclassification risk. Moreover, an EOR in Nigeria has an extensive recruitment network, simplifying the process of hiring suitable candidates for specific positions within the company.  

An EOR in Nigeria will charge a fee, usually on monthly basis per employee hired. This investment is generally more cost-effective and time-efficient compared to establishing and managing a new entity in a foreign territory on your own. These companies often have a presence in the region and can provide valuable assistance during further expansion endeavors. 

If you are looking to hire professionals in more flexible agreements, you can also seek international independent contractors. They are self-employed people who operate independently according to an established contract and will not be legally considered full-time employees of your company. An EOR in Nigeria can also help you in hiring contractors, easily overcoming work misclassification. 

Regulations an EOR in Nigeria will take care of

In Nigeria, contracts contain explicit agreements surrounding work hours and location, duties, benefits, and holidays.

Minimum wage: The Nigerian payroll cycle is typically monthly, though employers can agree to pay in a weekly or fortnightly cycle. The current minimum wage is 30,000 Nigerian Naira per month for a five-day week of eight hours’ daily work.

Working hours and overtime: The Labour act does not cover working hours, although the minimum wage is based on a 40-hour, five-day week. In some sectors, 48 hour, six-day weeks are common. Overtime needs to be specified in the employee and employer agreement, as there is no mandatory pay or limit by law.

Employee leave: national law offers 12 weeks of maternity leave. Nigerian workers are also entitled to 12 days of sick leave, and an annual leave of at least six days for vacations. Public holidays are at the president’s discretion to a minimum of 11 days.

Payroll taxes: The employer payroll tax consists of a 10% tax rate for pension, 1% for the Industrial Training Fund, and 1% for the insurance fund. Employees must contribute with an 8% rate for pension and 2% for the housing fund. Corporate tax is relatively high, at 30%.

Serviap Global can help you find top talent in Nigeria 

Serviap Global assists companies with hiring around Africa, so if you are interested in working with an EOR in Nigeria, we can help.

Our network of international entities and trusted partners allows us to assit companies in over 100 countries worldwide, and our portfolio includes international PEO / EOR services, contractor hiring, and global talent acquisition to assist companies with finding direct hires. 

Contact us to find out how we can assist you as an EOR in Nigeria.

We had the pleasure of talking with Brazilian longevity expert Eliane Kreisler on inclusion in the workplace, and how to combat ageism in professional environments.

Ms Kreisler is an HR professional with more than 35 years of experience working and consulting for large companies, covering the likes of performance management processes, knowledge management, development and training. 

She holds a post-graduate degree in people management; is a published author on the subjects of longevity, age diversity and work inclusion; and is a founding partner of EK Consultoria Gestão e Carreiras, a consultancy focused on age-related workplace inclusivity and career transition after the age of 50.

She is also a co-founder of the workplace longevity-focused YouTube channel LongeTalks.

Here’s what she had to say:

1) In your experience, at what age do professionals begin to face age-based discrimination for being older? 

This discrimination, also known as ageism, can affect older professionals at different points in their careers. It can start to emerge around the age of 45 or older, depending on the industry.  

In some areas, more experienced professionals may face challenges in hiring or promotion processes due to stereotypical perceptions that they may be less adaptable to change or less willing to learn new technologies.  

On the other hand, in some professions there is an appreciation of the experience and skills of older professionals. In some sectors, such as entrepreneurship, more mature individuals may find significant opportunities. 

2) Beyond clear displays of ageism through age-related comments, what forms does age discrimination take in the workplace that may sometimes go unnoticed? 

Age discrimination often manifests itself in subtle ways and is sometimes not as overt as direct age-related comments. Some forms that may go unnoticed include: 

• Excluding professionals from employment opportunities, hiring or even promotions based on age-related stereotypes, even if they possess the necessary skills and experience. 
• Younger employees may receive more opportunities for development and training. 
• Harassment or subtle derogatory comments about age, creating an often hostile work environment. 
• Older professionals may be excluded from important or strategic projects on the assumption that they will not adapt. 
• The assumption that older professionals are not as up-to-date with technology can lead to restrictions on access to new systems and tools. 

3) Do you think age discrimination receives as much attention as other forms of workplace discrimination, and if not why not?  

Age discrimination does not always receive as much attention as other forms of prejudice in the workplace. 

Culturally, Brazil has always been considered a young country. The age pyramid began to reverse in recent decades, and is currently accelerating, due to low birth rates and increasing life expectancy and quality. We live longer and better.  

According to research, in 2050, the elderly population will represent about 30% of the Brazilian population.  

In the corporate market, this discrimination, often veiled, appears in assumptions and ignorance about the aging process. Culturally, we create stigmas that undermine reality and the scenario today is quite different. Professionals over 50, in general, keep up-to-date and their capacity and experience add a lot to projects. 

4) In what ways does ageism intersect with other forms of discrimination and in your experience are older professionals more prone to face other forms of discrimination? 

Age prejudice can intersect with other forms of discrimination, such as: 

Gender and age: Older women face discrimination based on age and gender, also known as ‘gender ageism’, such as being less productive or less able to adapt to technological changes. 

Race and age: Older professionals belonging to racial minorities may be affected by stereotypes related to age, race or ethnicity, which may hinder their employment opportunities and career advancement.  

Digital skills and age: Older professionals may face challenges when competing in the job market due to stereotypes about their digital skills compared to younger people.  

5) What are some of the biggest challenges faced by older professionals in networking and career transition? 

Some challenges include: 

• When networking, older professionals may encounter a change in social dynamics, especially in sectors where the average age is younger. This can lead to difficulties in identifying common interests and forming meaningful connections. 
• Some potential contacts may have negative stereotypes about older professionals, which may affect the willingness of some people to connect with them. 
• When in career transition, older professionals may encounter established professional networks that are dominated by younger colleagues. Breaking into these networks can be challenging and requires extra effort to build strong relationships. 

To overcome these challenges, it is important for older professionals to adopt strategic approaches to networking and career transition. This may involve attending professional events related to your field of interest, investing in developing technology skills relevant to the current market, and seeking out mentors or support groups that value age diversity. 

6) What legal frameworks or policies are in place to address ageism in the workplace in Brazil, and how effective have they been? What else should be done in this regard? 

In Brazil, the main legislation addressing this issue is the Federal Constitution of 1988, which prohibits age discrimination, as well as Law No. 9.029/95, which prohibits employer age requirements in job advertisements or in the selection process. 

In addition, the Consolidation of Labor Laws (CLT) establishes that it is forbidden to discriminate against workers on the grounds of their age, ensuring equal opportunities at all stages of the opportunities at all stages of the employment relationship. 

Despite these legal frameworks, effectiveness in combating age bias in the workplace can be challenging. Age discrimination often are difficult to prove and enforce laws. In addition, there are still cultural challenges and deep-rooted stereotypes. 

To combat age discrimination we should consider: 

• Promoting awareness and education campaigns about age diversity. 
• Adopting inclusive policies that value the experience and skills of older professionals. 
• Providing diversity training for everyone in the company in order to promote an inclusive work environment.  
• Stimulating the exchange between professionals of different age groups, valuing mutual learning, through reverse and intergenerational mentoring programs. 

7) In your experience, has the rise of remote working seen in recent years had an effect on ageism in workplaces, be that positive or negative? 

Positive effects: 

• Remote working can level the playing field, making age differences less evident and allowing professionals to be evaluated based on their productivity and results. 
• It can offer more flexibility for older professionals who may have a preference for different hours and ways of working. 
• It can create a more inclusive environment, especially for some older professionals who may struggle with daily commutes or face physical barriers.  

Factors to watch out for: 

• Remote working can create challenges for older professionals who are not as familiar with technology, reducing their opportunities to participate in certain roles. 
• Remote working can lead to greater social isolation, this has created an increase in mental health issues in the workplace.  

8) What strategies and initiatives have you observed that effectively promote age inclusion in the workplace? 

• Companies that adopt formal diversity policies, which include valuing the experience and skills of older professionals. 
• Providing awareness training for all employees, addressing issues of age bias and highlighting the importance of valuing age diversity. 
• Intergenerational and reverse mentoring programs that provide for the exchange of experiences and knowledge between professionals of different age groups. 
• Valuing and recognizing the contributions and achievements of older professionals help to break down negative stereotypes and promote a culture that values age diversity. 

It is important that these initiatives are implemented in a consistent and sustainable manner, accompanied by monitoring to ensure that inclusive practices are effectively incorporated. 

9) How can organizations create a culture that values the contributions of older professionals and ensures they have equal growth opportunities? 

• Inclusive leadership: The leaders must demonstrate a commitment to age inclusion at all levels of the company. 
• Diversity and inclusion policies: Establish formal policies that emphasize the importance of age diversity in the workplace. 
• Awareness training: Provide regular training for employees addressing issues of age bias and promoting awareness of the importance of inclusion. 
• Participation and involvement: Encourage the active participation of older professionals in key company projects and decisions, ensuring that their voices are heard and valued. 

This not only benefits older professionals, but also contributes to a more enriching and innovative work environment. 

10) What are the most common solutions you promote to organizations to help them overcome the potential for ageism in the workplace? Which essential measures do you most often see not being implemented? 

• Analysis and transformation of the organizational culture, adapting to the new scenario. I emphasize on the mindset change being introduced to main leaders, especially CEOs. 
• Organizations should develop formal policies that respect age diversity, having consistent and sustainable programs that aim at intersectionality. 
• Provide regular trainings to employees on age bias. 
• Promote the formation of intergenerational teams. 

Still, we have measures that are difficult to implement: 

• Some organizations are not fully aware of the impact of age bias and therefore do not consider the need to combat this form of discrimination. 
• Some organizations are still reluctant to change their recruitment practices and retirement policies. 
• Unconscious biases about age can influence hiring, promotion and career development decisions, even if unintentional. 

Overcoming these challenges requires a genuine commitment from organizations to value age diversity and implement concrete measures to combat age discrimination. Awareness, sensitization and committed leadership are essential to create inclusive work environments where all professionals can thrive and contribute their skills and experiences, regardless of their age. 

Eliane Kreisler is a workplace longevity expert based in São Paulo, Brazil. She was speaking to Rafael Sens.

Serviap Global supports international hiring

At Serviap Global, we help companies with global hiring solutions in over 100 countries worldwide, including international PEO / EOR services, contractor hiring, and recruitment.

Contact us for more information.

Thanks to the growth of this Souteast Asian nation and its expanding pool of highly qualified professionals available at competitive rates, more and more companies are showing interest in hiring remote workers in the Philippines. 

For companies looking to access the best Filipino talent, a number of options are available, including employing them through an employer of record, hiring international independent contractors, or setting up a local entity and recruiting them directly.

SEE ALSO: Call center outsourcing: 5 great destinations to consider 

Each option offers its own benefits and drawbacks, and deciding which is most suitable for you will depend on things such as how soon you wish to have professionals in place and how permanent a presence you intend to establish in the market.

Contact us to learn how we can help you in hiring remote workers in the Philippines. 

Philippine market 

More than 7,000 islands compose the Philippines, a Southeast Asian country rich in natural resources, with a population that exceeds 110 million inhabitants and which has seen significant growth in its economy since the turn of the century mainly thanks to its service sector.

Manila, the capital, is the country’s political center, while Quezon City, in the same metropolitan area, is the wealthiest urban zone in the Philippines thanks to its commercial locations and districts such as Cubao, Libis, and Novaliches. The latest is home to several SMEs specializing in software development, online shopping, and sales.  

The country is home to many ethnicities and cultures, meaning that more than 170 languages are spoken. However, only two are official: Tagalog and English, taught officially from elementary school.  This means English levels are high, a boon for companies hiring remote workers in the Philippines.

Services dominate the economy, especially tourism, but the agricultural sector is vital since this nation stands out for its production of coconut oil, sugar, and rice, to mention the most exported goods.  

Doing business in this territory is made all the easier by the government’s proactive efforts to encourage investment, including initiatives such as temporarily exempting the payment of taxes in specific industries. 

Benefits of hiring remote workers in the Philippines 

One of the biggest benefits of hiring remote workers in the Philippines is the highly competitive rates at which skilled professionals can be secured. While salaries will range depending on the industry and level of seniority, for context the minimum wage was set at 610 Philipinne pesos per day in 2023 — or around US $11 at time of publication.

By hiring remote workers in the Philippines, companies will also be able to develop its understanding of the local market and consumption habits, as well as potentially using the country as a stepping stone to recruiting elsewhere in Southeast Asia.  

In addition, the fact that universities and colleges turning out increasing numbers of computing graduates, makes the country increasingly attractive as a source of IT progessionals.

High levels of English also make the country a popular destination for employing people for customer-facing roles, and the Philippines is one of the world’s hottewst destinations for call center outsourcing. 

3 options for hiring remote workers in the Philippines 

1) Through an EOR 

Hiring remote workers in the Philippines is easier and faster when you do it through an employer of record (EOR). This third party sources and manages staff on your behalf, in compliance with local regulations and following your budget and expansion plan.  

An EOR in the Philippines has extensive knowledge of the local market, as well as a robust recruitment network allowing local talent to be rapidly sourced and quickly incorporated into your international team.  

When you acquire the services of an EOR in the Philippines, you don’t have to worry about opening a subsidiary or office in this territory. You’ll also save time and money, and can take advantage of these resources to expand your business.  

By becoming your legal employer, the EOR assumes responsibility for payroll, tax payments, benefits and deductions, work schedules, insurance, and the eventual departure of professionals, ensuring compliance with local labor laws.

The EOR, sometimes known as a professional employer organization (PEO or international PEO) for its co-employment services, will charge a percentage of the payroll of each employee hired, which it will agree upon when signing an initial contract with its clients.  

Working with an EOR has many advantages, such as quick entry and exit from a market, so it is worth comparing and choosing the provider that best understands your needs and is responsible for hiring remote workers in the Philippines. 

An EOR will help you define the employee profiles you need when hiring remote workers in the Philippines. They can review resumes, interview qualified candidates, make job offers, sign contracts, and manage the human resources of the hired applicants.  

While the registered employer handles administrative tasks and compliance with labor and tax regulations, the employer will manage the relationship with their new team members, who will report directly to them. 

2) As international contractors 

Hiring remote workers in the Philippines can also be done as international independent contractors, experienced individuals, or groups operating for their own company, which offers its services to foreign employers.  

Although they can function as full-time employees, independent contractors work for a specific period or project, for a couple of weeks, months, or longer, depending on what their client or clients are looking for.  International contractors, as freelancers, are flexible, determine their schedules, and generally have their own tools to perform the activities for which they are hired.  

Not being on the company payroll, a contractor is paid on a per-project basis, a rate that may be slightly higher than that of a full-time employee. However, they do not usually require the same level of benefits. It is crucial to classify them correctly as independent workers, not employees to avoid legal problems such as financial penalties or barriers to future recruitment in the country.  

Hiring remote workers in the Philippines as independent contractors is more manageable through an EOR, which, thanks to its recruitment networks, can find the most competent freelancers in weeks to work on a specific project.  

The EOR, as a legal employer, will ensure that international contractors are correctly classified in the Philippines and that working with them complies with local labor and tax regulations. 

3) Directly

Finally, hiring remote workers in the Philippines directly will require establishing a foreign entity, subsidiary, or representative office in this country, which can be time-consuming, costly, and bureaucratic.  

However, having a legal entity in the Philippines is a good option if you plan to remain in this market indefinitely and hire many remote employees in the future. 

Either way, while you sort out the legal formalities of opening your representative office and look for a comfortable and functional space to set it up, an EOR can help you acquire local talent thanks to its recruitment networks. 

Once you have your staff in place, the EOR can also support you with human resources management, so relying on these third parties facilitates entry into a new market and minimizes the risks involved in working with staff away from home. 

Generally, an EOR helping you with direct hires will also facilitate the processing of work permits and visas, so consider finding the one that offers the best services at the best price and understands your hiring and international expansion needs. 

Serviap Global can help you hire remote workers in the Philippines 

At Serviap Global our portfolio includes international PEO / EOR services, contractor hiring, and global talent acquisition to support direct recruitment, so we assist you with hiring remote workers in the Philippines via any of the three options mentioned in this article.

Having started out in Mexico in 2010, we have expanded internationally so that today we are able to assist companies in over 100 countries worldwide, including many destinations in Southeast Asia.  

Contact us to find out more. 

Thanks to the diversity of options and facilities in the market, many companies of various sectors and sizes are considering international recruitment and staff selection when developing an overseas presence to start their global expansion projects. 

Remote work has boosted international recruitment and staff selection, as it affords greater agility when entering and exiting new markets as well as making the process easier when hiring global talent.  

However, there are also certain disadvantages to hiring overseas. These range from cultural differences to the costs of searching for staff in unfamiliar territories or sometimes complex laws related to recruiting and paying taxes. 

SEE ALSO: Call center outsourcing: 5 great destinations to consider 

Making the most of the pros and managing the cons carefully will help you make a better decision regarding international recruitment and staff selection options, of which there are three main choices: hiring directly, EOR services, and recruiting independent contractors. 

Each of the possibilities, in turn, has benefits and risks, so it is best to design an international expansion strategy carefully, as you also need to think about how your staff will be managed, the tools you need to provide for them, and which channels of communication you want to use with your global team. 

Serviap Global helps companies with international recruitment and staff selection solutions in more than 100 countries. Contact us to find out how we can help you. 

The benefits of international recruitment and staff selection

Expanding a business abroad has multiple benefits, and doing so through international recruitment and staff selection is no exception. For example, developing economies can become accessible markets to conquer when you add employees from these countries to your teams.  

Having employees of different nationalities and backgrounds will help you build diverse teams that will not only bring innovative ideas to the table but will also help you gain a broader understanding of the local market, work culture, traditions, and demographic data that will help you create a robust expansion strategy in this and neighboring territories.  

Taking a business beyond your borders does not require a considerable investment of time and money. While it will depend on your international recruitment and staff selection solution, it is possible and more affordable than you think. 

Plus, when you have a presence in different markets, whether near or far from home, you have an even more excellent opportunity to cover different time zones, improve your customer service and achieve your expansion goals faster than planned.  

By having staff in different regions and working from home, your output will be even higher. As shown by a study from the National Bureau of Economic Research (NBER), companies in sectors such as IT and finance experienced an increase in productivity from 1.1% between 2010 and 2019 to 3.3% since the start of the pandemic. 

Challenges of international recruitment and staff selection 

Beyond the benefits of international recruitment and staff selection, you must consider the challenges behind this strategy, such as asynchronous working: no constant or fluid communication due to employees in different locations and with more than one time zone.  

Also, although you can communicate in a common language with your global collaborators, you need to take into account the cultural and work-related differences that may exist between people in different countries. This way, you will avoid misunderstandings or inefficient communication.  

Local labor and tax laws are also best understood and followed to the letter to avoid possible violations or even the termination of operations and, consequently, a bad reputation. In this sense, you must know how to correctly classify your employees to be sure of the benefits they are entitled to by law. 

3 solutions for international recruitment and staff selection 

For a successful international recruitment and staff selection process, consider these three options:  

1) Direct hiring 

Direct hiring is one of the international recruitment and staff selection solutions for expanding companies. However, it can be a complex process, although possible, as you will need to set up your legal entity in the country of your choice.  

This way, you can ensure compliance with all legal obligations, including registering with local authorities and obtaining the necessary permits. Remember that it requires a significant investment of resources and that your entry into a new market will take longer.  

Nevertheless, taking responsibility for international recruitment and selection is the best option when you are looking to stay in a country indefinitely and need to employ a significant number of workers. 

To hire personnel directly, you must define the entity that best suits your business; these are usually of three types: a foreign representative agency, a branch, or a subsidiary. Your choice will depend on local laws and your expansion needs.  

You can hire staff directly, but doing so with the help of a third party will make things easier for you. While you decide which type of entity is the most accurate, an EOR, for example, can source, hire and manage your future employees and assume legal responsibility for the entire international recruitment and staff selection process. 

2) Via an EOR 

If you prefer to have a third party completely take care of your international recruitment and staff selection, which means that you will not have to set up an entity to take part in your operations in another territory, it would be best to rely on an employer of record (EOR).  

Also known as an international PEO (professional employer organization) for its co-employment services, an EOR is a third party that sources, hires, and manages employees on behalf of its clients, following local regulations and according to the needs and budget of these companies.  

Besides having established entities, the EOR has recruitment networks, knows the local market, and is an expert in local laws, which helps to minimize any legal problems and possible financial penalties. 

As part of its services, an EOR handles the paperwork necessary to recruit and select international personnel. It also manages its clients’ human resources, such as payroll, taxes, benefits, and contract termination, all in exchange for a percentage of payroll.  

To work with an EOR, first, find the one that suits your needs and jointly establish the type of professionals you require. The EOR will screen profiles, interview the most qualified, present you with a selection of candidates, and, once you choose the next members of your team, make the job offers and sign the necessary contracts. 

All personnel you hire through an EOR will report directly to you, so you are responsible for onboarding, assigning, and reviewing tasks and making them feel part of your organization.  

3) As international contractors 

International recruitment and staff selection can also be accomplished by working with independent contractors. These trained professionals provide their services on a freelance basis for a specific project or a particular period. 

Also, these experts may work alone or in groups. Although they may appear to be full-time employees, they work for their own company, which provides services to their global clients.  

As independent collaborators, they have their schedules, are more flexible, usually have their work tools, and can adapt to tight deadlines so that they can charge a little more than a regular employee.  

Not being part of the payroll, these workers have different rights and obligations, so it is worthwhile to understand the risks of contractors misclassification that entails collaborating with these professions to avoid possible fines.  

Employing independent contractors can be done directly through the websites where they offer their services. However, when working with an EOR, there are fewer complications, and compliance with the law is guaranteed. 

Serviap Global offers international recruitment and staff selection

At Serviap Global, we help companies that want to expand overseas with a range of international recruitment and staff selection solutions in over 100 countries worldwide.

Our services include international PEO / EOR services, contractors, and global talent acquisition for finding direct hires.  

Contact us to find out more.

You can also use our free salary paycheck calculator to get an idea of the costs of hiring global talent in different countries.

If you were interested in this article on international recruitment and staff selection, check out the rest of our coverage.

Digital networking is the practice of using online technologies and platforms to interact with others for various purposes, such as collaboration, sharing of information, and prospecting new opportunities. It is a rising trend for professionals who want to scale up their careers in the online world. 

One of the ways for building digital networking links is through social media platforms. On many different sites, we have the space to develop relationships with friends, mentors, clients, and colleagues on personal and professional levels, which can help you find work opportunities and scale up your career. If you know how to handle communication challenges on a remote team, there are many possibilities. 

SEE ALSO: Call center outsourcing: 5 great destinations to consider 

Additionally, the rise of remote work has also revolutionized traditional network methods. It has become another scenario where digital networking steps in. Building and maintaining meaningful connections with your remote workforce through digital channels is crucial for fostering engagement, collaboration, and a sense of belonging. 

Contact us to know how we can assist you in finding global work opportunities. 

Digital networking vs. traditional methods 

Networking has long been hailed as a vital component of personal and professional success. Traditionally, it involved attending industry events, conferences, and meetups to connect with like-minded people. However, the rise of technology and the advent of digital networking have revolutionized the way we build and nurture these relationships.  

Traditional networking often leans on face-to-face interactions. While these interactions offer the advantage of building personal rapport and establishing immediate connections, the reach may be limited to specific events or locations. It requires physical presence and can be more time-consuming and costly compared to digital networking. 

Digital networking excels in terms of speed and efficiency. With few clicks, you can connect with numerous professionals, share information, and engage in conversations. Online chats and video meetings allow for instant communication, so digital networking enables quick dissemination of information, making it easier to share resources, articles, and updates with a larger audience, including remote colleagues. 

Online platforms provide opportunities for personalization and showcasing your brand. Profiles on LinkedIn, for instance, can be tailored to reflect your skills, accomplishments, and areas of expertise. Digital networking lets individuals curate their online presence, sharing content and insights that align with their professional goals, attracting like-minded professionals. 

4 tips for digital networking on social media platforms 

1) Define your target audience 

Before dipping into digital networking, plan your goals and identify your target audience. Are you looking to connect with professionals in a specific industry, seeking mentors, or potential clients? Clarifying your objectives will guide your networking strategy and ensure you focus efforts on the right platforms and individuals. 

2) Cultivate an authentic virtual presence 

Craft an online presentation that accurately represents what you stand for. Update your profiles with relevant information and engage in conversations that align with your interests. HR professionals will likely check your online, and your profile can become a liability if it’s not compelling and honest with what’s on your resume, according to HR specialist Theresa Chow for Forbes. 

3) Nurture your connections 

Digital networking is not a one-time thing. It’s important to maintain an ongoing process. After making the first interactions, be sure to follow up with your contacts. Stay in touch regularly by sending personalized messages, engaging in content they post online, and sharing interesting articles. If possible, try to also meet your connections in person. 

4) Leverage online platforms 

Another benefit of digital networking is being able to diversify your presence on different platforms. You can use sites that are specifically designed for networking, but don’t forget to look for opportunities in other platforms such as Twitter, Reddit, and Facebook groups. Identify the specialized forums that are most relevant to your goals and invest time in understanding their features. 

4 tips for digital networking in remote workforce 

1) Search for mentorship programs 

Mentorship plays a crucial role in professional development, and it can be even more valuable for remote employees who may feel isolated. Try to establish virtual mentorship programs that pair you with experienced team members or even newcomers seeking guidance. Schedule regular virtual meetings to discuss career goals, provide or receive guidance, and share industry insights. 

2) Embrace virtual networking conferences 

Digital networking conferences and remote team building events offer valuable opportunities for connecting with industry experts and peers. So try to experience virtual panels or workshops, and actively engage with other participants through chat functions or virtual lounges. These events provide a chance for you to gain insights and contribute to industry discussions. 

3) Share and recognize achievements 

An important aspect to create professional links is getting to know people and letting yourself be seen. So, acknowledge and celebrate both individual and team achievements through virtual shout-outs, or employee spotlights. Also, share your achievements with colleagues to create opportunities for recognition and celebration within your digital networking. 

4) Foster a positive online culture 

Always encourage open communication, active listening, and mutual respect within your team. Emphasize the importance of providing constructive feedback and recognizing individual achievements. Try to organize and support virtual team-building activities, such as happy hours, trivia games, or informal chats, to create opportunities for your remote team members to connect on a more personal level. 

Benefits of working in a distributed workforce 

Digital networking can more easily connect you with international and remote companies that are interested in building a distributed workforce, which involves having team members in multiple locations. Compared to traditional, office-based work, this can present you with many benefits if you want to seize new opportunities and guarantee more autonomy. 

In many cases, collaborating with a remote team allows you to have flexible hours, especially if you offer your services to companies as an independent freelance contractor. Additionally, you have more geographic autonomy and can connect with people globally from wherever you are. This means you can better accommodate your work with your personal life choices. 

There is also a much bigger possibility to tap into international markets. Without geographical limits, you can be found by top companies looking for specific services you offer, with the possibility of paying higher rates than local businesses. However, keep in mind that you can still face language barriers and legal compliance complications, so it may be ideal to collaborate with an employer of record (EOR) when looking for clients. 

Working with global industries can make you reach diverse perspectives and cultural exchanges, as well as discover new and trendy markets, involving newer technology and the latest demands in the labor industry, such as AI and web developers, or IT and cybersecurity experts. 

Serviap Global can help you hire internationally

At Serviap Global, we can assist clients with global hiring solutions in over 100 countries worldwide, including international PEO / EOR services and contractor hiring, in the event you wish to hire international talent without needing to set up a foreign entity.

For anyone looking to identify candidates to to hire directly, we also offer global talent acquisition services. 

Contact us to find out more about how we can assist you.

You can also estimate of the cost of hiring in different countries using our free paycheck calculator.

If you were interested in this article on digital networking, check out the rest of our coverage.

https://www.youtube.com/watch?v=pxLlwjtJuMY

New ways of working, remote and hybrid, have led business owners and departmental leaders to implement some processes to maintain workflow and achieve organizational goals.

For anyone in charge of a distributed workforce, the question of how would you overcome communication challenges on a remote team is key to achieving results. 

Remote work is more normalized than ever: according to Forbes, 12.7% of full-time employees work from home. This opens the door to communication challenges on a remote team and it’s important to keep in-office, hybrid, and overseas employees on the same channel.  

SEE ALSO: Call center outsourcing: 5 great destinations to consider 

Cloud-based collaboration platforms help you pass these difficulties, but you can also implement other strategies that allow you to communicate with your team members, work without interruptions and reach your goals quickly. 

At Serviap Global, we are a remote-first company that asssist companies with hiring remote talent in over 100 countries worldwide, so we understand how to overcome communication challenges on a remote team.  

Contact us for more information on how we can assist you with global hiring. 

7 tips for dealing with communication challenges on a remote team

Communicating clearly and accurately with your workers, even if they are in an office, will always require particular skills since you must not only dominate your oral expression but also your written one. This way, tasks are performed on time, processes are understood, and your workflow is not compromised.  

Telecommuting is here to stay: it is flexible, brings diversity to companies, and improves work-life balance. However, it is a fact that it can cause some communication difficulties. So, if you manage staff or work from a distance, follow the tips below on how would you overcome communication challenges on a remote team: 

1) Use a common communication platform 

Although there were already several platforms for remote communication and collaboration, the telework boom led more people to hire overseas developers and offer innovative solutions to meet the challenges of distributed or international teams.  

For this reason, nowadays, many applications on the market, such as Slack or Teams, make it easier for all team members to express themselves, organize meetings, share files, and communicate with others inside and outside your organization.  

So, opt for a standard and easy-to-use option so all your employees have the same communication channel. And in case you need it, have an alternative, either for emergencies or if your usual platform fails. 

2) Implement protocols and guidelines 

Sometimes, to overcome communication problems within an organization or with a remote team, reviewing previously designed documents and action guides, such as crisis communication plans, is necessary. 

These manuals, among other uses, give instructions that help you communicate with transparency, convey trust and credibility and stimulate a collaborative spirit among the members of your organization. 

Thus, to overcome communication challenges on a remote team, as a leader or department head, apply protocols and guidelines such as defining agendas correctly. This helps you to avoid unclear instructions and poor planning. 

3) Optimize your workflows 

More organization and planning helps to overcome communication challenges on a remote team, meaning you will know what to assign in your regular meetings with collaborators, what tasks are most important, and what your collaborators are doing.  

So, to optimize workflows and ensure your employees keep track of the sequence of activities, duration, and how they should be delivered, implement a task assignment and control system.  

Tools such as Notion, for example, help you create shared databases where they can indicate the task’s name, who is responsible, the due date, and the status and even attach evidence once the work is completed. 

4) Facilitate access to files 

Workspaces, even virtual ones, should be as well organized as possible. For example, in an office, you may have file cabinets with folders containing necessary documentation. The same can —and should— be done with your virtual workspace.  

The platforms you use for virtual communication should allow you to have storage capacity in the cloud, so you can have files in various formats to perform your daily activities. This way, your employees will save time asking where a document is.  

The more organized you have your virtual workspaces, the fewer communication challenges on a remote team will present themselves and the more harmoniously you can work. 

5) Conduct team-building activities 

According to Indeed, improving your staff’s communication skills through team-building activities can increase productivity and mitigate conflicts before they arise. They are also a way to break the routine and have fun.  

Regular team-building activities are essential for your employees to get to know each other beyond the work environment, understand what each other does, and know whom to turn to if they need help. 

In addition to being a strategy to overcome communication challenges on a remote team, these activities will help you discover other talents of your staff that can add value to your business and shared tastes that can lead you to develop other projects outside the organization. 

6) Offer general training 

Employee training has positive effects on workers and companies alike. By improving their skills and knowledge, employees perform better and are more productive, leading organizations to achieve their goals faster and more efficiently.  

Training can be on how to use a new platform or system or even on how would you overcome communication challenges on a remote team. Whatever the case, they also help members of different departments get to know each other and work collaboratively.  

To lead a remote team and achieve success, remember that communication is not only between team members but interdepartmental and outside the company, so it is better to train your team, improve your communication channels and solve any conflict arising.  

7) Accept and give feedback 

Feedback is vital to strengthen communication with your employees. Reach out to them, have 1:1 meetings, listen to their needs, and implement strategies together. Your comments do not necessarily have to be through a scheduled appointment or an e-mail; they can be a quick message on an employee’s performance, a recently delivered task, or an ongoing project. 

Feedback also helps create stronger, more harmonious teams by helping to break bad habits and allowing employees to recognize their areas of opportunity for further improvement. 

Also, leave a door open for your employees to give you feedback on your performance, so you will recognize what you need to correct to continue coordinating your distributed workforce successfully.  This will also help you overcome your own communication challenges on a remote team.

Serviap Global facilitates remote team building through its recruitment services 

At Serviap Global, we offer international PEO / EOR services and facilitate contractor hiring in over 100 countries. We also provide global talent acquisition services for companies looking for candidates to hire directly. 

Contact us to learn more about our global hiring services.  

You can also get an idea of the costs of hiring talent in different countries using our free paycheck calculator.

Working with an EOR in Romania is a great way of expanding your business internationally and hiring the best talent without having to set up a local entity in this up-and-coming European country. 

An employer of record will assist you with legal compliance, so you can quickly enter the Romanian labor market. They assume legal responsibilities and handle bureaucratic procedures, allowing you to onboard new employees within weeks when hiring global talent. 

SEE ALSO: Call center outsourcing: 5 great destinations to consider 

Collaborating with an EOR in Romania not only facilitates your understanding of the Romanian growing industries but also offers valuable insights into neighboring countries like Bulgaria, Hungary, and Serbia, where you may find opportunities for future expansion. 

Contact us if you want to employ skilled local talent in Romania, or other countries. 

Romania: fast facts 

Romania is strategically located at the crossroads of Southeastern, Eastern, and Central Europe. It is the largest country in Southeastern Europe and its territory features hills, mountains, plains, and many rivers and lakes. The country’s capital is Bucharest, also the biggest and most populated city. 

The official language is Romanian. English and French have emerged as second languages in most cities, especially among younger people. Students in upper secondary education in Romania generally learn two foreign languages, which is the third highest rate in the EU. 

SEE ALSO: Where and how to hire overseas developers

According to UN statistics, Romania is one of the 13 nations that currently hold developed status after joining the European Union since 2004. The Romanian leu is still the currency in all territory, but Euro adoption is coming soon, with the economy just completing the final boxes for accession to the Eurozone. 

Romania’s economic performance has shown expansion in the past decades, as the country is known for consistent enforcement of contracts and access to credit. The industrial sector plays an important role in the country’s economy, but the service sector, especially tourism, is still the biggest contributor. 

In Romania, tourism is driven by dynamic travel experiences. Visitors can go from skiing resorts to the countryside in order to meet rich history, culture, and scenic wonders. Historic regions such as Maramutes and Bucovina offer an insight into century-old traditions, while places like Transylvania engage tourists in Romanian folklore and legends. 

Considerations for employing in Romania 

As a member of the EU, Romania is part of the free movement zone for workers within the bloc. Many Romanian professionals have advanced certifications and degrees, making up for skilled and educated workforce in various industries, with an emphasis on STEM fields. 

English proficiency facilitates communication, while construction, software, architecture, and hardware development are among the sectors generating plenty of employment opportunities. Romania is also one of the largest electronics producers in Europe and a leader in IT. 

When hiring in the country, both national and international companies must strictly follow its work culture. This includes respecting minimum wage, working hour limits, probation periods, and other practices. Companies also have to properly manage taxes and employee benefits that are covered by the law. 

You can collaborate with an EOR in Romania to facilitate this process. A registered employer can provide quick solutions for your talent acquisition strategy, as well as help you explore business opportunities in Romania, and avoid legal fines that come from employee misclassification. 

Apart from assuming legal responsibilities such as hiring and handling bureaucratic procedures, an EOR in Romania can manage your human resources needs, including payroll, tax payments, and contract terminations. The EOR brings extensive knowledge of the local market, providing insights into important cultural, social, and economic aspects. 

Regulations an EOR in Romania will take care of

According to Romanian law, contracts with employees need to be in writing and in Romanian. They include aspects such as social security, benefits, deductions, and time off.

Minimum wage: The current (July 2023) minimum wage is RON3,000 per month or RON18 per hour.

Working hours and overtime: Article 112 of the Labour Code states that the normal working time for full-time employees is 8 hours daily and 40 hours per week. Overtime must be equal to at least 175% of the base salary, although is commonly given in kind as additional leave.

Employee leave: Maternity leave is mandatory at 126 days of paid time off split either side of the expected birth date. Annual vacations are 20 days. There are currently 13 public holidays, with two more to be added from January 2024.

Payroll taxes: The employer is required to pay at least 25% of salary for social security contributions, and up to 37% for certain jobs. Employees contribute 25% of salary in pension and a further 10% for healthcare. The standard rate for sales tax (or VAT) in Romania is 19%. 

EOR in Romania: 5 steps to hire successfully 

If you decide to team up with an EOR in Romania, there are 5 steps you can take to guarantee a smoother process. 

1) Find an EOR in Romania 

A reliable employer of record is key to giving you direct access to local market knowledge, which can help you in meeting the most adequate personnel. Once you sign an EOR agreement, they will find the best candidates following your necessities, and a simplified contract. 

2) Define your work requirements 

To achieve accuracy, it’s important to determine the areas of your company that could best use the benefits of a distributed workforce. Don’t forget to collaborate with your EOR in Romania in outlining the experiences and skills you’re looking for in new hires. This will facilitate search and recruitment. 

3) Select the best candidates 

An employer of record will then make a preliminary selection of candidates based on how fitting are their resumes to your company’s vacancies. The EOR can start initial interviews to narrow the options down to only the best applicants. More in-depth processes can be taken until positions are filled. 

4) Send job offers and contracts 

After the hiring decisions have been made, an EOR in Romania takes responsibility as a legal employer and sends the job offers to the selected possible new hires. They can even negotiate and set agreements in full compliance with Romanian law, regarding salary, working hours, and benefits. 

5) Start onboarding with new hires 

Finally, you’ll have the role of onboarding new collaborators. You can delegate administrative tasks to your EOR so they can manage personnel and help you handle the onboarding process. This stage requires clear communication between the company and new employees, as it will help build a solid relationship. 

Alternatives to hiring via an EOR in Romania 

If your expansion plans in Romania involve a long-term commitment, opening a legal entity might be recommended, as you will need a substantial workforce, along with the resources for scalability. However, this can become very time-consuming, especially if your company is just starting in a foreign country and has little to no expertise in this field. 

Additionally, an alternative to working with full-time employees is directly hiring local professionals who offer their services as independent contractors. They provide specialized knowledge, and flexibility in working hours, operating as independent entities that won’t be part of your company’s payroll. They are subject to different laws compared to full-time employees. 

To ensure compliance, partnering with an EOR in Romania for the hiring of international contractors is advisable, as these employers can provide the necessary legal protection and assistance. An EOR can search and recruit contractors, as well as ensure full compliance with local laws and avoid potential risks that may come with misclassification. 

Serviap can help you find an EOR in Romania 

Serviap Global specializes in providing global hiring solutions, including international PEO/EOR services, contractor hiring, and global talent acquisition to assist companies with finding talent to hire directly. 

Our company started in Mexico, and expanded throughout Latin America, before growing beyond the region. Today we assist companies with hiring in over 100 countries worldwide, including Romania. 

Contact us if you are looking for an EOR in Romania, or anywhere else.  

Or get an idea of hiring costs in different countries using our salary paycheck calculator.

Searching for professionals in Latin America’s second biggest economy can be simple and smooth. While it takes time, money, paperwork and must comply with local regulations, one of the easiest ways to hire national talent is through headhunters in Mexico. 

A headhunter in Mexico, as elsewhere, is an individual or company that specializes in finding specific profiles for their clients. These professionals are not usually listed on regular employment platforms, so many companies prefer to outsource this search, which is often costly and time-consuming, especially when recruiting internationally. 

Headhunters in Mexico, also known as executive recruiters, have extensive knowledge of the local market and recruitment networks throughout the country, including headhunting services in Mexico City, the capital, most populous city, and political and financial center. 

In addition, if a company needs to fill a vacancy with people specialized in a specific region of the Mexican territory or with a particular background, headhunters in Mexico can find the professional who best meets the position’s requirements, even if they are part of another organization.  

Finding the best talent through headhunters in Mexico depends on several factors, such as the budget allocated for recruitment, the number of vacancies and their requirements, the availability of professionals, and the labor laws, which can be very specific and have several clauses. 

If you are interested in hiring the best national talent through headhunters in Mexico, either in its capital city or in some of the most important and fastest-growing cities, contact us to find out how we can help you.

Headhunters in Mexico: country overview 

Mexico is a vast country, with over 1.9 million square kilometers, and has nearly 130 million people who call this nation home. The population is concentrated in cities such as the capital, Guadalajara and Monterrey among others.  

Thanks to its strategic location as the gateway from North America to Latin America —bordered to the north by the United States and to the south by Guatemala and Belize— this nation allows the transit of goods from north to south and vice versa. It also has well developed ports with access to both the Atlantic and Pacific oceans, facilitating the entry and exit of products to and from destinations in Asia, Europe, and Africa.  

Although Mexico is a resource-rich nation with an important history of crude oil production, it is still a middle-income country with an export-oriented economy that has benefited from more than 10 international trade agreements with 50 countries. 

Mexico has a natural, cultural, ethnic, linguistic, and gastronomic diversity recognized worldwide, making it an attractive tourist destination for foreigners for its natural areas and archaeological ruins throughout the country. 

In terms of education, it is free, secular, and compulsory at all levels. At higher education levels, it boasts the best university in Latin America, the National Autonomous University of Mexico (UNAM), as well as many other high-ranking institutions. 

Thanks to the boost in science, research, and new technologies, there is a diversity of highly trained professionals with not only bachelor’s degrees but also master’s, doctorate, and postdoctoral studies, profiles that are highly sought after by headhunters in Mexico. 

The minimum daily salary in Mexico is 207 pesos for the country’s interior and 312 pesos for the border areas, approximately 12 and 18 dollars, respectively. In addition, Federal Labor Law establishes that the working hours are no more than 48 per week. Paid vacations are 12 days after one year within an organization. 

What will headhunters in Mexico do for you? 

Headhunters in Mexico aim to identify the best talent to fill specific vacancies in their clients’ companies, which may be in Mexican territory or other parts of the world and with expansion projects.  

To speed up the search, these suppliers know the local market, business culture, traditions, and labor and tax laws and have recruitment networks not only in Mexico City but throughout the country that facilitate the search for talented professionals.  

Headhunters in Mexico and in other Latin American countries where they offer their services can provide a search for professionals in any sector or specialize in one, in addition to working on a contingency basis, especially when employers are unable to find the right person to fill a position in their organization.  

Generally, headhunters in Mexico will charge for their services when they can place a candidate in an organization. The fee may vary according to the percentage agreed upon concerning the total salary of the new employee’s first year. 

Additional services headhunters in Mexico may offer 

Headhunters in Mexico help clients find custom profiles but can also offer more complete services as an employer of record (EOR). This third party assumes legal responsibility for the recruitment and management of personnel.  

An EOR, also known as a professional employer organization (PEO or international PEO) for its co-employment services, finds personnel to join an organization and hires and manages them following local regulations.

The EOR has local entities in Mexico, so its clients will not have to open one to employ professionals. This benefit saves time and money and facilitates entry and exit of the Mexican market without so many complications.  

As part of their services as a registered employer, headhunters in Mexico will be familiar with the labor market, has strong recruitment networks, and knows the local labor and tax laws, so companies will minimize any risks when recruiting talent.   

In addition to handling paperwork, an EOR manages payroll, taxes, employee benefits, contract termination, and the legal responsibilities that come with it.  

All professionals hired through headhunters in Mexico City or elsewhere in the country will report to the organization to which they add their talent, not to the headhunter in their role as EOR. 

Differences between headhunters in Mexico City and an EOR 

While a headhunter may offer employer of record services and vice versa, they are different. The headhunters in Mexico City tend to focus on sourcing, identifying, and presenting the best talent to the companies that acquire their services. 

An EOR, on the other hand, in addition to searching for and identifying the best talent on behalf of its clients, acts as a legal employer and assumes all hiring responsibilities under Federal Labor Law.  

While a headhunter specializes in finding personnel to fill a vacancy within an organization, often in record time, an EOR is in charge of compliance with local regulations so that its clients avoid legal misunderstandings and possible fines. 

The headhunter in Mexico will generally only get paid once they have found the professional the client is looking for, while the EOR receives a monthly percentage for each worker hired through its established entities. 

Advantages of working with headhunters in Mexico 

Searching for qualified professionals through a headhunter in Mexico has several advantages, such as access to the top talent in the country. These providers have access to competent professionals often outside traditional recruitment channels and are challenging to find.  

The more experience a headhunter has in Mexico, the more they will know about the local market and the talent competition. For this reason, it is worth taking the time to choose the best provider that understands companies’ hiring and expansion needs.  

A headhunter in Mexico also handles the initial stages of the recruitment process on behalf of their clients, such as screening resumes, reviewing letters of motivation, and initial interviews, which helps save time and money.  

Working with a headhunter in Mexico guarantees confidentiality throughout the process, protecting both the client’s and the candidate’s privacy. Sometimes, the professionals with the skills and knowledge that best match the vacancy in question are already part of another organization. 

6 steps to recruiting via a headhunter in Mexico 

Relying on a headhunter to find your new staff members in Mexico is easy, following these steps:  

1) Establish profile 

According to your organizational objectives and hiring needs, define the candidate profile to add to your talent pool and share it with your headhunter in Mexico. Be precise about the skills, experience, and knowledge they should have; this way, your headhunter can find them faster.  

2) Candidates screened 

Once you share with your headhunter in Mexico what kind of professionals you require, how many, and in which areas of the country they should be based, this provider will identify the candidates that meet the requirements of the vacancy, and that may even have additional training that will add value to your company.  

3) Profiles passed to hiring company 

After a rigorous search and selection of candidates in its recruitment networks, the complete profiles will be shared with the client, whether the company is looking to fill a vacancy or a third party offering its global talent recruitment services.  

4) Interviews carried out 

The selected candidates will go through a couple of rounds of interviews, the first one to get to know them and have them talk about their background and another one to evaluate their knowledge. Those who obtain the best results will be considered for hiring, a decision that will be made by the company that requires their talent.  

5) Job offers made 

Once the Mexican applicants who will be part of the organization have been selected, they will receive job offers. If both parties agree with the clauses and salaries approved, contracts will be signed following the Federal Labor Law, which applies throughout Mexico. 

6) Candidates onboarded 

When you rely on a headhunter in Mexico to find the best-qualified professionals, incorporating these can take just a few weeks, so they can quickly begin to solve their first tasks, meet their co-workers, and add value to your organization. 

Serviap Global helps you find and hire the best talent in Mexico 

At Serviap Global, we have over a decade of experience as an international PEO / EOR services provider, talent acquisition in Mexico, and international contractor sourcing.  

Our roots are in this country, so we have extensive local market knowledge. We also have entities in Latin America and more than 100 countries worldwide, where we source and hire top talent.  

Contact us for more information about our talent recruitment services in Mexico, its capital, and major cities.  

If you liked this article on headhunters in Mexico, read the rest of our coverage, or check out our salary paycheck calculator to estimate an employee’s net salary and total cost to an employer in dozens of countries.