Hiring globally after COVID-19:
Why you need a PEO
Remembering what the world of work was like before the pandemic can seem almost impossible. When remote working has been the norm for many for nearly a year, the process of recruitment has been forced to quickly adapt to a remote-first environment. But, as vaccinations are becoming more available and workplaces are beginning to plan for transitioning people back to the office, what will this mean for hiring globally after COVID-19, and carrying out on-boarding for a global workforce?
Mark Baggs
Head of Global Expansion
The process could take longer
Many new rules and restrictions have been put into place for COVID-19. Some of these are temporary, but some look here to stay, at least for the foreseeable. Therefore, hiring globally after COVID-19 could be a more complex process due to new rules and delays, especially those associated with visa processing.
When you work with a PEO (professional employer organisation) like Gibson Watts Global, you don’t have to worry about keeping up-to-date with the latest rules and regulations. We can ensure your business remains compliant regardless of the current situation. Meaning you can focus on building your business, while we deal with the rest.
Digital is here to stay
If the pandemic has taught us one thing, it’s that technology can be effective in managing even the most remote workforce. From virtual meetings and interviews, to on-boarding and training. With the right platforms, these new ways of hiring can make organisations more efficient and enable access to a wider talent tool. In fact, 81% of talent professionals agree virtual recruiting will continue post COVID-19, and 70% believe it will become the new standard.
So, it’s important these processes are refined, in order to make them most effective. A PEO can provide a centralised platform for employee management and onboarding. And manage all the HR admin that comes with having a global workforce.
Upskilling employees over recruiting
Since the onset of COVID-19, internal mobility has increased by nearly 20% year-over-year. As the pandemic has forced the requirement of certain skills, for example those in tech or problem-solving, there’s been increased demand for employees to have a wider variety of skillset. Therefore, rather than recruiting more employees to fill these gaps, upskilling is becoming a more favourable option. There’s becoming a wider emphasis on building employees’ skills within the company and encouraging long-term growth in their roles. When it comes to recruiting, employers are also looking at how someone will fit into the organisation long-term, rather than just having the skills to fill a specific role at a specific time.
A strong employer brand has never been more important
When big lavish office parties are at least for the moment, put on hold. These kinds of benefits usually used to attract candidates, have taken several steps down on the priority list. In their place, are offerings on how the company will support employees mental and physical health and wellbeing. Benefits that focus on improving health and wellness are therefore becoming increasingly prevalent when attracting candidates.
There is also a call for employers to take stronger stances on social issues and make public how they’re helping employees, customers, and communities. This is reflected in a desire amongst candidates, who favour organisation that are transparent about their values and have strong environmental social governance (ESG) metrics.
According to the Global Talent Trends Report, 2020 by Mercer, ‘much of an organisation’s success depends on employees trusting that their company is taking a holistic view on their careers, wealth and well-being.’
With your global workforce, it’s important to be able to offer a competitive benefits package to attract the right talent. It’s also important to ensure your benefits stay up to date with improvements, which drastically helps with employee retention. Offering competitive benefits can be particularly costly for smaller to medium-sized businesses due to higher insurance premiums. With a PEO, we can provide comprehensive health benefits and retirement packages. Plus, we take care of other HR and employee-related admin, whilst you still maintain control of employees day to day activities.
A PEO can help you manage your global workforce after COVID-19
A common thread throughout effective global hiring is communication. From effective internal communications between the workforce to external communications and employer branding. Without a combination of these elements, managing a global workforce effectively will be challenging.
With a PEO like Gibson Watts Global, we can help streamline your hiring and recruitment processes. We can become like a HR arm to your business, taking care of the admin that comes with managing a global workforce, but leaving you in control of your employee activity.
To find out more about how we can help you manage your global workforce, request a call back today.