Some companies are mandating a return to the office, but companies with hybrid, global workforces often have an edge in securing the best talent, as well as mobilising at speed.
Many companies that went remote during the pandemic have begun a return to office policy. A study from KPMG found that 83% of CEOs expect a full return to the office within three years, a 20 point increase from 2023.
But remote and flexible work remain important to employees. Studies have shown that workers are more productive and happier when they have flexibility in their work location. And other studies have shown that international hiring helps make workforces more resilient and diverse. For payroll and HR leaders at midsize companies, there’s an opportunity to advocate for a hybrid, global hiring strategy to make your company more competitive, agile and attractive to top talent. It may sound ambitious, but with the right global payroll partner, it’s never been easier to activate a truly global workforce driven by flexibility.
Changes in the world of work
The pandemic proved what decision makers in companies have suspected for some time: Many jobs can be done from anywhere. Your next hire no longer needs to live within commuting distance of your headquarters. If the most qualified candidate for your open role is in Bulgaria, Botswana or Bolivia, it’s easier than ever to make that hire. Companies that allow geography to be a barrier of entry to hiring are limiting themselves from accessing the most qualified candidates unnecessarily. Forward-looking organisations recognise that workforce mobility is no longer a perk—it’s a competitive advantage, especially for midsize firms looking to utilise mobility services as part of a global expansion strategy.
When you’re open to global talent, you broaden your candidate pool exponentially. You can fill roles faster, diversify your team and draw on talent that may be scarce or less cost-effective if hired locally. Likewise, sending staff on assignment in new territories doesn't need to mean reinventing the wheel if you engage with a global payroll expert. What was once considered a complex, risky undertaking is now a standard operating procedure, if working with a global payroll partner that brings expertise to a global business partnership.
Although evolving global regulations make navigating employment laws, tax requirements and payroll requirements across borders a challenging undertaking, a global payroll partner takes the burden off your shoulders. A trusted global payroll provider can handle compliance, automate payments, manage employee benefits and keep you up to date with local regulations. This allows your team to focus on what they do best: building a great company culture, no matter where your people are located.
Function of a hybrid work model
It’s important to note that being flexible and global doesn’t mean a fully remote workforce. Most industries have several job roles that can only be done on site. But every organisation should consider building flexible, hybrid staffing models that give employees the autonomy to work where they’re most productive, while helping drive the best business outcome.
A hybrid, distributed approach allows you to optimise for talent rather than proximity. That might mean a central team headquarters, with remote contributors and specialists based strategically in other locations. The first step is to assess the roles within your organisation. Which positions truly require in-person presence? Which could be done from anywhere with the right tools? What legacy thinking is holding the company back from taking bold steps in hiring? Evaluating the needs of a global business and where growth areas are can also be impactful on the bottom line.
The next step is to engage a global payroll partner, so you get up to speed quickly and establish best practices for hiring globally. The right partner will make compliance no longer feel like a burden and mitigate risk as you onboard new hires around the globe. If you have short-term needs in a territory, an employer-of-record (EOR) solution could be a fit.
The future of work is distributed, diverse and driven by results, not desk time. If you want to attract the best talent and stay competitive then it might be time to meet your workforce where they are, wherever they are.