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The increased adoption of remote work seen over recent years has led many companies to think about recruiting internationally. After all, if there’s no need to have workers in a particular place, why not cast your net wider? If you are thinking about expanding overseas, it’s important to know the different options you have available. 

You can set up a legal entity in a different country when hiring international employees. However, there are other options, whether you are looking for full-time employers, or short-term collaborators with independent agreements. 

The one that will best suit your needs depends on a range of factors, including speed and cost as well as the nature of the job, legal commitments and long-term strategy. There is no one-size-fits-all answer to the question of how to start recruiting internationally. 

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

Expanding a business into new territories requires careful strategizing, transforming key processes such as communication, hiring, and reviewing. It is imperative to comprehend the options, challenges and benefits associated with recruiting internationally to create a plan that facilitates a seamless transition to the global market. 

Serviap Global assists companies with global hiring solutions in over 100 countries worldwide. Contact us if you are interested in recruiting internationally. 

Recruiting internationally: three great options 

1) Hire via EOR 

When it comes to recruiting internationally, working with an Employer of Record (EOR) can be a practical solution. 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, an EOR can assist in talent sourcing, recruitment, and even managing payroll for the hired personnel. 

Collaborating with an EOR ensures compliance with local regulations, diminishing the risk for the hiring company. The EOR assumes full legal responsibility, eliminating unexpected legal issues or financial fines for the client. Also, an EOR can take care of payroll, general administration, and regular reporting obligations related to the hired professionals, including tax payments, benefits, and paid time off.

The EOR sets a monthly fee per employee, which can be either a flat payment or a percentage of their salary. Assessing the company’s needs and considering the EOR’s capabilities and coverage will help determine the most suitable arrangement for successfully recruiting internationally. While some EORs focus on specific countries or regions, others have a broader reach, so the options are varied. 

2) Work with international independent contractors 

International independent contractors are individuals or groups who collaborate independently. While they may work full-time, they do so under their own company, providing freelance services to an employer. They can be a great option for engaging workers on specific projects or durations. 

Contractors do not receive the same legal benefits as employees, as they are not on the company’s payroll. Yet, they have distinct legal protections and may receive slightly higher wages compared to full-time workers performing similar tasks. Some Employer of Record (EOR) providers also offer support for contractor recruitment and hiring, making them a viable option for assistance in this regard. 

These professionals bring useful experience to project execution, often retain specialized knowledge, and uphold flexible schedules. However, the risk of misclassifying them can result in legal complications and potential fines. Additionally, monitoring and ensuring the quality of their work can be more demanding for employees. 

3) Employ directly 

Recruiting internationally unassisted can be a complex process. The first thing to consider is that you will need to set up a legal entity in your country of choice. You must ensure compliance with all legal obligations, including registration with local authorities and obtaining necessary permits or licenses. 

Once you have a clear knowlegde of the legal landscape, you can move with the recruitment process. Advertise your job openings through various media, locally and internationally, to draw a diverse pool of candidates. It is essential to consider language barriers and provide the required support. You’ll also have to directly negotiate, finalize employment contracts, and administer them.  

Hiring directly can be more time-consuming than working with an EOR, especially for companies that are just starting in a foreign countries, and don’t have many connections and resources. Either way, an Employer of Record can assist you in the whole process of establishing an entity in another country.  

Benefits and considerations of recruiting internationally 

Recruiting internationally comes with plenty of benefits. One of them is being able to reduce costs with office space. Now that a part of your workforce will be working remotely, you can downsize or even eliminate physical places for your company. If you ever need face-to-face meetings, you can still rent temporary collaborative hub places. 

You can also seize new opportunities in foreign territories by discovering great talent in countries that you may not have considered before. Often, you will also enjoy competitive rates, increased chances of global networking, and reaching untapped potential. 

The best approach to recruiting internationally is to follow a strategy aimed at success from the start to the long term. So the first thing is to plan your goals and define the type of skills and expertise you need the most. Then, choose your hiring arrangement according to your objectives. 

Selecting your target market is crucial before initiating a candidate search. It helps you with accessing the right workforce. While you can conduct the market analysis on your own, an EOR can provide valuable extra assistance, as they possess in-depth knowledge of local markets, labor and tax laws, educational backgrounds, and specialized skills of the population. 

Latest trends for recruiting internationally 

Embarking on the lastest trends in recruiting internationally is a possible solution to overcome the global talent shortage, as employers worldwide are becoming more open to hiring remotely. So, doing an accurate search and offering exciting work opportunities can get your company ahead of the curve. 

Diverse and distributed workforce

Adopt strategies to create a diverse workforce, which is an increasingly important topic for innovative businesses. The benefits of remote working appeal to employees of multiple races, ethnic backgrounds, and gender, meaning that recruiting internationally is a good way to boost your diversity. 

International job platforms 

Nowadays, there are a handful of international job sites to help you in finding the best professionals online. Some of the most popular ones are LinkedIn, Indeed, and Monster. They work in many countries, and creating a presence on these platforms can help you in recruiting internationally with success. 

AI technology 

AI recruiting tools are revolutionizing HR departments and optimizing complex processes. Use them wisely for quicker recruitment operations, enhanced data analysis, diminished bias, and better candidate experience. Some popular tools for HR include Skillate, Manatal, Arya, and X0PA AI. 

Serviap Global provides EOR services for international expansion 

At Serviap Global, we help companies to expand their businesses in over 100 countries worldwide through our international PEO / EOR services. We also assist companies with independent contractor hiring and offer global talent acquisition if your company is looking to hire directly. 

Contact us today to find out more about how we can assist you with recruiting internationally.

Use our risk calculation tool and avoid contractor misclassification. And if you want to get an idea of total payroll costs in Vietnam and other territories, check out our salary paycheck calculator.

Vietnam has experienced major economic growth over recent decades, with the government making significant investment in the modernization and growth of its most important sectors: agriculture, manufacturing, and mining.

This formerly insular Southeast Asian nation is also home to a deepening pool of highly educated talent available at competitive rates, making hiring through an EOR in Vietnam an excellent choice for companies looking to establish a presence in the region. 

An employer of record (EOR) hires international professionals on behalf of other companies, overseeing their payroll and administration as part of the service, while also guaranteeing compliance with local regulations.

When you hire people through an EOR in Vietnam, they effectively operate as your team members, reporting directly to you. Meanwhile, the provider makes sure that the likes of leave allowances and statutory bonuses are offered in accordance with local laws.

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

Because those professionals are officially contracted by your EOR in Vietnam, you don’t need to set up an local entity or subsidiary, meaning that you can avoid a complicated process, while you can also have team members in place in little more than the time it takes to find good candidates — something your EOR will also be able to help with. 

Contact us if you want to hire top talent in Vietnam, or elsewhere.  

EOR in Vietnam: country overview 

Vietnam is located on the eastern edge of the Indochinese Peninsula, sharing borders with China, Laos, and Cambodia, and offering direct shipping access to the Gulf of Thailand and South China Sea. 

Vietnam is a densely populated country, with more than 97.4 million people distributed over a territory of 331.3 square kilometers. Much of the population lives in rural areas, including northern and central mountainous regions, the coastal plains, and near the Mekong River delta. 

In Vietnam, more than 94% of the inhabitants are literate and languages such as Chinese, French, and English are widely spoken, in addition to the official language, which is Vietnamese.

Ho Chi Minh City is the most populous city in Vietnam and its financial center. Previously named and still widely referred to as Saigon, it is the home to many companies, banks, universities and colleges, a boasts a developed health system, a civilian and military airport, and a good road system. 

Hanoi is the capital of Vietnam and second largest city in the country. With more than 1,000 years of history, it is characterized by its new skyscrapers and industry, with major industries including the manufacturing of tools, chemicals, and handicrafts, among other products.  

The Vietnamese market at a glance 

After their independence from imperial China, the Vietnamese were colonized by the French, experienced Japanese occupation during World War II, and went through a war against the United States, that ultimately ended in the country being reunified.  

These war conflicts resulted in a slow insertion of the country into the world economy. However, in the mid-1980s, Vietnam initiated the Doi Moi, a complete reform program encompassing the economy, politics, culture, and education, among other vital sectors. 

Vietnam has been slowly transitioning to an open economy ever since and has begun building diplomatic relations and attracting capital mostly from neighboring countries such as South Korea, China, and Singapore. 

It also has the presence of American, British, and Australian investors, to mention the strongest economies in the territory, so looking for an EOR in Vietnam to recruit personnel will not be complicated.  

The country has worked to recover and expand its most important sectors: agriculture, industry, and mining. Thus, the main crop of this country is rice, while its most extracted metals are bauxite, vital in the production of aluminum. 

Thanks to its attractions, such as the Mekong Delta, Ha-Long Bay, and the old town of Hoi An, the tertiary tourism sector is also on the rise, with more than 15 million visitors yearly.  

To boost the local economy, Vietnam has facilitated the creation of small and medium-sized enterprises, which account for about 98% of all businesses in the country. Many of these ventures from IT, food technology, artificial intelligence, business solutions, and FinTech sectors are looking for international investors for further growth. 

Reasons to hire professionals in Vietnam via an EOR 

Expanding your business in Southeast Asia and acquiring highly skilled local staff can be easier when you work with an EOR in Vietnam, a company that recruits and manages personnel in this territory on your behalf and in compliance with regulations stipulated by the Vietnamese Ministry of Labour.  

An EOR in Vietnam has established legal entities, making it an agile solution in your global talent acquisition strategy. Before making a significant investment of resources, you can try your luck in this or any other territory where the employer offers services.  

When you work with a registered employer, you don’t have to open a representative or subsidiary office to recruit and manage staff in Ho Chi Minh City or any other major Vietnamese city, as an EOR in Vietnam will do for you.  

Thanks to its recruitment networks with trained professionals, the EOR in Vietnam streamlines talent search. Thus, you can incorporate them into your organization in weeks and assign the first tasks to your new workers in this Asian territory.  

Besides assuming the legal responsibility of hiring and taking care of all the bureaucratic procedures, an EOR in Vietnam manages your human resources, such as payroll management, tax payments, vacations, employee benefits, and the termination of their contracts.  

As an expert in Vietnam’s labor and tax regulations, working with an EOR in Vietnam helps you stay compliant and minimize any risks involved in international recruitment that could mean fines and termination of operations, such as misclassification of your employees.  

The EOR in Vietnam also has extensive knowledge of the local market, so they can inform you of cultural differences, traditions, and important festivities and advise you on the diversity in this territory that can benefit your team.  

Working with an EOR in Vietnam not only helps you learn about this market and its potential but also regarding neighboring nations, such as Cambodia, Thailand, and Laos, where you may have opportunities for future expansion. 

EOR in Vietnam: local regulations

Employment contracts: in Vietnam, there are two types of agreements, definite term contracts, which can be for up to 36 months, and indefinite, which do not have a specific duration. Both must be written in Vietnamese, although foreign companies may have bilingual contracts.

Working hours: Vietnamese work a maximum of 48 hours per week, although the government encourages companies to reduce the working week to 40.

Salary: companies wishing to hire employees through an EOR in Vietnam should consider that there are two types of minimum wages: basic and regional. The former corresponds to the salary of state employees and is VND1,490,000, about US$63. Regional salaries are four and range from VND3,250,000 to VND4,680,000, approximately US$137 to US$198.

Tet Bonus: employers usually pay a bonus according to the employee’s performance, which generally corresponds to one month’s salary yearly.

Vacations and public holidays: employees are entitled to 12 days of vacation per year; after five years in the same company, they are allowed an extra day. There are 11 public holidays including International Labor Day, Independence Day, and Hùng Kings’ Temple Festival.

Health insurance: health insurance is mandatory and must be provided by employers to all workers. Employers contribute 3% of salary for this and 17.5% for other social security provision. Worker’s contribution is 1.5% of salary. 

Sick leave: Sick leave is provided depending on the type of contract, but an employee always has the right to be absent if they are ill or need to care for someone under seven with a medical condition. 

Maternity and paternity leave: mothers are entitled to four to six months of maternity leave, while fathers have 5 to 14 days available. 

Taxes in Vietnam: Vietnam’s general corporate tax rate is 25%. Depending on the project, companies operating in the oil and gas and other natural resources sectors range from 32% to 50%.

Additional benefits: companies can also provide their employees in Vietnam with vacation bonuses, allowances, transportation, clubs memberships, life insurance, and other expenses.

EOR in Vietnam: 6 steps to recruit staff 

If you are planning on hiring professionals via an EOR in Vietnam, you will need to go through the following six steps:

1) Find an EOR in Vietnam 

To hire qualified workers to help you achieve your expansion goals in South Asian territory, you must first find an EOR in Vietnam with a good track record that understands your staffing needs, offers significant services, and fits your budget. 

2) Define your hiring requirements  

Expanding into Vietnamese territory will be easier if you determine the roles and responsibilities of the personnel you need to hire in this country. To do so, you should be clear about the knowledge, skills, and experience they should have. These specifications will facilitate the work of your EOR in Vietnam in its search and recruitment of the best talent. 

3) Make a preliminary selection 

The recruitment networks of the EOR in Vietnam will speed up the recruitment process because, once your company’s vacancies are published, the resumes and cover letters will not take long to arrive. The employer will make a preliminary selection of the profiles that best meet the requirements you set. 

4) Start initial and in-depth interviews 

Once the strongest candidates have been selected, your EOR in Vietnam will proceed to initial interviews. The top performers will continue the process in in-depth interviews to prove that they have the knowledge and skills outlined in their resumes. The best applicants will be considered for the international team. 

5) Send job offers  

As the legal employer, an EOR in Vietnam will send the job offers to the selected candidates, negotiate with them if necessary, and sign the corresponding contracts, either as full-time employees or international contractors. These agreements will set out salaries, benefits, working hours, and anything specified by Vietnamese labor law. 

6) Initiate employee onboarding 

While your EOR in Vietnam handles the administrative tasks of managing your human resources, you can begin onboarding your new workers. This process includes letting them know their rights and responsibilities and sharing any information or equipment to perform their duties. 

Alternatives to hiring via an EOR in Vietnam 

If your expansion project in Vietnam is long-term, you need a considerable number of employees, and have the resources to move a significant part of your operations to this country, the best thing to do is to open a legal entity.  

However, suppose you find this alternative more profitable than retaining the assistance of your EOR in Vietnam. In that case, it can be time-consuming and complicated, especially if you are not an expert in the local market and the labor and tax laws are difficult to understand.  

There is also the option of direct hiring of local professionals, something that an EOR in Vietnam can offer you as part of its global talent acquisition services, which can facilitate your growth in this market. 

But if you need personnel for a specific period or project, you can consider hiring international contractors: professionals with specialized knowledge, flexible hours, and who work for their own company, which is the one that sells their services to you. You will probably save a bit of money, although you should be aware that misclassification can lead to penalties.  

In addition, independent contractors are covered by different laws than those that protect a full-time employee, so you must be careful not to infringe on their rights and enforce their obligations. To ensure compliance, work with an EOR in Vietnam to hire international contractors. These employers also offer this recruitment service, so legal protection is guaranteed. 

Serviap Global can be your EOR in Vietnam 

At Serviap Global, we have experience in the South Asian market, so we can be your EOR in Vietnam. We are specialists in international PEO / EOR services, so our solutions enable companies to hire the best people hassle-free.  

We also offer assistance in employing international independent contractors for specific projects and global talent acquisition, in case you need to hire staff in Vietnam directly.  

Contact us to find out how we can help you as your EOR in Vietnam and in more than 100 other countries around the world.  

Use our risk calculation tool and avoid contractor misclassification. And if you want to get an idea of total payroll costs in Vietnam and other territories, check out our salary paycheck calculator.

To mark International LGBT Pride Day 2023, Serviap Global spoke to experts about workplace inclusion and how companies can guarantee that their organization is open and welcoming to current and future LGBTIQ+ colleagues.

A growing number of companies worldwide are waking up to the benefits of having diverse teams, and tuning into the need to implement measures to foster an inclusive working environment.

That means creating a professional setting in which the only metrics by which people are judged are their skills and performance, while sexual orientation or gender identity — along with the likes of religion, nationality, and ethnicity — have no bearing on how they are treated and which opportunities are available for them to progress within the organization.

That means creating fair and impartial recruitment processes, as well as promoting anti-discrimination and zero-tolerance policies towards language or behavior that could be considered harrassing or discriminatory.  

While recent years have seen the push for equal opportunities receive increased attention, according to the United Nations, members of the LGBTIQ+ community still face abuses and violence at all stages of the employment cycle, from bias during hiring to the deprivation of certain benefits. 

With that in mind, we spoke to workplace inclusion activists and advocates to discuss what inclusion means in practice, the forms that discrimination can take, and what legislation is already in place, among other things.

They include Ari Vera, a trans rights activist who is the president of the Mexican Federation of LGBT+ Businesspeople (FMELGBT+), which is engaged in promoting standards and policies among businesses to promote inclusion, among its other work.

We also spoke with María Ortuño, a workplace inclusion specialist based in Madrid, Spain, who is the deputy director of the Business Network for LGBTI Diversity and Inclusion Association (REDI), which works to eliminate sociocultural prejudices that hinder the professional development of LGBTIQ+ people. 

In Colombia, we spoke with David Alonzo, an LGBTIQ+ activist who is the district director for sexual diversity, populations and genders at the Mayor’s Office of Bogotá.

We also spoke with Sao Paolo-based Daniel Kehl, who is co-executive director of TODXS, an organization dedicated to promoting diversity and workplace inclusion throughout Brazil.

Below we have selected answers from each of the people we spoke with, which have in some instances been slightly modified for clarity.

What are the main causes of discrimination towards LGBTIQ+ people?

David Alonzo: Discrimination towards people from LGBTI social sectors is mainly caused by prejudices (both subjective and social) that revolve around diverse sexual orientations and gender identities – SOGI. It is not (at least not exclusively) about a certain “mood” or “hatred” of the aggressor towards LGBTI people, but rather violence based on prejudice is “a symptom and result of a prejudiced society”, as Colombia Diversa (2014) has mentioned in one of its reports.

Prejudice is understood as a preconceived opinion that tends to be unfavourable about something. In the case of violence based on prejudice against LGBTI people, such prejudice refers to a (generally negative) characterisation and discriminatory selection of a victim for being part of a certain group (Escobar, 2016). Prejudicial violence can be exercised with the aim of imposing or recalling a state of subordination or inferiority in the framework of a hierarchical social order, and it can also be exercised to exclude or exterminate what the victim represents for the person who attacks him/her.

This prejudice occurs because, culturally, anything outside of cisgender (people whose birth sex corresponds to their gender identity and expression) or outside of heterosexual relationships (other than between a man and a woman) is considered by many people to be “different” or even “out of the ordinary”, despite the fact that throughout history references to multiple forms of sexual orientations and gender identities have been identified.

In this sense, gender stereotypes establish specific roles for women and men, and LGBTI people’s non-compliance with these roles entails a transgression of a certain social order (the one associated with a single representation of the family, where sexuality is almost exclusively at the service of reproduction). From this derives the generation of a moral judgement that evidences hierarchies and inequitable power relations in which LGBTI people are perceived as a “risk” to this social order.

It is precisely the pathologising discourses according to which OSIG diversity as a “mental illness” has historically legitimised an idea of a supposed normality that does not necessarily correspond to the experiences of LGBTI people. Therefore, the IACHR (2016) has said that one of the main causes of discrimination and violation of human rights and an obstacle to their free development, faced by LGBTI people and in particular transgender people, refers to such pathologisation.

Thus, LGBTI people are burdened by certain stereotypes related to sex, gender and sexual orientation. Based on these stereotypes, LGBTI people are often assigned characteristics that are considered socially negative, which puts them at a disadvantage and makes them vulnerable in the hierarchy between different social groups.

While not all violence against LGBTI people may be based on prejudice, the use of such a concept allows both a greater applicability of the Colombian Criminal Code, which criminalises acts of discrimination according to Law 1482 of 2011 as amended by Law 1752 of 2015, and a differential understanding of situations that particularly affect these people in different areas of their lives, which should be addressed not only in a punitive manner, but mainly through prevention and education.

What does inclusion mean to your organization? 

Ari Vera: For FMELGBT, inclusion means creating a corporate culture with an awareness of differences and the value that lies in them. It is to think of us all as one and the same without the action of inclusion being seen as someone doing you the favour of including you, but quite the opposite.

We emphasise the value of differences and diversity; without these principles it is difficult to grow, improve and transcend or remain, therefore any workplace must guarantee non-discrimination based on sexual orientation, gender identity and/or expression and diverse sexual characteristics. Through our programmes we seek to influence in favour of LGBTI people in any economic sphere.

How does your organization promote inclusion?  

María Ortuño: At REDI, the Business Network for LGBTI Diversity and Inclusion, a non-profit association established in 2018, we work to ensure that all people are valued for their talent, regardless of their sexual orientation, gender identity or gender expression. Our vision is to contribute to eliminating the socio-cultural prejudices that still hinder the professional development of LGBTI people.

We believe that diversity is an essential component for the growth, innovation and sustainability of companies. And, as several studies show, companies with DEI (Diversity, Equity & Inclusion) programmes have proven to offer more creative business solutions and to be better at attracting and retaining talent, which contributes to making them more profitable, as well as fairer and more inclusive.

The inclusion of LGBTI diversity is a step forward, adding to the wealth of diversities. Currently, all leading diversity and inclusion programmes include LGBTI workforce actions.

REDI is a reference ecosystem of companies, institutions and professionals, for consultation and exchange on needs and best practices in diversity, equity and LGBTI inclusion.

We accompany and provide trusted answers for partner companies in their LGBTI DEI cultural transformation process. In addition, we create useful and impactful tools and resources that enable companies to manage their corporate diversity strategy, and we provide specialised training on the subject that helps to raise awareness about the reality of the collective.

We also organise a variety of events where we create a forum for the exchange of best practices and inspiring ideas. And, of course, we connect communities of LGBTI employees and allies, both internally and externally, providing a common space for opportunities, collaborations and business.

What, if any, effect has the major shift to remote working seen since the pandemic had on LGBTIQ+ inclusion in workplaces?   

Daniel Kehl: The transition to remote work during the pandemic caused both positive effects and challenging situations for the inclusion of LGBTIQ+ people in workplaces. It is up to companies to offer more flexibility and access to online communities, as challenges related to isolation and digital inequalities were heightened during the pandemic.  

Some positive considerations that we observe in this scenario are: greater flexibility for an authentic expression of their identity and the reduction of possible discrimination or stigmas associated with the face-to-face work environment; and access to virtual communities, since remote work can create opportunities for LGBTI+ people to connect with networks and support groups inside and outside of work;  

On the negative side, there are: increased challenges related to isolation, with physical distance that can limit social interactions and impact the sense of belonging in the workplace; potential digital barriers, as some LGBTI+ people face socio-economic inequalities, lack of resources or restrictions in access to devices and quality internet; and challenges related to communication and collaboration. 

How are LGBTIQ+ people represented in the workplace and how is their access to work reflected in Bogotá?

David Alonzo: In 2022, research was carried out, joining efforts between the Corona Foundation and the Directorate of Sexual Diversity, Populations and Genders, whose objective was to identify the barriers faced by LGBTI social sectors in their labour trajectories (from education to employment), in order to provide inputs in the promotion of normative, social, political and cultural transformations that guarantee rights from the promotion of labour inclusion.

As part of the data collection process during the characterisation of the labour situation of people from these social sectors in Bogotá, alarming figures were found that allow us to have a first picture of the context in terms of salaries, formality and perception of discrimination in the work environment: People from LGBTI social sectors reported, for the most part, receiving a monthly salary of between 908,000 COP and 2,000,000 COP (between approximately US $219 and US $482), oscillating around the minimum wage. This was the most reported case among the sample.

The issue is even more critical for transgender people: the most common income reported is between 150,000 and 500,000 COP per month (between approiximately US $36 and US $120). This indicates the gaps that exist between transgender people and other social sectors in their representation in the employment scenario. When it comes to employment, there is also an educational gap that generates difficulties in entering the labour market. Without disaggregating by social sector, it is clear that there is an obstacle in access to higher education that facilitates job placement: 19% of the sample reported not having finished high school.

In the case of transgender people, this figure represents 32% of the respondents. The highest level of education is low in general terms: only 26% of the transgender respondents had access to post-secondary education, while 46% of people from other social sectors reached this level. This implies that social sectors have great difficulties in accessing the labour market, especially transgender people.

This context mainly evidences 4 barriers faced by LGBTI social sectors according to the study. These barriers generate obstruction to access the formal labour market and economic stability, which shows the representation of the social sectors in the labour sphere and what they face in order to gain official access. The barriers are:

1. Cross-cutting barriers: those referring to the absence of family support, entrenched attitudes of discrimination at social and institutional level and access to documents.
2. Educational barriers: a deficiency in hard skills and socio-emotional skills, lack of economic resources for education due to lack of family support, school violence and invisibility of the gender and sexual diversity approach in the classroom were identified.
3. Intermediation barriers: this refers to institutional intermediation such as accompaniment for job placement, administrative barriers in the hiring process, and the lack of support in the labour market.
4. Employment barriers: difficulty in accessing formal employment, precarious and informal employment contracts, discontinuous employment trajectories, lack of adaptation of the work environment to diversity, inflexible rules on physical appearance, labour exploitation of trans people.

With regard to the district offer that aims to facilitate access to work, the LGBTI Public Policy coordinates actions to promote the employment of people from LGBTI social sectors through various channels: providing support to private sector companies interested in hiring people from these social sectors, training public entities to employ people from these sectors (with emphasis on the trans population), accompanying professional growth processes for entrepreneurs from the LGBTI social sectors and supporting employability workshops for the social sectors.

For the first point, there is an “Employability Guide” that allows the employer to know reasonable adjustments, necessary to guarantee an equitable hiring. Support is also provided in the search for the required profiles. As of 13 June 2023, 15 companies/organisations in the private sector interested in the implementation of the working environment strategy and in the creation of care routes in the event of discrimination based on sexual orientation and non-heteronormative gender identity have been approached. As part of this process, parallel support was provided through the “Se puede emprender” route, which trains and advises entrepreneurs in the LGBTI social sectors.

The processes in the public sector, secondly, have focused on training for work teams and facilitating access to transgender people. In order to promote the employability of trans people in the public sector, Directive 005 “Guidelines for the protection of the rights of trans people in the field of human talent management and employment in the Capital District” was issued in 2021, 11 guidelines that promote the employment of trans people (through service contracts or appointments) and the implementation of institutional adjustments that facilitate respect and recognition of the gender identity of trans people, as well as training and education not only for public servants but also for general services and security personnel of the district entities. In total, 325 people have been linked to district entities by June 2023.

For the third point, the Economic Development sector, from its mission, leads the process of labour inclusion through the district’s employment route for people from LGBTI social sectors and training in job skills.

What are some of the less obvious forms that workplace discrimination can take? 

María Ortuño: Unconscious biases are, nowadays, perhaps the least obvious and most complicated form of discrimination to eradicate, due to their very nature. For this reason, we accompany companies with awareness-raising workshops that address these biases and prejudices and help to bring LGBTI realities closer to them. In addition, we help our members to create procedures that allow them to “overcome” these biases, both in selection processes and internal promotion.

What are some of the biggest mistakes you see among organizations trying to promote inclusion?

Ari Vera: When people think that inclusion is fashion, business, marketing, or because they are good people they will do you the favour of including you. These attitudes create only simulations that in the end reveal a lack of commitment and conviction.

Daniel Kehl: We observe many companies having difficulty in promoting an inclusive environment. In the consulting material prepared by TODXS, we identified that the main points are: a superficial approach to inclusion, with isolated programs without a commitment to change; the lack of involvement of underrepresented groups, who are usually not consulted in the search for solutions; the neglect of continuous learning and the absence of training that develops deeper understanding and lasting change; measuring success only on the basis of visible diversity, since it is important to create a work environment where everyone feels valued and has equal opportunities for growth and development; and the lack of accountability without setting clear goals. 

To avoid these mistakes, organizations must take a holistic approach, incorporate inclusion into their culture, strategy, and daily practices, and make a genuine commitment to a continuous learning mindset and the active involvement of everyone in the organization. 

Ari Vera, David Alonzo and Maria Ortuño spoke with Karen Alfaro. Daniel Kehl spoke with Rafael Sens.

Serviap Global supports companies with global hiring solutions in over 100 countries worldwide. Contact us today.

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

A few years ago, having international employees was not on the radar of a lot of companies, especially small- and medium-sized enterprises. However, the rapid uptake of remote working seen during the pandemic open many businesses eyes up to the opportunities and benefits of hiring global talent.  

Remote work has been made easier by technological advances, such as platforms that facilitate communication and collaboration, and more accessible by the emergence of recruiting arrangements that make it possible hire global talent without setting up an entity. That has seen a growing number of companies of all sizes, including startups, take an interest in hiring internationally.

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

Hiring global talent not only offers companies more diverse teams and perspectives, but also helps them to learn about other markets while contracting qualified and experienced professionals at highly competitive rates. 

When it comes to hiring global talent without having to invest time and money in opening a foreign entity, strong available options include recruiting them via an employer of record (EOR) or hiring them as international independent contractors.   

Below, more insight is provided into the benefits and processes involved in each of those two options. If you are interested in hiring global talent without setting up a foreign entity, contact us. 

Benefits of hiring global talent 

Hiring global talent offers many benefits to companies, such as the ease of expanding a business into territories with potential, such as growing economies.  

Also, by having employees in other geographic areas where a product or service is targeted, these workers help increase market knowledge, from demographic characteristics to consumer habits.  

When a company decides to hire global talent, it enriches the diversity of its teams, with members who bring everything from crucial knowledge about their territory to innovative ideas that add value to the business. 

Depending on the location of these workers, hiring them can be more profitable, as many live in regions where labor can be more affordable without compromising the quality of their work.  

In addition, when you have a distributed workforce, with members in remote and nearby locations, you have greater time zone coverage. So, while one employee in Mexico sleeps, another in China reviews work and responds to a client.  

As a result, by recruiting global talent and embracing remote work, companies increase their productivity, serve customers in different parts of the world, and create a presence internationally. 

Option 1 for hiring global talent without a local entity: via an EOR 

The easiest way to recruit global talent without establishing an entity is an employer of record (EOR). In general, these companies recruit, hire and manage overseas staff on behalf of their clients in exchange for a percentage of payroll.  

Learn what characterizes these organizations, the benefits of hiring global talent through them, and how you can access the best professionals wherever they are located: 

Characteristics and conditions of an EOR 

An EOR is a third party that finds, hires, and manages another company’s employees, following the local regulations where it offers its services and based on the needs and budget of its expanding clients.  

As a legal employer, the EOR has established entities. Thus, its clients do not need to open subsidiaries or any representative offices to recruit global talent, which can be time-consuming and costly. 

In addition, an EOR has extensive local market knowledge and robust recruiting networks, so it can hire global talent in a matter of weeks and onboard them into its clients’ organizations smoothly.  

Besides handling the paperwork required to hire global talent, an employer of record administers payroll, taxes, and employee benefits and addresses the eventual departure of staff. The employees, on the other hand, report to the expanding company rather than to the EOR.  

As experts in local regulations, these third parties help minimize any unexpected legal issues related to labor or tax non-compliance, which can result in possible financial penalties and even termination of operations.  

Companies working with an EOR to hire global talent should understand that this kind of provider may also be known as a professional employer organization (PEO or international PEO) due to their co-employment services. 

Benefits of hiring global talent via an EOR 

Hiring global talent through an EOR has several benefits: the most important is that organizations do not need to establish an entity in the target market, as these employers offer that service wherever they operate.  

The legal employer assumes responsibility for hiring and onboarding employees according to local regulations through their entities. Thus, expanding companies do not have to comply with a minimum number of employees, licenses, bank accounts, and the diverse requirements of operating from another country.  

By not worrying about opening an entity, subsidiary, or representative office abroad, companies that need to hire global talent through an EOR save on resources, from the time it would take to find an office and the expenses it represents to the fulfillment of bureaucratic procedures.   

Another advantage of hiring global talent with the help of an EOR is that these third parties streamline the onboarding of employees through their recruiting networks of qualified professionals, their knowledge of the labor market, and their broad understanding of regional culture.  

As the human resources manager for its clients, the EOR ensures local regulatory compliance, as it is an expert in the labor and tax laws where it has a presence, minimizing any risk while hiring global talent.  

In exchange for the benefits it offers for hiring global talent, a registered employer will charge a fee that it will agree with its client when signing a contract, which is only a percentage of the payroll of each employee hired and managed. 

How hiring global talent through an EOR works 

When a company decides to hire global talent through an EOR, it must first look for a reliable provider with a good track record and an understanding of its expansion project, besides being in line with the budget assigned for the acquisition and management of personnel abroad.  

After finding its trusted recruiter, the organization will work with the EOR to define the vacancies it needs to fill, the profile of the candidates it is looking to add to its global talent pool, and the requirements they need to meet, such as knowledge, skills, and experience.  

The EOR will post the vacancies on its recruitment networks. Once the applications start coming in, it will make a preliminary screening of profiles until it finds the professionals that best fit its clients’ international expansion needs. 

Candidates who meet the established requirements will move on to the initial round of interviews. The best-evaluated prospects will be interviewed in-depth by either the EOR, the employer, or a talent acquisition manager within the organization. 

The EOR will select those applicants who passed both rounds of interviews and who also demonstrated the technical knowledge and skills required for the position. However, the employer will decide who will be the next members of the organization.  

Finally, the legal employer will send the job offers to the selected candidates and create contracts under local regulations, where they will agree on salaries, working hours, schedules, benefits, and more. In the meantime, the expanding company can start managing the relationship with its new employees and bring them on board. 

Option 2: hiring global talent as international independent contractors 

Besides hiring global talent through an EOR, companies can employ international independent contractors to access highly qualified professionals without the need to establish an entity.  

Read on to learn what an independent contractor (IC) is, how to differentiate them from a full-time employee, the advantages and disadvantages of this hiring modality, and what you should do to acquire this type of professionals: 

What is an IC and how it differs from a full-time employee 

Professionals or groups of experts who work on their account for a given project or period are known as independent contractors (ICs). Although they may appear to be full-time employees, they work for their own company, which provides services to their clients searching to hire global talent.  

An IC may work for an organization for a couple of months or even weeks but may also offer their services for a more extended period; it all depends on the duration of the project and the activities for which they were hired.  

An international contractor has their own schedule and can offer their services to more than one client at a time. By contrast, a full-time employee has a set program and is hired by a single company.  

In addition, the IC is not on a payroll, is paid by project or contract time, and does not have the same benefits as a full-time worker. For this reason, they may be delivered slightly more than a full-time employee for performing the same activities.  

International contractors are generally experienced, often on tight deadlines, and have their own equipment. However, their work cannot be reviewed with the same regularity as with full-time employees. 

Benefits and risks of hiring global talent as IC 

Hiring global talent as international independent contractors has many benefits for companies, such as quick project delivery and specialized knowledge. However, it also carries some risks that are worth considering. 

As mentioned, because they are not on the payroll and do not enjoy the same protections as a full-time employee, hiring global talent as an IC can save companies money, although these employees are often paid slightly more than regular employees.  

Also, they are flexible, experienced workers whose skills and expertise can bring significant value to the companies that hire them. However, supervising and ensuring the work of an independent contractor is more complex than with full-time employees, as they are subject to different levels of supervision. 

When hiring global talent as international independent contractors, companies must be careful how they classify these employees, as doing so incorrectly can lead to non-compliance with local regulations and the payment of fines.  

While they are not part of the payroll and are not covered by the same legal protections as full-time employees, companies hiring a CI should be aware of their responsibilities towards them, but this will depend on the regulations in each region.  

How to hire global talent as international independent contractors 

Hiring global talent as international independent contractors can be done directly through websites where these professionals offer their services. Nevertheless, when working with an EOR, there are fewer complications, and compliance with the law is guaranteed.  

An EOR can hire full-time employees and international contractors through their legal entities and recruitment networks wherever their clients need them. 

The legal employer knows the regulations, how to classify an IC and a full-time employee, and the benefits they are required by law to receive, so working with an EOR will minimize all the risks involved in hiring global talent. 

Whether hiring full-time, project, or term employees, the EOR will only handle the legal paperwork and employee administration, as the client company is responsible for managing the relationship with its team and assigning and overseeing tasks. 

What about hiring global talent through your own entity? 

If you want to stay in a particular country for an extended period and employ a significant number of people, hire global talent through your legal entity.  

However, if you want to try your luck in one or more markets before investing in opening an entity, working with an employer of record (EOR) is the alternative.   

Entities are usually foreign representative agencies, branches, or subsidiaries, so you must first decide which is best for your international expansion project.  

While you are deciding which is the most suitable choice, an EOR can start looking for, hiring, and managing your future employees, so you will be one step ahead before operating your entity.  

Even if you already have your entity, an EOR can manage your human resources. So while this third party handles payroll, taxes, and employee benefits, you can focus on growing your business.  

An EOR can also offer work permits and visa services. Hence, it’s worth finding the one that best understands your global talent recruitment and international expansion needs. 

Serviap Global helps companies to hire internationally

At Serviap Global, we assist companies with hiring global talent in over 100 countries worldwide. Or portfolio include EOR services, contrractor hiring, and global talent acquisition to source candidates for those looking to hire directly.  

We have over 10 years of experience supporting companies with hiring solutions throughout Latin America, and in more recent years have expanded to support companies in Africa, Asia, and Europe.  

Contact us to find out how we can help you.

Get an idea of hiring costs in different countries by using our free paycheck calculator.

With a young population and a rapidly-developing economy, Ghana is one of the most attractive destinations in West Africa for investing and sourcing talent. If you are interested in expanding into this growing and vibrant nation, using the services of an EOR, or employer of record in Ghana can save you valuable time and money.

Using an EOR arrangement for hiring international employees means avoiding setting up a local entity, which allows you to focus more on growing core elements of the business. Additionally, an employer of record in Ghana will take care of administrative matters, such as onboarding, payroll, benefits, insurance, and the eventual offboarding of team members.

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

Thanks to having an established recruitment network and expert understanding the local labor market, an employer of record in Ghana will be able to find outstanding candidates fast, and it is possible to have people in place within weeks of signing a services agreement with your chosen provider.

The EOR will also assume much of the liability associated with being an employer, meaning you can be confident of being compliant with local laws, while being sheilded from potential legal complications or financial penalties associated with non-compliance.

It is worth noting that an employer of record in Ghana may also refer to themselves as an international professional employer organization (international PEO). However, while some providers do not distinguish between EOR and PEO, others draw a clear distinction.  

If you are interested in quickly and compliantly hiring top professionals in Ghana, or elsewhere, contact us. 

Ghana factfile

West Africa’s second most populous nation after Nigeria, Ghana is a diverse country with many different peoples represented in the country, although nearly half the country identifies as Akan. While Christianity – both Catholic and Protestant – dominates, there is a sizeable Islamic minority at around 20% of the population.

Like many of its neighbors, Ghana is a member of the West African Economic and Monetary Union (WAEMU), which makes it a key player in the region’s economic and financial strength through cooperation. The country was also a founding member of the African Union and is an extant member of the Commonwealth. Independence was won in 1960 and Kwame Nkrumah became the first president.

The capital is the bustling port of Accra in the south, with over five million inhabitants. Other key cities include Takoradi and Cape Coast on the coast. Inland, Kumasi is the second city and Tamale is the most important northern city.

English is the primary language of Ghana, with 11 indigenous languages and Ghanian sign language also legally recognised. French is also widely taught and spoken, as the country has borders with many Francophone countries.

In culture, Ghanian music is popular across the continent and into Europe as well, while Ghanian authors are at the forefront of new African fiction. Adinkra printing in clothing has a rich history and along with contemporary fashion designs is making waves outside the country. The national football team has four victories and the second best overall record in the Africa Cup of Nations.

Reasons to invest in Ghana

After a substantial rebasing of GDP data in 2010, Ghana has posted relatively impressive economic figures compared to its neighbours. GDP has risen continually for four decades to 68th in the world, although there remains room for improvement. Corruption perception is lower than many neighbouring countries and outperforms the GDP per capita ranking.

A particularly impressive sector of the economy is heavy industry, with automobile production well established. Electric vehicle production was established a decade ago, giving Ghana a headstart in this growing area. The country also boasts Africa’s first locally produced and owned computer and telecommunications company, Rlg Communications.

Ghana has a population of just over 30 million, of which 30% are under 15 years old, giving it a dynamic demographic profile with plenty of room for development. Education is valued, with about 85% of children enrolled in school, making Ghana a leader in the region.

At a governmental level, Ghana is forward facing and generally stable. Unlike some regional actors, the country has stayed largely conflict-free since independence was won in 1960. The Ghana: Vision 2020 plan appears to be largely on track and aims to achieve highly developed country status within the next two decades.

Oil is the most important source of external income for the country, which is mainly exported to China and South Africa. Ghana also has significant deposits of gold, which comes second on the export list. Cocoa products make up the rest of the top five. In terms of imports, Ivory Coast depends on China, the Netherlands, and Nigeria.

Employer of record in Ghana: acquire the best talent

Finding, hiring, and managing professionals is easier and faster through a legal employer, such as an employer of record in Ghana. The new international team members will report to the organization-client as if they were hired directly.  

An employer of record in Ghana will also take care of human resources issues, such as managing the workforce’s payroll and handling benefits, leave, health insurance, the eventual departure of employees, and any legal labor issues.

As an international EOR service provider, an employer of record in Ghana will charge a fee, which is usually monthly and for each employee hired. This investment is often much less in terms of money, time and stress than the costs of establishing and managing an entity in a new territory. 

When hiring local professionals through an employer of record in Ghana, organizations do not have to worry about compliance with unfamiliar regulations, as these third parties are experts in the field. They thus avoid falling into misunderstandings of the law and possible fines.

In addition, all headhunters in Africa have an established network of professionals, so searching for, identifying, and hiring the most suitable candidates to fill specific vacancies is a relatively simple process, depending on the position needed in the company. An employer of record in Ghana is also likely to understand cultural practices and speak relevant local languages. 

In case an organization plans to take its business to other markets in West Africa such as looking for an employer of record in the Ivory Coast, working with an employer of record in Ghana is of great help, as these companies will be able to assist in its further expansion, as they usually have entities in the region. 

Regulations that an employer of record in Ghana will handle

An employer of record in Ghana will take care of the following regulation when hiring professionals on your behalf: 

Employment contracts. In Ghana, contracts are concluded for a fixed or indefinite period. In addition, they may include a probationary period, which must be established in writing and ranges from eight days to three months. Oral contracts are acceptable up to six months of work, but longer periods must be confirmed in writing.

Working hours. The work week is from Monday to Friday, and the hours worked per week are 40, in eight-hour days. Night shifts usually start at 9:00 p.m. and end at 5:00 a.m. If it is necessary to work overtime or on holidays, the maximum number of hours allowed per week is 15. Overtime pay is also established in the contract and is paid at a minimum of time-and-quarter.  

Salary. In this African territory, the minimum wage is 14.88 Cedi hourly, about US$1.3. Payroll is usually weekly or monthly, and can be handled by an employer of record in Ghana. 

Vacations and national holidays. According to Ghanian law, if you have been with a company for one year, you are entitled to 15 working days of vacation. Note that there are also 15 public holidays during the year.

Sick leave. By law, employers must grant days off to their employees based on a medical certificate. Generally, sick leave is five paid days.

Maternity and paternity leave. Women are entitled to a minimum of 12 weeks of maternity leave with full pay.

Employee severance and terminations. If an employer terminates the employment contract established with its employee, it must pay severance, except in cases of misconduct or gross negligence. The indemnity will depend on the time they were working and the salary received by the employee, but employees with three years’ experience will be entitled to one monthly salary.

Contributions. The employer must contribute between 13% of the employee’s monthly salary for social security, work accident and disability, and pension/retirement, with the employee contributing 5.5%.

7 steps to hiring professionals via an employer of record in Ghana

If you want to hire via an employer of record in Ghana, you will need to follow these seven steps:

1) Find a reputable EOR 

To hire professionals, you first need to find a reputable legal employer who understands your expansion needs and fits your budget. Next, check the reputation of the employer of record in Ghana and sign an agreement setting out the terms, conditions, and fees for the service they will provide.  

2)  Define the employee profile 

Then, with your employer of record in Ghana, define the profile of the professional(s) you need. In this process, it is vital to cooperate with the chosen EOR. They will need to gather as much information as possible regarding the vacancy you wish to fill in your organization, such as the candidate’s skills, knowledge, and experience. 

3)  Complete the pre-screening 

Job applications and letters of motivation will not take long to arrive, but your Ghanian EOR will be ready to make a preliminary selection to find the profiles that best meet your established requirements. You will be able to make any suggestions necessary in this part of the process.

4)  Schedule the initial interviews 

Once the complete profiles have been selected, your employer of record in Ghana will move on to the initial interviews, in which they will probe candidates to verify that they meet the experience and skills listed on their resume and if they meet the requirements of the position. 

5)  Perform the in-depth interviews 

If selected during the initial round of interviews, candidates will be called for an in-depth interview, either with you or with one of your company’s internal recruiters. This step will allow you to understand better their technical knowledge and soft skills, such as leadership, teamwork, and communication. 

6) Job offers and contract signing 

After selecting the professional(s) who will be part of your company, the employer of record in Ghana will assume responsibility for the recruitment following local regulations. Once both parties agree on the terms of employment, such as wages, benefits, and working hours, both parties will sign the employment contract.  

7)  Onboard your new team members 

While your legal employer takes care of the administrative tasks related to hiring your new collaborators in Ghana, you can start managing the relationship with your employees, reviewing their duties and responsibilities, coordinating their work team’s supply, and making them feel like part of your organization, as part of the employee life cycle.

Serviap Global can help you find an employer of record in Ghana

Serviap Global assists clients with international PEO / EOR services, in over 100 countries worldwide. So if you are looking to work with an employer of record in Ghana, we can help.  

We also support contractor hiring and offer global talent acquisition to companies looking to source top talent to hire directly. 

Contact us to find out how we can help you.

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

Hiring independent contractors in Brazil is an excellent option for companies wanting to establish or expand their presence in this massive South American country.

Brazil offers large and growing pools of highly-skilled professionals available at competitive rates, while working with a provider to hire them as contractors also offers trhe benefit of not having to deal with the country’s sometimes overwhelming red tape.

Because when you work with a provider, they will not only be able to help you source outstanding candidates to fill the roles needed, but will also take care of the payroll and administration of those who are contracted, meaning you don’t have to worry about navigating unfamiliar regulations.

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

One such provider is an employer of record (EOR), which can also find and hire employees on your behalf, should that be a more suitable arrangement than hiring independent contractors. In each case, working with an EOR means being able to work internationally without setting up foreign entities. For anyone unsure about which arrangement suits them best, an EOR will be able to offer guidance.

If you are interested in hiring independent contractors in Brazil, or employing professionals via an EOR arrangement, contact us for more information. 

Why you should consider hiring independent contractors in Brazil

Brazil is the largest country in Latin America, with a varied territory, culture, and industries. It has abundant renewable and nonrenewable resources, and is one of the world giants of mining, agriculture, and manufacturing, while also boasting a strong services sector. 

The country is seeing an increasing number of new startups, as well as national and international investments in a variety of companies. Agrotech, fintech and ecommerce are some of the sectors that are growing fastest, creating new job requirements and employment opportunities. 

Great talent can be found in all regions when you’re looking for hiring independent contractors in Brazil, despite wage and employment disparities between northeastern and southern states, according to the country’s statistics office (IBGE). The labor market in Brazil is diverse and offers exciting opportunities all across the country.  

Brazil is a regional technology leader, and a good source of high-skilled professionals, especially in tech talent and software development. It offers some of the best global universities in Latin America, like Universidade de São Paulo (USP) and Universidade Federal do Rio de Janeiro (UFRJ). 

Before hiring independent contractors in Brazil, you should also consider the Brazilian time zone, as well as linguistic and cultural differences. The official national languages are Portuguese and Brazilian sign language, but English and Spanish are commonly taught in school and widely spoken among professionals. 

English levels have been increasing due to higher educational levels and government incentives, such as the English Without Borders program, which offers free classes for citizens. Many Brazilians can also understand and speak Spanish, because of the proximity to Hispanic neighboring countries and a strong cultural influence.  

How does hiring independent contractors in Brazil work? 

Independent contractors are freelance professionals who offer their skills and expertise to different businesses, often through online platforms, direct contracts, or EOR agreements. They are self-employed and are not bound by traditional employment requirements. 

One of the key aspects to consider when hiring independent contractors in Brazil is being able to collaborate remotely. They can work with global clients, using technology to communicate, share files, and complete tasks. This flexibility enables contractors to access a diverse client base and work on many projects. 

International contractors can work for different clients simultaneously, or exclusively for one client at a time. The length and type of agreements will depend on the tasks they are being hired for and could last for a few weeks, months, or even on a long-term basis. Either way, they won’t be legally considered full-time employees. 

So, they do not receive many of the labor benefits and protections of full-time hires, because an international independent contractor is not on the payroll. However, even though this seems to cut some costs, they can still charge more for their services than an employee would for doing the same type of work. 

Hiring independent contractors in Brazil via an EOR 

In general, you can search for Brazilian contractors directly, after you set up a legal entity in the country. In this case, you have to handle recruitment, compliance, management, and payment on your own, which is complex and time-consuming.

A simpler option is hiring independent contractors via an employer of record in Brazil. An EOR will have an established recruitment network and expert knowledge of the local job market, so that outstanding andidates can be found and presented to you.

The employer of record will work as a representative for you in Brazil, and use its established recruitment network to find top professionals. An EOR can also assist you with a preliminary screening of candidates and feedback, collaborating to create the best team. 

So, when hiring independent contractors in Brazil, you can reduce office space, increase production rates, and focus on project efficiency. It also helps you with distributed workforce management, as it becomes easier for you to organize your international team and develop the most efficient workflow. 

Hiring independent contractors in Brazil vs full-time employees 

When you are hiring in Brazil, it’s important to know what type of agreement you are setting, and to avoid contractor misclassification, which can result in legal inconveniences and financial penalties. So it is important to make sure that anyone registered as a contractor is working under conditions that make them eligible for such classification.

In Brazil, formal full-time workers are covered by various benefits, such as health and unemployment insurance, retirement, days off, and so on. These are paid indirectly by the employer, through the National Social Security Institute. Independent contractors, differently, are not entitled to such benefits, and must be classified correctly as independent collaborators. 

Freelance contractors are paid based on each project, unlike full-time employees, who are usually paid by the hour, week, or month. The payment can be simplified via an EOR, as they can handle the whole process for you when hiring independent contractors in Brazil. 

Other main considerations are the work schedule and tools. Employees are expected to work on set hours, normally using equipment provided by the company. Opposite to that, independent contractors can determine their own schedule but should be responsible for their work tools. 

To get an idea of your misclassification risk, visit the Serviap Global contractor misclassification calculator.

Serviap Global can help you hire independent contractors in Brazil 

At Serviap Global, we support companies with hiring solutions in over 100 nations, including Brazil.

Our services include international PEO / EOR services, contractor hiring, and global talent acquisition services to help companies find direct hires.

Contact us to discover how we can help you with hiring independent contractors in Brazil.

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

Developing and properly implementing a global talent acquisition strategy can be crucial to getting the most out of international hiring.  

A successful global talent acquisition strategy will be based on the company’s recruitment needs and available resources, and will require consideration of the most suitable hiring arrangement to be used, as well as ideal location(s) for recruiting international team members.

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

By designing a global talent acquisition strategy according to the company’s expansion project, it will be easier to find professionals with specific skills and knowledge and incorporate them into the team as soon as possible. 

When drafting a global talent acquisition strategy, one of the first things companies must define is if they intend to set up a foreign entity through which to hire talent directly, or if they prefer to avoid that complication, while reducing their liability, by working with an employer of record (EOR), or hiring international independent contractors. Note that EOR services are sometimes referred to as international PEO.  

Whichever option for hiring international employees suits you best, some key steps are included below that organizations can follow when planning their strategy.  

If you are looking to quickly and compliantly hire international professionals without needing to set up a foreign entity, contact us. 

Hiring options for a global talent acquisition strategy 

When companies have a long-term international expansion project and a comfortable budget, setting up an entity in the target market is the best hiring option for their global talent acquisition strategy.  

A subsidiary will handle all the legal formalities in moving part of the operations to another territory. It is also the best route when the global talent acquisition strategy seeks to bring in a significant number of employees.  

Whether it is a representative agency, a branch office, or a foreign subsidiary, any of the three options will manage the human resources of a group and the corresponding tax payments. 

Establishing a subsidiary requires a considerable investment of resources and can take a time. Therefore, companies that require a quick solution for their international expansion may opt for the services of an employer of record (EOR). 

Hiring via an EOR

An EOR is a third party provider that hires professionals for you through its own international entites, or those of its poartners. An EOR has extensive knowledge of local job markets and can help with finding and recruiting talent, as well as managing their payroll.  

Working with an EOR to execute a global talent acquisition strategy offers the guarantee of compliance with local regulations, as well as limited risk to the hiring company, because the EOR assumes full legal responsibility. That means there is not possibility of unexpected legal problems or financial penalties affecting the client company.  

An EOR will not only handle payroll, but also general administration and periodic reporting related to the professionals it hires for clients, including tax payments, benefits, and paid time off. In return, the EOR will charge a monthly fee per-employee, which may be a flat fee or may be a percentage of their salary.

While some EORs will be focused on providing services in a particular country or region, others will have a braocder reach, and choosing which EOR to partner with will likely depend on the company’s expansion plans and related global talent acquisition strategy.

International contractors

An international independent contractor is a worker or a group that collaborates for a specific project or period. Although they may also work full-time, they do so for their own company, which provides services to an employer.  

The contractor, not on the company payroll, does not receive many of the legal benefits of employees, but they have different legal protections and may be paid slightly more than a full-time worker performing the same activities.  

These professionals bring experience in executing a project, are usually competent, have specialized knowledge, and keep flexible schedules. Yet, misclassification of these workers can lead to legal problems and possible fines. In addition, monitoring and ensuring the quality of their work is more complicated. 

If you are interested in hiring international contractors, an EOR may still be able so support you, with many providers supporting contractor recruitment and hiring.

5 key steps in a global talent acquisition strategy 

A global talent acquisition strategy provides flexibility, diversity, and knowledge of other markets for successful expansion. Here are some key steps to create your own:  

1) Clarify your talent needs 

Designing a global talent acquisition strategy starts with specifying what kind of professionals and how many you need as part of your expansion project. This way, you can ensure that the right people join your international pool and achieve your organizational objectives with fewer complications.  

To clarify your staffing needs, you must analyze your current workforce to identify your team’s strengths and weaknesses, know what roles you require and create an outsourcing plan if your business growth is slower or faster than expected. 

2) Choose your hiring arrangement 

Once you define the type of professionals, their skills and expertise, and how many you need, the second step in your global talent acquisition strategy will be choosing the recruitment plan that best suits your objectives: establishing an entity, through an EOR or as international independent contractors.  

Although time-consuming, opening an entity is ideal for a long-term project with numerous employees. In the meantime, you can enjoy the services of an EOR, which not only expedites the insertion into a new market but can also legally hire direct employees or international contractors. This, in the long run, will help you save resources and forget about the administrative tasks of having a team abroad. 

3) Identify your target market(s) 

Before starting your search for candidates, having a global talent acquisition strategy will help you identify potential markets where your products or services may be more attractive, the workforce more accessible, and the potential for future expansion into nearby territories.  

While you can conduct your market analysis, a third party can also help you in this regard. An EOR, for example, has extensive knowledge of the local market, labor and tax laws, cultural differences, the education level of the population, and what they specialize in, among other data essential to your global talent acquisition strategy. 

4) Find strong candidates 

Knowing the situation in your industry, how it has changed over time, the competition, as well as the supply of candidates internationally will help you design your global talent acquisition strategy and define where you can find the best professionals. 

The strongest candidates may be close to home and share specific characteristics with you, such as native language or time zones, so that nearshoring may be your best option for expansion. However, it is also possible to find highly competent professionals in more distant territories with potential, so that offshoring would be your way. Again, your decision will depend on your business project, needs, and budget. 

5) Hire international professionals 

The final phase of your global talent acquisition strategy is recruiting professionals. If you do this through your own entity, remember that it will take time, can be costly, and you will need to understand local regulations. So even if you decide to open an entity, you can outsource your human resources management to an employer of record and focus on growing your business.  

Whether you need direct employees or independent contractors, with the help of an EOR, you can define profiles, conduct interviews, follow up with the best-qualified candidates, make attractive job offers, sign contracts, and have them on board in a matter of weeks. 

Serviap Global suppports global hiring

At Serviap Global, we support international PEO / EOR services and contractor hiring in over 100 countries worldwide. We also provide global talent acquisition services to assist companies with finding candidates to hire directly. 

Contact us to learn how we can help you develop and execute your global talent acquisition strategy.

Or get an idea of costs involved in hiring talent in different countries by using our free paycheck calculator.

We recently had the opportunity to speak with international HR expert John Tinsley about how the global hiring industry has changed over recent years, where it is heading in the future, and what it takes to work in the field. 

Mr Tinsley is the founder of Compandben, which has specialized in professional employer organization (PEO) services, worldwide payroll administration and global HR support since 2001 and was substantially acquired by TopSource International in 2021. Parts of the company now trade under the name Le Cheminant. 

Here’s what he had to say: 

SG: Having worked in international HR for many years, what are some of the biggest changes you have seen in the industry?  

When I started in 2012, there was limited demand outside the USA but even more limited supply. Now there are scores of companies offering the service, some at prices that are impossible to compete with, mainly Indian companies. 

SG: For anyone considering a career in HR, are there any characteristics that tend to be most useful, or skills that people should develop?  

Besides the usual skills like interviewing, recruitment, appraisal, job evaluation and remuneration expertise, and mastery of current technology, I would say there is a need to be constantly creative in order to find and retain staff and be able to persuade line managers to allow the localization of posts rather than leaving them all at “head office.”

This involves redefining the output. Instead of a job in the USA supervising ten software engineers based in five countries and another position for five staff in the USA selling software solutions, there will perhaps be a need to focus on having 15 employees in 15 countries developing, selling, implementing and noting future demand for a service which will include but not be restricted to software. I know it, unfortunately, sounds like the sort of cliché one sees on websites. 

SG: After founding Compandben in 2001, you grew it into an international brand. Based on that experience, do you have any tips for companies out there that are looking to expand?  

My first suggestion is to emphasize growth and client service, forgetting profitability. Hiring employees rather than trying to depend on partners or doing everything oneself is also very important, as is resisting the urge to micro-manage.  

“Talk more to the clients, be more inclined to hire staff rather than worrying about profitability.” 

– John Tinsley 

Beyond that, talking directly to stakeholders –be they clients, partners in other countries, and employees – and avoiding the temptation to only communicate by email. Look at the contacts list on your mobile phone, I bet more than 50% will not be clients. 

SG: How do you see the PEO/ EOR industry evolving in the future?  

The arrival of new market entrants will reduce profit margins. And fashions change: CFOs and CEOs will decide to set up branches and hire staff directly. In some countries, there is a reaction to restrict and control the activity of PEOs and EORs with licenses, etc. Now I insist that companies can register as employers and hire staff directly. 

SG: As an international HR expert, are there any up-and-coming talent hotspots that you tend to recommend, be that in general or for sourcing particular types of professionals?  

While there are a lot of great options out there, four that I would particularly recommend, including some for right now and some for the future. 

Right now, Lithuania is a strong option, thanks to impressive levels of education, a strong desire to attract foreign investment, and low employer social security levels. Kenya is also a great choice in Africa, thanks to being an English-speaking country with much lower levels of corruption than some of its peers on the continent that make it particularly attractive to investors. 

Looking forward, Ukraine will be entering a likely decades-long rebuilding and reskilling phase once the war there is over, and that will present a host of opportunities for investors and employers. Meanwhile Iran is packed with potential, thanks to having a highly educated and commercially astute population, and once international sanctions are lifted in the future, it promises to flourish. 

SG: If you could go back and give yourself some advice as you were beginning your entrepreneurial journey, what would it be?  

Talk more to the clients, be more inclined to hire staff rather than worrying about profitability. 

John Tinsley is an independent international HR advisor and founder of Compandben, a specialist in international payroll and PEO services. He was speaking to Karen Alfaro. 

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 today for more information.

https://www.youtube.com/watch?v=pxLlwjtJuMY&t=4s

Hiring employees is an often complex process through which HR professionals identify top candidates to fill a vacancy according to an organization’s budget and needs. To simplify and automate the search for personnel, AI recruiting tools offer solutions that streamline the hiring and onboarding processes.

Artificial intelligence in hiring refers to a set of technologies that enable computers to perform various advanced functions based on machine and deep learning to analyze data, make predictions and recommendations, categorize objects, and assist in decision-making, among other things.  

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

AI recruiting tools can be used on almost every step of the process of sourcing and hiring professionals, from creating and posting a vacancy to automatically selecting candidates, conducting sifts of profiles, and managing communication with them.

Depending on an organization’s needs, these software solutions can apply filters to help find the best prospects based on their knowledge, skills, and experience. That in turn can leave HR professionals to focus on other aspects of their jobs, or complement their own manual searches. 

When AI recruiting tools are implemented to fill vacancies, recruitment decisions can be more reliably based on the candidate’s merits, skills, and capabilities, with computers avoiding any common unconscious human biases related to the likes of gender, age, or ethnicity.

If you are interested in hiring international employees quickly, compliantlky, and without the need to set up a foreign entity, contact us to find out more about how we can help you. 

How AI recruiting tools can help HR departments

The implementation of AI recruiting tools in the HR department already has many benefits and many more are likely to be discovered. Understanding how this new technology works can deliver instant results for forward-thinking companies.

While these AI recruiting tools are relatively new, the massive strides being made in a short space of time mean that they will undoubtedly become ever more important in coming years. As with many recent technological developments, learning and adapting will be key to future success.

Faster recruitment process 

Sometimes, organizations have unexpected employee departures, so the HR department needs to fill these vacancies quickly. The recruitment process can be more streamlined using AI recruiting tools, as these software solutions automate search, screening, and interview scheduling. By saving time, recruiters can focus on other tasks, like onboarding future employees. 

Improves data analysis 

AI recruitment tools not only automate processes but also provide valuable data to recruiters, who, in the future, can use it to reduce resources and risks related to hiring. Some metrics obtained are candidate engagement, time and cost of hire, as well as employee skills, experience, and preferences. Analyzing this information will help recruiters identify patterns, trends and improve their processes. 

Upgrade candidate experience 

Candidate experience during the hiring process is vital, so it pays to choose AI recruiting tools that, as much as possible, treat stakeholders as humans, not just another piece of data. From information on the steps of the selection process to real-time communication, these tools should offer personalized attention and make prospective employees feel valued by an organization.  

Reduces bias in the hiring process 

Today, organizations are working to have more diverse and inclusive teams with gender equity and free of discrimination. Therefore, to avoid gender, age, origin, or preference biases, HR departments use AI recruitment tools, as these software solutions can identify the best candidates to fill a vacancy even without knowing their name and only based on information such as their experience and skills. 

How to choose the best AI recruiting tools for you 

Thanks to its high demand in recent years, more and more developers are offering AI recruiting tools, but before choosing one, take into account the following considerations:  

• Integration. The best AI recruiting tools not only facilitate the onboarding process but also integrate themselves with other systems used within the HR department, such as databases and more.  

• Accuracy. AI recruiting tools must have high accuracy when identifying and evaluating candidates, so recruiters should indicate all the requirements that participants must have, such as years of experience and education.  

• User-friendly interface. The recruiting team and applicants must be able to navigate quickly and smoothly in AI recruitment tools. Therefore, HR departments should look for intuitive software solutions that do not hinder workflows. 

• Support. When choosing AI recruiting tools, recruiters should consider that they are intuitive and easy to use and offer support to the HR department and candidates, such as training, documentation, and channels to answer any questions. 

• Personalization. There may be dozens of AI recruitment tools to facilitate any company’s selection process. Still, if an HR department plans to incorporate them into its processes, it is best to choose those customized to meet specific needs. 

Top AI recruitment tools to meet different needs 

HR departments have a myriad of AI recruitment tools at their disposal, from those that specialize in streamlining processes to those that offer detailed reports on the selection process. Some of the most popular include: 

Skillate (to speed up recruitment process).This decision-making engine has advanced features that guarantee not only a smooth but also a fast recruitment process. The candidate search is performed through in-depth data analysis to screen resumes to find the best fit for a vacancy. Additionally, it helps to describe positions creatively to attract the best talent. 

Manatal (to improve data analysis).This recruitment software was designed for HR teams, recruitment agencies, and headhunters, so it offers a variety of functions that help improve data analysis during the recruitment process. For example, its customizable platform allows job offers to be compared across more than 2,500 channels and enriches candidate profiles with data from LinkedIn and other social networks for more accurate recommendations.  

Arya (to upgrade candidate experience). This intelligent recruiting solution uses a “holistic, multidimensional approach” to connect real people with real jobs. To upgrade candidate experience, it selects prospects who are most likely to succeed in a hiring process. Leoforce, the company behind the software, launched Arya to meet the needs of anyone in a job, regardless of business type, industry, hiring volume, or budget. 

X0PA AI (to reduce bias). This B2B SaaS (software as a service) platform supplies HR departments with candidates based on skills, previous jobs and recommendations, attrition, and performance prediction. It also fully automates the entire hiring process: from job posting to interview scheduling and follow-up emails. 

Serviap Global helps with global recruiting and talent acquisition

At Serviap Global, we assist companies with international PEO / EOR services and also provide global talent acquisition solutions to help companies source talent to hire directly.  

We started out in Mexico in 2010, before expanding throughout Latin America, where we are known for our unrivaled regional expertise. We subsequently grew beyond the region, so that today we can assist companies in over 100 countries across Africa, Asia, Europe, and the rest of North America.  

Contact us to find out how we can help you hire top international talent.

If you liked this article about AI recruitment tools, check out the rest of our coverage. 

You can also try out the Serviap Global salary paycheck calculator to get an idea of costs involved in hiring in different countries.

Virtual working has become popular in recent years, bringing many advantages, but also several challenges. For managers and supervisors, coordinating distributed workforces presents different demands compared to working in-person, and having good leadership in remote working is become increasingly important for companies to reach their organizational goals. 

Leadership is the ability of an individual to guide and inspire others, whether within an organization, society, or team. When working remotely, it plays a key role in the success and direction of a company, as leaders must set achievable goals and provide their collaborators with the knowledge and tools necessary to reach them. 

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

Beyond knowing how to communicate the mission, vision, and objectives of the company to coordinate remote teams, you must not forget that leadership in remote working affects the whole company. There can be challenges to overcome, such as promoting a positive relationship between remote work and mental health.

A leader also has the option to subcontract a third party, such as an employer of record (EOR), to handle part of their company’s human resources. Thus, while the EOR finds and hires qualified personnel following local regulations, the leader can concentrate on managing the staff. 

Innate leaders have these skills naturally, but it is also possible for anyone to develop them or improve the ones they struggle with the most. We’ve come up with eight top tips to improve your leadership in remote working and coordinate distributed teams with fewer complications. 

8 tips to improve your leadership in remote working 

If you want to improve your leadership in remote working, follow these recommendations: 

1) Communicate effectively 

Communication skills are indispensable in any aspect of life, as they help people relate to one another well. In a work environment, communicating effectively is vital, especially when working in a hybrid or completely virtual mode where you don’t see people face-to-face. 

A leader, being at the head of a group of individuals with a common purpose, must be able to get their ideas across quickly and efficiently. Make sure that direct messages and emails have a clear purpose and an appropriate tone – avoid the temptation to make jokes that may not be understood, for example.  

When necessary, take the time to schedule video calls so you can communicate corporeally as well as through text. In addition, being clear, empathetic and an active listener will also help any team coordinator or supervisor to improve their leadership in remote working. 

2) Have a work plan 

When you are in charge of a team, following a work plan is essential and this is no different when thinking about leadership in remote working. Whether weekly, monthly, or yearly, planning your activities will help you better organize your employees, especially when they work from home and have different schedules or time zones. 

Asynchronous working is not easy for everyone to manage, but you can turn this into a major boon with the right plan. Think about how workflow might be best organized with people who are on different working hours. A worker in Europe might be able to check something produced six hours earlier by an Asia-based colleague.  

To operate remotely with minimum complication, taking the time to create a work plan is indispensable, as it will facilitate a leader’s future responsibilities, such as coordinating team members, knowing what everyone is doing, the deadline of their assignments, which are the most important tasks and if the objectives are being achieved.  

3) Use tech well 

Technological tools are essential to improve leadership in remote working because knowing which ones are the most helpful and using them to the fullest will not only improve communication between the leader and their collaborators but will also facilitate all work processes. 

There is a difference between understanding the basic elements of a system and knowing how to best use it. Most platforms offer in-depth familiarization courses – take advantage of this. Many people don’t, so end up using only a fraction of the potential the tech allows them. 

To guide a team to success, a good leader will know how to use a range of tech, from email to video call applications and the most popular communication and collaboration platforms. Don’t get complacent and be alert to new options that could streamline your operating procedures. 

4) Be flexible 

The virtual office is synonymous with flexibility, and leadership in remote working must also be so, from allowing employees to set the schedules that best suit them to understanding that many perform better when they work by objectives and not with a fixed timetable. 

Being a flexible leader does not mean being soft but rather understanding that team members may solve the same task at different times and under different conditions. They may often intersperse their workday with other personal activities, such as taking their children to school, caring for other family members or going to a doctor’s appointment.  

This is where earlier points about planning and communication come in. The key is to set deadlines and be clear about processes. Make sure everyone knows that while the precise hours might be flexible, the work still needs to get done at some point. 

5) Understand diversity 

Today, international recruitment is easier than it was a few years ago. Additionally, it has created increasingly diverse teams, with people from different backgrounds, cultures, and traditions who often do not even share the same mother tongue and use a shared second language to communicate.  Sensitive leadership in remote working needs to account for this.

Understanding these differences as a team leader or employer will help you create inclusive and harmonious work environments and take advantage of all the perspectives your employees can bring to improve processes or grow your business. Different eyes see different things, and a team member from another background may inject new dynamism to established norms. 

Make sure that you keep things neutral and consider how to act in a culturally sensitive manner. You may want to check something privately with certain people ahead of a group announcement. Remember to include everyone proactively – people may be shy or even nervous about mentioning cultural differences.

6) Adapt to change 

Adapting to change is a skill that helps people manage when issues arise with achieving particular objectives or solving a problem. This competency is critical when leading a remote team, especially with the recent massive employee turnover and the adoption of processes to improve teleworking. 

Progress often comes via change and facing constant challenges, so to improve leadership in remote working, it is essential to have this ability, both professionally and personally. It will lead you to acquire new skills, be flexible and guide your team to success. When a leader adapts to change and demonstrates it, it is also easier for the people they work with to do so.  

Adaptability may involve short term measures such as what to do if there are internet problems, but it may also come with switches between platforms or picking up workers in a new territory and having to align to new hours, new personalities and possibly a new culture. 

7) Promote development 

Improving leadership in remote working is not only about knowing how to guide a group of people operating from home to achieve the company’s goals but also about encouraging personal development among these collaborators. 

While traditional office environments are easy places to promote and deliver ongoing training, this can be more difficult via video calls and virtual meetings. You may need to proactively suggest courses and opportunities to your team or sign up yourself and encourage others to join. This doesn’t necessarily have to be related directly to their professional roles either. 

Today, many employees are looking for jobs that permit them to balance their work life with their personal needs, so the leader must ensure that they can carry out other types of activities, from those that have to do with improving their physical and mental health to taking training courses or workshops. 

8) Work collaboratively 

Although online working can feel much more individual and atomized, you are still part of a team. As leader, there is a responsibility to recognize this and remind everyone of their part to play in the process. Make sure you delegate tasks where necessary and ask for help. This helps flatten the structure of the team as well as making everyone feel more valued. 

While working within your team will take the lion’s share of your time, it will also be necessaryto work with peers who lead other teams. If you’re looking to improve your leadership in remote working, it is not only necessary to collaborate with other leaders inside your organization but also outside.  

For example, relying on a third party, such as an employer of record (EOR), to take on specific responsibilities for managing your organization’s human resources or talent acquisition will allow you to focus on successfully leading your team and business. 

Serviap Global can help you hire internationally

Serviap Global assists companies with global hiring solutions in over 100 countries worldwide, including international PEO / EOR services, contractor hiring, and global talent acquisition to help source direct hires.  

Contact us to learn how we can help you expand your team internationally without needing to set up a foreign entity.

If you liked this article on leadership in remote working, check out the rest of our coverage. 

You can also try out the Serviap Global salary paycheck calculator to get an idea of costs involved in hiring in different countries.