For HR leaders, hiring international candidates opens up talent acquisition opportunities that can address skill gaps, improve culture, enhance the company’s ability to develop new resources and connect with new markets in ways they couldn’t before. But it can also present multiple legal and financial challenges. If your company doesn’t have an entity setup in the country where the top candidate lives, how will you issue a legal, compliant employment contract and run payroll? What about taxes? How will you offer a complete benefits package?
Some companies consider simply hiring their top candidate as a contractor – it’s faster and easier, and seemingly erases many of the problems of international hiring.
Not so fast. Make sure you’re aware of proper employment classification regulations in the target hiring country before you proceed. In this session, international hiring experts will share the top things you must know before you hire an international contractor.
- What you should know about employee classification internationally.
- How changing laws and regulations will affect how companies choose to hire.
- Why the best international talent may want more than contractor status.
- Practical ways to manage risk and compliantly and legally hire full-time international candidates.