Remote work has proven rewarding for organizations over the past couple of years. Companies that have coordinated remote teams can now expand and diversify their staff expertise, as well as develop new competitive advantages.
If you have succeeded in making a transition to remote work, you are ahead of the curve.
Now is time to leverage this new knowledge and take it to the next level.
What options do you have? What do you have to consider when trying international remote work or offshoring?
International talent pools can broaden your expertise or reinforce a particular skill/area for your company.
- increase your profitability
- lower your costs
- reduce your turnover
- expand your team’s expertise
- provide new services.
Should you consider any region?
Some industries are more likely to offshore some processes to a particular country, depending on the need for real-time collaboration. Technology-based companies might be okay with asynchronous teams as long as deadlines are met.
In other cases such as digital marketing, location and adequate time zones are critical issues when working with teams or individuals abroad. Working asynchronously (across different time zones) may hinder team building between different teams that have to sync strategy development or implementation before a campaign launch. Lacking real-time collaboration might delay creative and technical adjustments that would make your clients dissatisfied or, in some cases, hinder your chances of gaining new business opportunities.
In such cases, Latin America is an ideal location where you could expand your team remotely, as it shares most of the same time zones as the US. If necessary, face-to-face meetings are affordable and easily arranged.
What follows the consideration of different regions?
International remote work has its own challenges.
- The time to find and screen candidates for your vacant positions.
- Scouting requires having local talent networks and databases as well as understanding how local talent finds jobs in the region. Industry-specific experience with local hiring is critical.
- Look for companies that already have warm talent pipelines to minimize the hiring process.
- Candidate vetting and trial periods
- In addition to vetting technical knowledge, assessing the candidates cultural fit to your business practices is a must.
- Hiring overseas should complement and support your own hiring process without replacing it. Once a candidate has been properly vetted by local experts, you might want them to go through part of your own recruiting process to increase the probability of a successful hiring.
- Even the most robust scouting, vetting, and hiring processes have a margin of error. A trial period can be highly valuable and help mitigate further risks.
- Administrative and hiring processes
- Are you going to hire candidates directly? Will you use an intermediary?
- Do you know the legal and tax requirements?
Are you ready to take the next step? If you have any questions about going beyond remote work by working with international talent, send us a message. We’ll be glad to guide you.