It can be difficult to find the right staff for multilingual roles. Many internationals have gone back to their native countries and may or may not return to the UK. This leaves many companies in a bind when searching for the best multilingual talent as there are simply not enough staff who possess the right languages and skills.
But there are other ways of finding this much-sought-after talent. Since the pandemic started, the majority of white-collar workers have worked remotely. Hiring remotely in the UK as a result has become virtually the norm. But this doesn’t solve the problem of there not being enough multilingual candidates.
So, what can you do?
Widen the pool
If you only hire in the UK you severely limit your talent pool, but nowadays there is no massive hurdle to hiring abroad.
Here are three ways you can hire abroad:
1) Through independent contractors
Contractors are officially self-employed. Companies that hire contractors pay them, without deducting any taxes or paying social security or employer taxes.
The quantity of independent contractors has grown dramatically as the world becomes increasingly international. In many ways, contractors are a good solution for companies looking for a limited engagement from experts hired for specific projects.
The caveat to using contractors is the danger of misclassification, and that can lead to punitive measures by local authorities. Contractors are not employees, and therefore cannot be treated as employees. If the company treats the worker like an employee, they may be classified as an employee, undermining the process of hiring through contractors.
It is a very short-term method of recruiting staff from abroad for small projects.
To learn more about independent contractors, click here
2) Employer of Record
A company that wants to open an office in a foreign country but does not want to open an entity can work with an Employer of Record service and stay in full compliance.
Under an EoR procedure, a local company becomes the official employer of the employees, taking liability for them and handling the administrative side of employment, such as payroll, benefits, and workforce management. At the same time, the client guides the employees in their day-to-day tasks.
With EoR’s though, you have to rely on a foreign company which may not be reliable or wholly focused on providing good service. Also, tax and outsourcing payroll issues may arise, so it’s not the most effective way of recruiting abroad.
To learn more about EoR’s, click here
3) Opening an entity
For companies committed to having a long-term presence in a country, the best option is to open an entity and assume full legal liability. It is the most stable way to have a presence and opens the door to signing contracts and making deals – something that a company can’t do with the EoR option. It is the best way to grow a stable business and can be the best way of recruiting EU and other international citizens.
To read more about opening an entity abroad, click here
Note: this is not legal advice. For any help with opening entities, EoR’s and contractors, contact a corporate lawyer.
