Author: Tamlyn Wood

How to Avoid Remote Burnout

For many people, working from home has been the answer to their prayers. It allows them flexibility and peace of mind that they might not otherwise have if dedicated office space was required for every single employee’s needs– especially in today’s world where so much anxiety about job stability or future income can stem directly back onto how often someone must commute back-and-forth between two locations just because an employer wants him there during certain hours each day (a trend which appears set continue).

Burnout can happen when you’re constantly on edge at work and home for months or years without any relief. It’s most commonly caused by chronic stress that has gone unchecked, but it could also be the result of someone who is overly committed to their job (or anything else). Symptoms include feeling emotionally burnt out; experiencing physical discomfort like head headaches & stomach problems; having trouble concentrating which leads to difficulty managing everyday tasks efficiently due to lack of sufficient sleep and the well poor mental state overall.

 It is characterized by three main symptoms:

  • Energy depletion
  • Negativism or cynicism toward one’s job
  • Reduced professional efficacy

Burnout is a pandemic that can have devastating effects on your emotional well-being. It generally causes insomnia, depression and anxiety to name just some of the more obvious ones it affects in people who experience burnout regularly or instances where they occur frequently enough for them not to be able to withstand its strain without being emotionally overwhelmed by this stressor.”

Remote Burnout

The remote work era has been beneficial to employees and companies alike; however, it also put them at risk for burnout. There are several reasons why people may be more susceptible to this type of environment especially when you’re sitting behind your computer all day long instead of going outside with others on breaks or socializing during lunchtime – these can lead to feeling isolated which could result from lack lustre relationships caused by spending so much quality one-on-one interaction per week (or month).

With so many distractions at home, it is hard for remote employees to stay focused and engaged. This lack of concentration in turn leads them toward burnout which can be a contributing factor to productivity issues or even job loss

In addition, there has been research done on what type of office environment affects you most when trying to concentrate while working away from traditional desk jobs such as sitting down all day long with little movement except rising occasionally just enough time spent standing before heading back downstairs again; these findings indicate that individuals who worked outside were found less willing than those inside taking breaks.

remote employees face a unique set of challenges when it comes to balancing work and personal life. Companies should encourage the right of their staff members to take time off from working alone, especially if they don’t have many friends or family members around them during office hours

Lacklustre companies often result in burnout because there is less human interaction than what people are used to; this leads some workers towards isolation which may cause feelings like loneliness as well.

Reducing Burnout

The best way to avoid burnout is awareness. This includes understanding the early warning signs and what they mean for you, your team members or the company as a whole so that we can all work together to resolve it before it becomes an issue! 

 Burned-out employees are not only less productive but also more prone to negative behaviours like alcohol consumption which could have lasting impacts on both personal relationships at home AND professional life alike (not just because there’s less efficiency). As the tough love proverb goes “You never know how far someone might go unless she has her support system.”

The three most important things that diet, exercise and sleep can do for you are helping improve your overall health. However, it is essential to be mindful of how these actions impact other aspects like work-life balance as well! If companies play their part in promoting wellness within the workforce then employees will have greater morale which leads them to less burnout rates across employers’ organizations.

Getting a Spanish Visa: A Guide

If you are looking to travel abroad for longer than usual, the best way is with a Spanish visa. The required documents can be daunting but if done correctly they will give your application an extra boost in getting approved by authorities and shorten wait times!

If applying from within Spain itself – make sure all necessary paperwork has been submitted early on so there are no delays when going through interviews at airports or border crossings because these things happen quickly without warning (just like how long lines may grow). One mistake that people often overlook is? forgetting their photo ID card while filling out forms online. Here is a full list of documents required for a Spanish visa application:

  • Visa Application Form.
  • Two biometric photos.
  • Your passport.
  • Copies of passport pages with info.
  • Flight reservation.
  • Proof of accommodation.
  • Medical Insurance.
  • Medical Certificate.
  • Proof of Sufficient Financial Means.

The Spanish visa application form is a two-step process. First, complete the short stay version and then sign it at the end of your answers to all questions on that page for them to be accepted by immigration officials as legitimate grounds enough to accept you into their country temporarily while travelling or visiting friends/family there; however, if any information given doesn’t match what’s found elsewhere within this document (such as name), then an error will most likely occur during processing leading back down another path where applicants must start over again with new paperwork filled out correctly before resubmitting yet another.

Don’t forget your passport

Make sure your passport is up-to-date and valid for another three months. You’ll also need a copy of all pages that contain information, including two main ones with visas on them as well as the unused visa sticker/stamp from when you last applied in Spain or any other country where this documentation has been issued (or studied).

Flight and Accommodation

To apply for a Spain visa, you need to show proof of the dates when planning on travelling and then leaving. This can be done by filling out an application at least 10 days before your departure or having confirmation from someone who has already travelled that they will host you during their stay in Spain (ie: a friend/family member). Another requirement is providing evidence where it says “accommodation.” Anyone listed below could work as alternate options depending upon what type applies most urgently!

Any of the following can be presented as proof of accommodation:

  • Hotel booking. Submit a booking that contains your name, the dates of stay, and the details of the hotel.
  • Invitation letter. If you will be staying over with friends or family members living in Spain, submit a letter invitation from your inviter in Spain stating their details (address, contact details, intended period of stay, etc.). Note that photocopy is not acceptable! You can still submit a coloured print.
  • Rental agreement. If you will be renting a place for your stay in Spain, you should submit proof of that. You need to present the rental agreement with the owner of the premises. The document must state the area of the place you are renting, the address and the owner’s details.

Medical and Finance

To be eligible to travel abroad with a Spanish Visa, you must first have the appropriate amount of money. According to the European Commission’s recommendation (and according to visa requirements), this ensures that applicants maintain enough funds for their entire stay up until 10 days -which is equivalent in value to 90%of gross national minimum wage or 573 € per day- whichever comes first; these amounts are required when applying at an embassy/ consulate

“You need evidence that proves how much cash You’ve got on hand.”

You could prove you have this money, by presenting your bank account statements to the consulate. If someone else is going to finance your trip you should submit a letter of support by this person, in which they explain why and how are they going to support you. They should submit their bank statements alongside the letter. Proof of sufficient financial means can be:

  • Rental income, if you have any properties that you rent out.
  • Job contract showing your salary, for employment.
  • Income from your business, if you are self-employed.
  • Scholarship confirmation that shows the amount you will receive, for students.
  • Pension statements, for retired persons, etc.

If you’re thinking about visiting Spain, be sure to check out our section on the website for information on visa requirements. You’ll need a lot of documents if applying as an independent traveller or with children under 18 years old– but don’t worry! They have great customer service representatives who are happy to help guide you through every step in getting your paperwork submitted correctly so it can be processed quickly and efficiently.

The Rain in Spain is a well-known fact, but many people don’t know what to expect when visiting. Make sure that you’re prepared for anything by collecting all necessary documents and submitting them to an office near your destination!

Retain Relocating Talent

In a time where the job market is in control of employees versus employers, it’s more important than ever to retain your top talent. In an era with remote work opportunities and international borders no longer being boundaries for finding employment – companies lose out on key personnel when they fail to meet evolving expectations such as flexibility or freedom from location restrictions; among these are that professionals want good working conditions without having them dictate how much hours they can put into their career (i..e., unlimited vacation).

Global mobility is a must for companies if they want to remain competitive in the modern economy. Studies have shown that lack of flexibility and inability when move abroad are two top reasons why employee turnover rates go up within organizations, so your company must consider this before too long! To create an effective global workforce policy you’ll need some best practices first though.

Benefits of retaining staff

There’s a lot of money to be saved by not replacing your employees when they move abroad. Replacing them with new hires who agree only temporarily in one location may seem like the smart financial decision, but allowing global mobility instead can end up costing you millions! Allowing staff members full access and control over their relocation process means happy workers – which will make it easier for employers to attract talent while also creating loyal brand ambassadors out of those remaining at home base business unit or office space.

The best way forward? Imparting knowledge about company rules & guidelines so everyone knows what is involved before relocating–This includes information such as timeframes (if support exists), whether there are any other important details regarding expense coverage etc.,

Rather implement a talent relocation policy

It is important to have a relocation policy in place that functions as both an outline for how you want people who will be relocating under your guidance and umbrella but also includes all the legal implications. This way there are no surprises when it comes time to move!

The HR department is in charge of making sure that all employees are well-informed about their relocation policies and procedures. For example, if an employee wants to move out binding then they should consult with the company before starting any moves or changes at a home base location as this could lead them into possible legal pitfalls down the road when relocating elsewhere within countries where your office may be located.

Making sure to provide a clear, supportive environment for your talent during their relocation facilitates the process and makes it easier.

It is always helpful to have an idea of what your moving looks like from start to finish so that both parties know exactly where they stand. You may want or need some help with visas, travel expenses and local tax regulations; if so then make sure you mention this before anything else begins! Also, provide access to external experts who can offer support when in-house staff cannot – there’s nothing worse than having all these problems come up once arrived at the destination city.

Communication makes it all work 

Maintaining the right environment for employees is crucial to keep them inspired and motivated. This includes communicating with your team regularly, as well as providing opportunities that will allow you all to grow together! To make sure that your company and relocating employees share the same expectations, be open to receiving ongoing feedback from them. Then integrate this new information into future processes as it comes in so you can better serve those who are moving forward with their relocation!

To ensure that employees are engaged and productive during their relocation, managers should implement regular check-ins with them. Managers can work to make sure the company culture feels welcoming for all team members by providing opportunities like connecting on social media platforms or sharing office drinks at events throughout each month as this will show commitment towards building camaraderie within your organization!

Flexibility is important for talent retention, so ensure your employees know they can organize their working hours according to what works best. Managers should implement regular check-ins where performance and engagement are measured; this will help people use the flexibility of relocating outside one’s usual time zone to remain productive while being engaged all day long!

10 Benefits of Recruitment Outsourcing

77% of workers are not looking to change jobs in the next 6-12 months. This sees a dramatic turnaround compared to the beginning of the year. Back then, upwards of 4 million Americans were leaving their jobs every month.

The Great Resignation coming to an end suggests a more docile job market. But that itself presents a new challenge. Instead of too many candidates leaving too many positions, the majority have settled.

When a qualified candidate comes on the job market, how can you catch their attention?

To avoid missing out on the best candidates, many are turning to recruitment outsourcing agencies. These firms specialize in finding the perfect person for each position. And they have decades of cross-industry recruitment experience behind them.

Their candidate access and analytical history give them an incredible advantage over companies’ own hiring procedures. They don’t just help you fill a role, they find the perfect person to do it. 

These are advantages you can leverage if you work with them. Here are the top 10 reasons to bring in the experts to hire for your next vacant position.

1. Efficient Hiring Process

Outsourcing recruitment to a specialist firm streamlines the whole process. They do this day-in, day-out, and know the best way.

Their talent pool is pre-existing. Rather than searching from scratch, they consult their existing up-to-date database. This makes candidate identification and invitations to interview much faster.

Their skill in inviting the best people to interview also saves time. They present clients with a handful of perfect options, rather than lots of mediocre ones.

2. Consistency and Predictability

The tried and tested methods of employee recruitment services as well as their insight on the market makes hiring more predictable. They can accurately advise you on how long each hire will take, and what type of talent the role will attract.

Employ their services across your company, whether that means multiple departments or countries. This blanket procedure makes recruitment consistent across the board. 

3. Scalable and Flexible Process

Whether you’re expanding locally or globally, you know how much recruitment needs fluctuate. Project to project, it can be a challenge to predict exactly how many employees are required.

Recruitment outsourcing takes this problem out of your hands. Their experience enables them to recommend the optimum number of employees you should recruit at any given time. And they both upscale and downscale the process as your needs change.

4. Access to Industry Analytics 

Recruitment outsourcing firms gather cross-industry data from the years they have been operational. That allows them to predict market trends.

In particular, they predict which qualifications and qualities will be needed most in the future. They then prioritize these factors in their search and recommendations.

5. Better Talent Pool

Recruitment outsourcing organizations constantly keep tabs on potential candidates. They don’t start from the ground up each time a position comes open. That means they are ready to recommend people to interview as soon as a position in your company comes up.

But it also gives them access to a more exclusive talent pool. They have the inside knowledge on who is being head-hunted and who is open to work. Working with them can get you access to these off-the-radar candidates.

6. Candidate Quality

A recent report estimated that each new hire costs a company $4,100. That covers the cost of the recruitment process and onboarding. How frustrating to invest that, only for the candidate to end up a bad fit that leaves soon after.

Therefore, it’s imperative that you find new hires who are well-suited enough to last in their role. With a recruitment agency, that is much more likely. Here are some of the ways they improve candidate quality:

  • Access to higher-quality candidates
  • Metrics that predict which candidates are suited to each role
  • Metrics that predict which candidates will last long-term

This in turn leads to lower employee turnover. When roles are filled with employees who are the right fit and appropriately qualified, they won’t be looking elsewhere.

7. Compliance

Recruitment laws and regulations vary between regions and countries. Especially for those hiring internationally, this presents a challenge.

An uninformed recruitment process exposes a company to liability. It also diminishes its chances of attracting top-quality employees. Using talent sourcing services protects employers from engaging in non-compliant global recruitment practices.

8. Relief on HR Departments

When recruiting, HR professionals have to divert their attention from their day-to-day responsibilities. Many companies take this in their stride, but it still takes its toll on the department itself. By employing a recruitment firm instead, HR is freed up to focus on internal matters.

9. Making the Best First Impression

The recruitment process is often the first impression candidates have of your company. If you make a bad impression, the best candidates may drop out early and take their skills elsewhere.

By using a streamlined service who have recruitment down to a fine art, you will keep the top talent in the race. And they’ll be motivated to fight for the position, based on their positive impression of the company.

10. More Cost-Efficient Process

Perhaps the greatest benefit is that recruitment agencies cost less in the long run! Instead of spending time and money on job adverts, employee screening, and high turnover rates, the whole process is more efficient. It costs less to bring the best talent on board, and they’ll stay for longer.

How to Choose Your Recruitment Outsourcing Partner

A recruitment outsourcing service is the best way to hire in the current market. It helps you find the right people for each role, and those who will stay long-term.

The first step is choosing the firm you’ll partner with. At Bradford Jacobs, we help everyone from small businesses to global firms fill their roles with the perfect candidates.

Talk to us today to see learn more about our services, and how we can help you achieve your goals.

What Are the Main Global HR Tasks?

In May 2022, there were 11.3 million job openings in the United States. If you are dealing with the Great Resignation and can’t find talent, you may want to hire internationally.

But this might be challenging for companies that don’t have experience with international hiring. 

This is why you should hire a global HR outsourcer. But what can they do to help your business? Keep reading to figure out what tasks they’ll take care of to help your business be successful. 

Recruiting and Onboarding

Global human resource management will handle all of the recruiting and talent acquisition process, which includes onboarding. There are many elements to this recruiting process, including:

  • Developing a candidate profile
  • Writing and advertising the job description
  • Interviewing candidates
  • Setting up interviews
  • Negotiating salaries
  • Helping with onboarding

This is a complicated thing for businesses, and it’s more complicated when it comes to international hiring. There are many differences in the languages, cultures, and educational systems, and recruiters will need to be clued to those differences. 

If companies want to grow internationally, they’ll need to recognize that the employees will help them get there. This is why it’s important for recruiters to handle the hiring and build that great team. 

Compensation Packages

There are many different rules to paying salary in other countries, and international HR managers can take care of that for you. They’ll be able to work with your parameters and offer benefits and compensations for the firm’s employees. 

This is a critical part of HR tasks, and it can also help you build the best workforce. HR management will educate employees about the nontraditional benefit packages, and they can also manage the benefits like remote work, parental leave, tuition compensation, and healthcare benefits. 

Training

When employees need training, outsourcing HR can be beneficial as well. When an organization hires good employees, they’ll need to have some level of training on the job. This will help them assimilate to your company culture and how you do things. 

For example, one company might use one type of software for timekeeping, and other companies will use another one. Human resources will make sure that employees will teach employees everything they need to know to fit in. 

However, when you’re running a global company, you’ll also be dealing with different time zones. Because of this, you’ll need to hold different training sessions and meetings for all of your employees. HR outsourcing can manage all of that and they also have the tools to train employees anywhere in the world. 

Administration

Many companies will also need to handle all administrative tasks. These can be time-consuming, and if you’re a small business trying to grow, it can take up too much time and resources.

With the right outsourcing, you won’t have to worry about that anymore, and you can focus on the essentials of your business. You can get back to doing what you do best: growing your business without worrying about ensuring that all of your paperwork is filed. 

With a global company, this is even more important because working hours and rules can change in different locations. 

Evaluate Functions

HR also makes sure that all of the processes and functions are as efficient as possible. This can be difficult when the HR department isn’t in every country, but a global HR outsourcer has experience auditing all of the processes. 

They can evaluate each part of the job, and look at the quality of the work, their location and working times, and their responsibilities. This way, your team can be operating as efficiently as possible while you focus on running your business.

Understand Compliance

When you’re hiring globally, you need to hire a company that knows the laws and regulations regarding hiring and employing employees in different companies. For example, hiring employees in Belgium will be different than hiring employees in the United States. 

Human resource managers will also need to understand how employment taxes work. There are national, local, and regional employment taxes that a company will have to consider, and they have to understand these laws and how they can impact their business. 

Professional Development

If you want to retain your employees, you’ll need to train employees and encourage them to grow in their careers. With many companies in different countries, this can be a little bit more challenging. 

Many HR departments will offer professional development opportunities by having external training days, sending employees to trade shows, or sponsoring visits to concerts. While you can send international employees to the same conference, the logistics and travel might be challenging, so the HR department will need to come up with other solutions. 

The professional development will also need to be equal across the board. They need to make all of the team members feel like they have access to their benefits and training, regardless of what location they’re working in.

Health and Safety

HR will also need to ensure that each employee has a healthy and safe area to work in. Different countries have different regulations for a safe working place, and HR will keep up with the compliance laws. 

Even if an employee is working remotely, HR needs to ensure that they’re providing the right equipment so that an employee can safely work. 

Discover More About the Main Global HR Tasks

These are only a few of the main global HR tasks they can take care of, but they can essentially handle any of the HR functions. 

Human resources is an important factor in a successful business, so you need to ensure that you partner with the right HR outsourcer. 

Check out our services to grow your international business with the right HR partner.

7 Tips for Global Employee Onboarding

When US workers are offered the chance to work remotely, nearly 90% take it! Despite the “new normal” kicking in, the pandemic’s shift in working habits is sticking around.

Some have pointed out an unexpected side effect of this change in working culture. If your workers are remote, why hire them locally? Especially as some governments introduce remote work as a legal right, this may become the next phenomenon.

Instead, take advantage of the international talent pool that’s becoming more accessible. Everything from recruitment to employee onboarding can now happen remotely, as long as their role can.

But onboarding international employees brings its own set of challenges.

It’s not just remote recruitment, it’s international employment. That means languages, cultures, time zones, and currencies all have to be addressed. And it may be your company’s first time facing these issues.

With the right setup and management procedures, you can make it a success. Your international employees can become an invaluable asset in our ever-increasingly digital world.

To that end, we’ve rounded up seven onboarding tips for international recruitment. Read on for how to make your international hiring a success.

1. Use a Digital Onboarding Program

Using a digital onboarding program makes the onboarding process as standardized as possible. Wherever new employees are working from, they’ll go through the exact same online process.

Using a digital program also allows your company to gather important metrics. As the whole process happens online, businesses can gather data over time to improve it.

2. Prioritize Real-Time Communication

That being said, not everything can be digital. If your new employees never meet others in the company, they’ll feel disconnected. That eventually triggers a loss of motivation.

This must go beyond the initial remote recruitment process of video call interviews. While the onboarding program may be digital, real-time communication should still be happening.

A system of scheduled calls with management or a more relaxed “when it’s needed” policy can both be effective. Either way, employees must still receive enough “face time” with their bosses to feel included and accountable.

3. Schedule Virtual Social Interaction

Maintaining company culture when staff is spread around the globe can be a challenge. Tackle this problem from the outset. Schedule social calls within the company even during the onboarding process.

As soon as a new hire joins, they should virtually meet those within their team. Schedule structured social interaction that allows them to get to know their colleagues. This is an essential step in building trust and collaborative culture within international teams.

At the office, employees also get to meet people outside of their teams. Casual conversation can quickly evolve into cross-silo communication.

Therefore, new hires shouldn’t just meet their needed points of contact. During the onboarding process, implement social calls with others in the company, too. Give them the opportunity to build working relationships with those in other departments.

While it may feel stilted at first, management’s enthusiasm can help these meetings feel natural. Over time, this helps to build a good working relationship between in-house and remote workers. 

4. Set Company-Wide Policies

For onboarding international employees to be a success, your company needs to be fair. Employees should have the same expectations and opportunities regardless of where they work.

The best way to ensure this consistency is to put it in writing. Set companywide policies around everything from HR procedures to payment arrangements. That way, all receive fair treatment.

5. Provide International Tool and Resource Access

In a similar vein, all employees need to have access to the same tools and resources, regardless of their location. Those in a similar role can’t be expected to work to the same standard if not given the same advantages.

To do this, digitalize company resources and documentation. Then make sure that all have equal access to it. And in the onboarding process, clearly communicate how to access these resources.

6. Set Technology Protocols and Expectations

Companies have less control over the technology that remote staff use. Less control over technology means less control over security.

To ensure the safety of the company’s data, set an international standard. Global employees must clearly understand the criteria their hardware and software must meet.

7. Research the Country

Each country has a different working culture. For your new hires to last, it’s best to accommodate their country’s working culture as much as possible.

However, we already established that company policies should be globalized. How then can they allow for different cultures and working styles?

The best way is for your policies to be relaxed in the first place. That way, workers have more freedom to use their own working style.

Clear communication also makes expectations clear from the beginning.

For example, in Italy, it’s a widespread practice to take the month of August off. So if you were hiring remote employees in that country, you’d have to make it clear in the interview stages whether this can or cannot be accommodated.

Do your research and clarify expectations before the onboarding process even starts. This helps to minimize misunderstandings.

Involve the Employee Onboarding Experts

Global employee onboarding isn’t an insurmountable challenge. With the right procedures and policies in place, you can make it as smooth as local recruitment.

You don’t have to start on your own. At Bradford Jacobs, we specialize in international recruitment and global expansion. As a PEO, we also help companies transition into new markets by handling the lengthy legal processes ourselves.

Speak to us today to see how we can get your international employment program started. We’ll take you through all the steps, and customize our services to your business’s exact needs.

How to Expand Your Business Into New Markets

Did you know that the number of small businesses in the US is greater than 30 million? Additionally, these businesses make up 99.9% of businesses in the country, and they employ over 58 million people nationwide.

Whether you run one of these small businesses, or you run a large one, you may be thinking of going global and expanding into new markets. However, if you aren’t sure how to get started, you might find this stressful.

Fortunately, in this article, we’ll review how you can expand your business into new markets. Finally, you can start your global business expansion process and have a business that’s more successful than ever. Read on to learn more.

Review Your Business Model (And Target Audiences)

When you expand into new markets, you have to review your business model, service or product offerings, and target audiences. When you do this, you could end up identifying an area or areas of improvement for your business.

You might also be able to identify ways in which you can improve the solutions you provide. You would do this with the aim of them better serving the experiences your customers have.

This way, your business will be ready for when you expand into your new target market.

Think About Your Company’s Future Goals

Another step you should take as part of your market expansion strategy is to think about your company’s future goals. For example, if you eventually want to expand a software solution so that it offers many instead of one solution, you can think about this future goal before expansion.

This will help you in identifying the right product market. This product market would help you to achieve these future goals.

Research Competitor Markets

By researching competitor markets, you can get an idea of potential markets you could expand into. To do this, look at the top services or products that your competitors offer. Look as well into how they stand out from your industry’s other companies.

Complete Market Research On Related Product Markets

The next step you should take is to complete market research. Complete this research on a few related product markets. This way, you’ll be able to understand which consumer types purchase from them, what business types are involved, and which types of services and products there are.

With this information, you’ll be able to determine which markets will offer the most benefits to your business.

Identify a Target Market On Which to Focus

Once you’ve completed your market research in the last step, you should identify a target market on which to focus. This should be a new business market for you to expand into that aligns best with your business and its goals for the future.

Identify Your Customer Profile

Once you’ve established your new market, you need to identify your customer profile. This way, you’ll know who you’re marketing your products to and how to market those products to those people. You have to approach things differently depending on if you’re selling to individuals or businesses.

If you’re selling your product or service to individual customers, take note of their age, gender, marital status, and parental status.

Additionally, think about their financial profile, income, investments, debts, and profession. You should also think about their buying habits, interests, and what is important to them.

If you have business customers, take note of the type of business, the number of years they’ve been in business, their number of employees, their annual revenue, products or services, and their organizational structure.

Establish Your Budget for Expanding Into the New Market

Once you’ve decided which new business markets to expand your business into, you have to establish your budget for the expansion. There are also resource needs to consider when coming up with the amount of funds.

This will help you in determining what activities are affordable for you to do now. It will also help you figure out what your financial planning needs to be so you can prepare for the future.

If you’re planning on expanding your business abroad, for example, and you sell products, you’ll have to think about shipping costs. You also may have to pay a marketer or PR firm to change your advertising so it’s effective.

Set up a Timeframe for Expanding Into an Additional Market

Several factors will impact your timeframe for expanding into an additional market. These factors include marketing materials, hiring needs, manufacturing costs, and your budget. Take these into consideration when putting together your timeframe.

When you set up a timeframe, this will give you a time by which to reach an end goal. This is helpful because you can drive all of your expansion activities toward that end goal.

When setting up your timeframe, it can also be smart to set up smaller subgoals or tasks. This way, you can ensure you reach these goals to reach the end goal.

Want to Learn More About Expanding Into New Markets?

Now that you’ve learned how to expand into new markets, you might want more information. Maybe you want to learn more about how to run your business once it’s gone global or you want tips on how to keep your employees happy when they’re working remotely.

Whatever information you need, we can help. At Bradford Jacobs, we’re experts when it comes to new market expansion.

We also offer many global expansion services, such as contractor management, recruitment process outsourcing, and more. To learn more about our services, contact us today.

How to Manage Global Employee Payroll

Did you know that 65 percent of Fortune 500 companies have an international presence? If your company is considering expansion, you may be looking at growth on the international stage. Part of expanding into a global market is determining how you’ll handle global payroll.

There are a lot of factors that go into selecting a global payroll service for your company. Read on to learn more about how to choose a payroll service that will work for you.

Decide What Sort of Payroll You Need

One of the first things you’ll need to do when moving your payroll to a global scale is to decide what sort of payroll you need. If you own a company or organization in the country you’re expanding to, you can choose to use a local payroll manager in that country. However, if you don’t own an organization in that country, you’ll need a payroll manager that works on a global scale.

In most cases, global employee payroll providers will manage their services in the countries they serve. This saves you from having to own another organization yourself. No matter which payroll provider you choose to work with, make sure they do, in fact, own an organization in the country you’re working in. 

Consider Your Compliance Needs

Once you’ve determined what sort of payroll services you need, it’s a good idea to take a look at your compliance needs. One of the most complicated parts of running a global company is maintaining compliance in all the different countries. One area’s laws will differ from another’s, and you have to make sure you stay compliant in all those areas.

Before you decide on a payroll service, check on the payroll regulations for your company in the area you’re expanding to. You’ll need to choose a payroll provider who will keep you in compliance with those regulations. Often, payroll providers who are working in that country will already maintain those compliance standards or will be able to advise you on how to meet them.

Figure Out How to Classify Your Employees

How you classify your employees will make a big difference in how their payroll is managed, especially depending on what country you’re in. Different countries have different standards for whether someone is an employee versus a contractor. Paying them as a contractor if they are, in fact, an employee could get you in major trouble.

Check with your legal team and/or your local payroll provider on what constitutes an employee versus a contractor in your new location. Most of the time, your payroll provider will be able to advise you on how to classify your employees. You want to make sure they have the legal expertise to protect you from a costly international lawsuit.

Determine a Competitive Salary

Once you’ve narrowed down your payroll provider, it will be time to start getting down to the brass tacks of how you’ll pay your employees. Paying employees in one country on the same scale as you do in your home country may not be a reasonable option. Inflation, exchange rates, and other such factors may mean a competitive salary is far more or less than in your current country.

Research salaries in your industry in the country where you’re planning on opening a new location. Search competitors’ recent job postings for salary ranges, and talk to your payroll provider about appropriate payroll scales. Keep in mind that you’ll need to account for retirement, PTO, and other such benefits that may be appropriate in that country.

Talk to Your Team

Before you implement your final plan to manage global payroll, it’s a good idea to sit down with your team and talk about their concerns. Your managers may be worried about how payroll changes will impact them, and your employees might worry about what shifting to a new system will mean to them.

They may be concerned that a new system will cause delays or cause overtime hours to get lost.

It’s a good idea to hear what your team worries about before dropping them into a new payroll system. You can make sure that your new system can address all of those concerns, and you may wind up with some additional questions to ask the payroll service. You can also strategize on how to implement the new payroll system on the ground with all your teams.

Coordinate with HR

The other critical group to talk to during your new payroll discussions is your human resources department. HR is, for obvious reasons, closely linked with your payroll management. You need to make sure the system will work both for their work strategies and with their existing software systems.

In addition, you can start exploring options for new and better optimization. You may be able to harvest and use company data to improve your workforce efficiency. You can make sure everyone is getting the appropriate training, avoiding skill gaps, and getting properly engaged in their jobs.

Learn More About Global Payroll

As your company expands, figuring out global payroll will be a critical part of establishing your new operation. Start by deciding what sort of payroll you need and then determine your compliance needs.

Decide how you’ll need to classify your employees, figure out what a competitive salary will be in that country, and then talk to your teams about their needs and concerns with the new system. 

If you’d like to learn more about implementing a global payroll system, check out the rest of our site at Bradford Jacobs. We are your gateway to global talent, and we can help you employ remotely and grow globally.

Request a proposal from us today and find local support for your global opportunities.

Business Relocation Guide: How to Move Your Company Overseas

If you are thinking about relocating a business overseas, it is useful to know almost two-thirds of workers would move for the right role. This fact helps companies engaged in business relocation as they will not need to rehire many of their employees. Although, what does an organization need to consider when they plan to move elsewhere, especially abroad?

Below we lay out many of the major considerations you will need to make before you move overseas. They should act as a checklist of things that you need to do moving forward. So, read on and start planning.

Communicate With Your Staff

One of your first steps in company relocation should be contacting your staff early in the process. Doing this allows you to start negotiations to bring them with you if necessary.

Another thing that this prevents is negative reviews on company rating websites. You can have the assurances that you will leave on better terms with ex-employees having given them the best options available to them.

It is usually also a good idea to ensure that one person is in charge of the whole process. This individual can then take responsibility should the process need a decision and can push for the move to happen faster. They also act as a point of contact for the whole company, meaning that there is one single source of truth instead of many.

Find Where to Move

An important part of moving your business operations is trying to work out where to move. 

You are likely to move your business to achieve a specific goal. If that is the case, you will need to research where the best place will be to achieve these goals.

For example, if you have a shop front, then you will need to look for the place where you will get the most footfalls from your target audience. Although, if you run a factory, you will need to find a place that has good access to methods of supply.

Hire a Lawyer or Moving Consultant

When you move a company overseas, you might come across many issues that you did not expect. For example, are you aware of all the immigration laws in this other country? How do such laws interact with the employees that you are bringing with you?

To help you answer these and handle any situations that might come up, you should work with a dedicated lawyer. They will be able to put in the time to process any paperwork or bureaucracy that happens, allowing you to focus on your company instead.

There is every chance that a lawyer skilled in company relocation would also be able to go through things you might not expect with you. For example, the laws and regulations of a new country may have some “gotchas” that you did not expect. You can then handle them moving forward, allowing you to prepare fully.

Why Do You Want to Move?

The first thing that you should do is consider your reasons for moving. If you plan to expand your business abroad, you should plan for why that is an important factor in the future of your company.

There are plenty of goals that you might have. You should consider these and document them. Such goals should be the meter stick that you use to determine if the move was a success or not.

Any goals that you have should be SMART. The following are some examples of areas where you could create goals:

  • Expanding the market
  • Growing supply chains
  • Networking expansion
  • Cheaper access to supply
  • Closer to useful infrastructure
  • Cheaper operations
  • larger talent pool

This list is not exhaustive, as you may have objectives that exist outside of these examples. 

When you are in retrospect after the move, look at the objectives that you set and measure how well you did. You can then see how successful your expansion was.

Talk to Relocation Services

When you plan to move, the whole process is a massive undertaking. One way that you can help yourself is by working with a professional relocation service. Such services are also called “corporate movers.”

These organizations specialize in uplifting a company, or part of a company, from one location and moving it to another. They can often give you good estimates of both the cost and the time it would take to perform this action.

On top of this, many corporate movers can plan the entire move themselves. As it is unlikely that you have the experience to do this yourself, it would be good to get them on board, even if only in a consultancy role.

Language and Culture Barriers

You should ensure that people on your team speak the local language of wherever you move to. It would also be a good idea to have a percentage of people on staff who are from the local area. They can help you break through cultural barriers and ensure that you do not make mistakes.

Knowing the local customs is important before you even hire your first employee. It might be that locals expect bonuses during certain times of the year, or plan for holidays or vacations in a different way than you expect. These should reflect in their contract.

Foreign Marketing

When working with new business markets, you should make sure that you are on good terms with them. You will need to engage with foreign marketing firms to ensure that people in the local area are aware of you and want to work with you.

A local marketing firm in your new area will have a good handle on local customs. This means that they will avoid making any form of faux pas in marketing.

Learn More About Business Relocation

Now that you know so much more about business relocation, you can start planning in earnest. If you want to know more, our specialists are ready to talk to you about what we can do to help you through the process.

All you need to do is get in contact and our experts will be there to guide your journey. So get on the phone and talk to us today.

Why Your Business Needs a Global Benefits Strategy

Did you know that 16% of companies are fully remote? Additionally, the industries where remote work is the most common include the financial services (9%), technology (10%), and healthcare (15%) industries.

Suppose you run a global business and you’re looking to adopt remote working. Or maybe you want to expand into new territories without setting up physical offices.

In that case, something you might be wondering about is a global benefits strategy. However, if you don’t know what this type of benefits strategy is or why it would be helpful to your business, you might feel stressed.

Fortunately, in this article, we’ll review what a global benefits strategy is. We’ll also review why your business needs it.

Finally, you can use this benefits strategy to make your business more successful than ever. Read on to learn more.

What a Global Benefits Strategy Is

A global benefits strategy, or GBS, is a plan that aligns your goals as an employer with your employees’ needs. This is so that you can provide them with a cost-effective, sustainable, and relevant benefits program. You’ll be doing this wherever they may be in the world.

Note that, even though a global benefits program is global, this doesn’t make it universal. Sometimes, flexibility will be necessary to accommodate cultural requirements and government mandates that vary from country to country.

The idea is to have fair employee benefits globally. So, if in one country, parental leave is long, the company might give additional leave days to employees in another country to make the amount of leave equitable.

Why Your Business Needs a Global Benefits Strategy

There are many reasons why your business needs to offer a global employee benefits package. First of all, it’s essential for retaining your employees. If you have global talent, your employees working remotely will expect and greatly appreciate that you offer global employee benefits.

As a result, they’ll be more likely to stay with your business instead of switching to another business that offers better global benefits.

Get Better Talent

Another reason why your business needs a global benefits strategy is that you’ll get better talent. When people are looking for jobs in your industry, they’ll be more interested in working in your business because you make their remote lifestyle possible and offer them the benefits they need.

Additionally, when you’re recruiting people globally, you’ll be able to get the best people for the job no matter where they’re based. So make it more likely that they’ll join your business by offering this type of benefits strategy.

You Can Provide Transparency

When you provide a global benefits strategy, another benefit is that you can provide transparency. By being clear to all your employees about what benefits they’ll all be getting, everyone will feel that they’re being treated equally.

As a result, there will be less resentment amongst your employees. This, too, will have a positive impact on retention.

Helpful Blueprint for Growth

If you’ve just started your business and your team isn’t yet very big, a global benefits strategy can serve as a helpful blueprint for when your business eventually grows. You’ll already have many benefits in place that you can expand as more people join your team.

Additionally, if you start to hire people who are in different countries, you’ll already have strategies in place to make it easy to offer benefits to people in those other countries.

Instead of having to completely change your benefits plan when your company grows, you’ll have this blueprint to help you. This means happier employees and less work for you.

Increased Employee Productivity

When you offer a robust benefits strategy to your employees around the world, this increases their productivity. This benefits both them and your business. This is because, as a result of their productivity, your company will make more money and be more successful.

A Better Sense of Teamwork

Another benefit that occurs when you provide your employees with a global benefits strategy is that they’ll have a better sense of teamwork. Because they’re all getting what they need equitably, they’ll feel more loyal to you and like they’re equals (with each other).

Additionally, this will add to the benefit we just covered. With a better sense of teamwork, your employees will be more productive.

Better Work-Life Balance

When you provide your employees with a global benefits strategy, they have a better work-life balance. They’ll have an amount of leave that’s equitable globally, which means that they’ll get more vacation days than they would in the US.

As a result, they’ll be able to take more time off from work. When they come back to work, they’ll be refreshed and ready to work.

Additionally, with additional benefits such as healthcare, mental health days, and paternity and maternity leave, your employees will have the time they need to attend to their responsibilities and be healthy.

A better work-life balance also has a positive impact on employee retention and productivity. This will benefit your business by making it more successful.

Need More Information?

Now that you’ve learned what a global benefits strategy is and what its benefits are, you might need more information. For example, maybe you want to learn about what benefits employees want or you’re looking for a global expansion benefits provider.

Whatever information you need, we can help. At Bradford Jacobs, we’re experts when it comes to global benefits.

We also offer many services, including global PEO, employer record, global talent acquisition, and more. To learn more about the service we offer, contact us now.