If it seems like hiring managers are struggling to find good talent, it’s because they are. U.S. unemployment numbers are low, and companies are boosting starting wages. Yet staffing shortages are now the norm in several industries. Stories of airline cancellations and early closings at stores and restaurants make the local and national news.
A hypercompetitive labor market, the effects of the pandemic, and workers’ desires for better work-life balance are taking their toll. Private and public sector employers are experiencing staffing challenges and looking for alternative ways to fill the gaps. Hiring remote employees abroad is one of those alternatives, but some hiring managers may not know where to start. Here are four countries where you could just find your next star employee.
1. Canada
Canada is a practical choice for U.S.-based companies. The country is easily accessible by air or ground transportation, especially for businesses with headquarters in states like Minnesota and Washington. There’s also less of a culture or language barrier, given Canada’s use of English as an official language. Some industries, such as film and television, have been expanding operations into Canada for decades.
Trade agreements, including the North American Free Trade Agreement or NAFTA, have made expansions into Canada more cost-effective. However, not every business looking to hire Canadian talent has a branch office or subsidiary there. Even companies that have legal entities operating in Canada may need help handling administrative tasks like payroll.
Businesses interested in onboarding Canadian employees may need to work with a partner such as an employer of record service or a professional employer organization. Both EORs and PEOs can help manage global payroll and employee benefits, but an EOR does not require a company to have a local legal entity. This is a major distinction in the scope of EOR vs. PEO services. If you lack a business presence in Canada, an EOR can legally employ Canadians on your behalf.
2. Ireland
You might be surprised to learn that Ireland is one of the world’s top places to find tech talent. A good mix of domestic, U.S., and international technology companies operate within the country’s borders. Around 80,000 residents work in the tech sector, and projections estimate that 8,000 information technology jobs open every year.
Some of the country’s major hubs for tech activity include Dublin and Galway. The Internet of Things, mobile payments, and cloud-based solutions are a few of the top specialties and skill areas. With this wide range of expertise, managers looking to fill tech jobs may want to try their luck in Ireland.
Of course, the competition might be a little stiff. Ireland is home to some of the biggest names and employers in the technology sector. However, the government continues to invest in an initiative to make the country a top place for tech careers. This will likely keep attracting top talent and preparing locals for technology-related positions. Plus, Ireland presents less of a language and cultural challenge for U.S.-based companies.
3. The Philippines
Because the Philippine school system teaches English, the country has become an attractive global hiring spot. The business process outsourcing, customer service, software development, and tech support industries are benefiting from local talent. Some of these jobs exist in call or contact centers, but nearly all of them can be done remotely.
Managers who need to fill staffing gaps can work with an EOR to hire remote app developers for their teams. Businesses might also partner with established business process outsourcing companies in the area. These companies employ local staff but form contract-based partnerships with global organizations.
An outsourcer helps a client meet demand and complete work the client doesn’t have the resources to handle. For example, an outsourcer’s staff may provide customer support after hours or work on overflow requests during peak periods. A business usually gives access to training materials and some proprietary data as part of the partnership. However, business process outsourcing agencies typically sign a non-disclosure agreement or NDA.
4. Spain
Spanish-speaking populations are growing in the United States. States such as California, Colorado, and Florida have experienced growth in the use of the language for years. It’s not uncommon for their governors to speak in Spanish during public announcements and press briefings. Some employers in these states also list Spanish as a preferred language skill in job postings.
Bilingual abilities are highly desired so employers can reach and serve a significant portion of their customers. At the same time, Spanish is typically an elective language course in U.S. schools. As a result, businesses sometimes have difficulties locating top bilingual talent. Recruiting remote staff members from Spain can be a viable solution to help address this need.
Since Spain is part of the European Union, many residents speak English and other languages. The country also has the infrastructure to support remote work. Bringing employees from Spain onto the team can help employers address skill gaps without too much of a cultural barrier. EU membership means Spain attracts workers interested in living digital nomad lifestyles. Businesses may find a variety of expertise besides Spanish language abilities.
Finding Global Talent
Between employee resignations and talent wars, companies are experiencing more staff shortages and difficulties meeting customers’ demands. While not every business can go global to solve the problem, it is a feasible solution for remote industries and positions. Many IT, marketing, and customer service jobs can be done anywhere with an internet connection.
Countries like Canada, Ireland, the Philippines, and Spain have the infrastructure and expertise to support businesses searching for good employees. Even if companies don’t have legal entities in those areas, working with an EOR makes hiring global talent possible. When your business partners with an EOR, you can remove common barriers to finding future top performers.