Breaking Borders: How Cross-Border Recruitment Is Helping Companies Fill Critical Roles

Ins and outs of cross-border recruitment as a key talent strategy

The global business landscape is moving forward at a breakneck pace, shaped by a perfect storm of factors including economic volatility, a talent shortage for key roles and the rise of remote work as a permanent operating solution. Rather than get caught in the rain, strategic companies are turning to cross-border recruitment to secure top talent from around the world and add valuable skills to their teams.
 

In this article, we'll explore the ins and outs of cross-border recruitment as a key talent strategy. We'll identify the top roles that are perfect for global recruitment, demonstrate how they can help you save money, and explain why they can promote natural diversity and support global expansion. Plus, we'll also talk about the challenges in tapping into cross-border talent pools and how companies are overcoming them with employer-of-record (EOR) solutions.

So, let's jump in!

Top Roles for Cross-border Recruitment

One of the most sought-after positions for cross-border recruitment is the (SaaS) sales manager. This role plays a crucial part in establishing a company's foothold in a new market. To ensure success, companies seek candidates who possess a deep understanding of the local business culture and marketplace.

Other roles that companies are recruiting cross-border include software engineers, data scientists, digital marketers and customer support specialists. To secure top talent for specialized roles that are not readily available in their local geographic area, companies are casting their nets further and expanding the search beyond their borders.

The following are the top six recent roles:

Empowering Cost-effective Talent

Going cross-border empowers companies to tap into a global pool of candidates and secure top talent for specific roles – very often at a lower cost. With the rise of remote work, companies can now recruit and hire talent from anywhere in the world without incurring the costs associated with relocating employees.

In addition, companies can also benefit from cost efficiencies related to the cost of living and wages in different parts of the world. This means companies save on labor costs while still securing top talent.

Here are the annual salary benchmarks we have recently observed for the role of software as a service (SaaS) sales manager in different countries:
Remote work makes it possible for companies to hire people from different cultures, backgrounds and experiences, thereby organically creating a diverse and inclusive workforce. Moreover, remote work also provides flexibility and opportunities for a wider range of workers – such as parents, caregivers, people with disabilities, and those living in remote areas – to access job opportunities they may not have been able to explore before.

Global cross-border remote recruitment not only promotes a more diverse and inclusive workforce but also contributes to a more equitable job market overall. In addition, a diverse workforce brings different perspectives and ideas, leading to better decision-making and innovation.

By tapping into a global pool of talent, companies can positively impact their bottom line, workforce, customers, investors, local communities, and more.

Opening New Doors for Global Expansion

Cross-border recruitment opens new doors for global expansion, such as paving the way for go-to-market strategy, test market strategy and greater supply chain flexibility. By hiring local talent, companies can gain a better understanding of the local market, culture and regulations – which enables them to tailor their products and match service offerings with the needs and interests of the local market.

In addition, hiring local talent can help companies build relationships with local suppliers and partners, improving supply chain efficiency and reducing costs.

EOR: Empowering Recruitment and Hiring for Key Roles

Even though cross-border hiring offers many benefits, there are also challenges to consider, such as permanent establishment risks, taxation, employment risks, IP protection, regulatory compliance, and managing cross-border HR and payroll.

But there's good news: companies can use an employer of record (EOR) hiring solution to tackle these challenges. An EOR acts as a legal employer for the remote worker, taking care of payroll, taxes, benefits and regulatory compliance.

With an EOR, companies can mitigate the risks associated with cross-border hiring, such as creating a taxable presence in another country and violating local labor laws. Additionally, an EOR can ensure that the remote worker signs an intellectual property (IP) agreement and follows the company's policies and procedures to protect the company's intellectual property.

Navigating local laws and regulations can also be complex and time-consuming, but an EOR has local expertise and can help ensure compliance, reducing the risk of fines, penalties and harm to the company's reputation.

In some cases, an EOR can also provide strategic support in terms of recruitment and engagement. With this added support, companies can be sure they are getting the best talent for their critical roles – no passport, visa, or business registration required!

Author Bio

	Nick Broughton is a Partner, and Harry Dhillon is the Director of Recruit & Hire at GoGlobal.