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The rise of remote work, evolution of technology, and emergence of new recruiting solutions has made hiring internationally an increasingly accessible option for businesses of all sizes that are interested in building a global team.
For companies looking to tap into international talent pools and wondering where to hire skilled professionals, the case for emerging markets has grown stronger in recent years.
Because beyond the obvious benefits of being able to secure top talent at highly competitive rates, governments in many developing nations and emerging markets have made concerted efforts to promote education and develop the likes of access to the Internet.
SEE ALSO: Best alternatives to hiring US tech workers
That means there are an increasing number of candidates available with the neccessary skills and infrstructure available to allow them to work effectively.
Contact us today to learn more about how we can assist you with quickly and compliantly hiring professionals in emerging markets without needing to set up local entities.
Benefits of hiring internationally
One of the most significant advantages of hiring internationally is the diversity of culture and knowledge. When individuals from various backgrounds come together, they mix a range of perspectives and approaches. Consequently, this gives a deeper understanding of local customs, preferences, and tendencies.
In a globalized distributed workforce, team members will likely bring multiple languages as valuable assets, making it easier to navigate cross-border interactions. Another type of flexibility can be created as professionals work in different time zones, which can enable your company to operate around the clock.
Jointly, these benefits make it easier for your company to expand its networking connections on an international scale. Employees from different countries often have useful local professional relationships. This can open doors to partnerships and international opportunities.
Another alluring aspect of hiring internationally is the cost advantage. Even though companies have to deal with different local work regulations, they can save money in aspects such as office space. Also, many times with emerging markets, companies can access qualified professionals at a fraction of the labor cost due to different currencies and work scenarios.
Additionally, hiring internationally demonstrates a commitment to diversity and inclusion. It enriches your company culture and makes it more attractive to potential employees and clients. It’s important to remember that diversity in the workplace is a standard expectation in today’s world, according to research by HR Director.
Which emerging markets are good for hiring internationally?
Emerging markets usually present a vibrant potential for a company’s success story. Beyond the unique talent, innovative ideas, and plenty of growth prospects, these regions will also likely offer high cost-efficiency, as labor costs in many emerging markets are notably lower.
The case for emerging markets in Latin America
Latin America is a popular destination for hiring internationally, as it fosters a reputation of diversity, resilience, and entrepreneurship. Many markets, like e-commerce, stay strong year after year. And, despite recent global tensions, all subregions of Latin America have been presenting positive GDP growth.
Other benefits are location and communication. For U.S.-based businesses, the physical proximity and the similar business culture are major advantages. Additionally, English is widely spoken by many professionals in Latin America, so for example, there are opportunities for Indian companies in Latin America. Most nations speak Spanish, which can facilitate expansion and scalability in the region.
Many Latin American countries are highlighted in high-tech fields such as engineering and IT. Skilled workers can be found in the region with graduate degrees and certifications in high-demand fields, and they can be hired for a fraction of the cost of U.S.-based talent with equivalent experience and aptitudes.
The case for emerging markets in South and Southeast Asia
South and Southeast Asia have many emerging economies offering cost-efficient possibilities for hiring internationally. With growing labor markets, strategic locations, and welcoming foreign policies, these regions offer a remarkable opportunity for businesses. Some of the most exciting industries include manufacturing, tourism, and tech economy.
Labor costs are typically lower compared to Western countries, allowing businesses to access top talent without straining their budgets. This cost efficiency extends to various sectors. Countries in South and Southeast Asia have rapidly embraced technology, and their workforce is often well-versed in digital tools and platforms.
The regions have major hubs of call center outsourcing, particularly popular when hiring remote workers in the Philippines, where English is spoken at a high level among the multilingual population. Other nations, like India, also produce many skilled professionals in fields, such as information technology, engineering, and healthcare.
The case for emerging markets in Africa
African nations are already establishing themselves as attractive destinations for hiring overseas developers or call center outsourcing. For Europe-based companies, the growing tendency of nearshore outsourcing has also contributed for hiring talent working in similar time zones.
Many companies choose African talent because of the high levels of European languages found, including English, French, and Portuguese. Above that, many qualified workers in Africa sometimes struggle to find reliable employment, which created a pool of well-qualified talent with competitive salary expectations.
Hiring internationally in Africa grants you access to a rather young workforce in expanding economies. For instance, you can find skilled professionals in energy power, the financial market, and pharmaceuticals in Nigeria, the continental leader in these sectors. Meanwhile, tech ecosystems such as the Silicon Savannah in Kenya open up many options. Headhunters in Africa can unlock the best talent available.
3 good options for hiring internationally
1) Hiring via an EOR
An Employer of Record (EOR) is a practical solution for hiring internationally. An EOR stands as a third-party service provider specializing in onboarding professionals through its global entities and affiliated partners. They are trained in local employment landscapes and can aid in talent acquisition and hiring procedures.
Teaming up with an EOR ensures adherence to local regulations, mitigating potential risks for your company. The employer takes complete legal accountability, diminishing unforeseen legal complications or financial penalties. Furthermore, they can oversee payroll operations and general administration tasks.
The EOR usually establishes a monthly charge per employee. While certain EORs concentrate on specific nations or regions, others offer a more extensive reach, presenting various alternatives. For an efficient collaboration in hiring internationally, you should consider the EOR’s competencies in accordance with your company’s needs.
2) Working with independent contractors
International independent contractors are freelance individuals or collectives who operate independently. Although they might engage in full-time work, their efforts are led by their own entities, delivering freelance services to one employer or more. This can prove advantageous for enlisting personnel for specific projects or timeframes.
These professionals bring useful expertise to project implementation, frequently being available for adaptable schedules. However, misclassifying them can lead to legal complexities. Furthermore, the oversight and assurance of their work quality can prove more demanding than for traditional employees.
Contractors are not covered by the same legal entitlements as employees, as they are not integrated into the company’s payroll. Still, they are safeguarded by specific legal provisions. Some employer of record providers also give assistance in contractor acquisition and recruitment, generating them a practical choice for hiring internationally in this option as well.
3) Hiring internationally directly
Hiring internationally without external assistance can be a complex task. First, you need to establish a legal entity within each chosen country for recruiting. This means you will have to stick to all legal requirements, including registration with local authorities and obtaining the necessary permits and licenses.
On the other hand, having a legal entity in a foreign country can be a good option if you plan to remain in this market indefinitely and hire many remote employees in the future. If your company is still inexperienced in a foreign region, an EOR can guide you through the process of establishing an entity in outside territories.
If you decide to hire directly, you’ll need to engage in direct negotiations, finalize employment agreements, and oversee their administration. It’s also your responsibility to promote job vacancies, select possible candidates, account for language barriers, and offer support during the recruitment process.
Serviap Global can help you hire top talent in emerging markets
At Serviap Global, we assist companies interested in hiring internationally, with our reach extending to over 100 countries worldwide, with particular presence in emerging markets.
We offer international PEO / EOR services, contractor hiring, and global talent acquisition services to assist companies with finding candidates to hire directly.
Contact us today to find out more about how we can help you.
