From financial savings to increased recruiting reach, there are many benefits to hiring remote employees from overseas. However, to best utilize these great hiring opportunities, you should keep some considerations in mind before you begin sourcing candidates. 

By knowing exactly how to navigate the remote overseas talent landscape, you will be perfectly positioned to make key hires that improve performance and boost your bottom line. 

1. Onboarding and training 

A major hurdle in onboarding and training remote employees is familiarizing them with company values and expectations. As such, You’re well advised to consider how you will onboard and train overseas team members before officially making a hire. For example, standard operating procedures (SOPs) and training videos are powerful tools for getting remote employees up to speed. 

2. Performance management 

You also need to think about how you will monitor the performance of remote team members from afar. As the Harvard Business Review explains, remote supervision “requires a different skill set than face-to-face management.” Unlike most office jobs, remote team management requires the utilization of software solutions like Hubstaff and DeskTime to keep tabs on people’s daily activities via time clocks, tasks, and other metrics. 

3. Regulatory and compliance 

Another important thing to consider is that navigating labor laws and employment eligibility across different countries can be complex. For example, the Safeguard Global website tells us, “the legal definition for an independent contractor vs. employee varies by country.” Without the guidance of an agency like CommerceSquad, it can take serious resources to research employment eligibility in different countries. 

4. Different time zones 

For global teams, coordinating work across multiple time zones can lead to communication challenges. Especially if you have regular meetings and video calls, hiring someone on a 12-hour time difference can cause a lot of issues. The best way to avoid problems is to anticipate the demands of the position before making a hire. 

5. Currency and taxes 

You also need to consider how to handle payroll for employees located in different countries. Since every nation has unique income tax laws, it's not as simple as just adding another person to your standard payroll procedures. Moreover, bank-to-bank wire transfers are discouraged since they circumvent government regulations and employment statutes.

6. Security and online safety 

Managing data security and confidentiality can be more challenging when working with remote employees in different countries. Since you will likely never meet this individual in person, there is always the concern they aren’t who they claim to be. In the worst case, cybercriminals can pose as candidates in hopes of accessing your computer network. 

7. Familiarity with online tools 

These jobs are predicated on a certain amount of technological savvy. Even the simplest data entry positions require proficiency in basic remote work tools like Google Workspace. In some instances, remote employees must know more complex project management software like Asana or digital marketing fundamentals. 

8. Employee engagement 

Since remote workers are dispersed across a wide variety of geographies, it can be more difficult to keep them engaged than seen in traditional office settings. To create a sense of camaraderie and belonging among team members, some businesses implement online games or even virtual Christmas parties. 

9. Culture and language 

Varying cultural norms and communication styles may lead to challenges in remote team dynamics. Over time, small communication issues can snowball into larger issues with lost productivity. If your position requires expert speaking and writing, it's probably best to hire someone fluent in your native tongue. 

10. Compensation and benefits 

Determining fair and competitive compensation packages that are compatible with local regulations also requires consideration. For example, since many countries offer free healthcare, it doesn’t make sense to incentivize remote workers in these places with health insurance benefits.