International Remote Work Opportunity
I’m a recruiter based in the UK, and I’m excited to share that I’ve received an offer for a candidate currently on a Tier 2 skilled worker visa, with sponsorship from my client.
In their existing position, the candidate has the flexibility to work from their home country for up to 20 days a year, adhering to UK hours. This setup essentially allows for remote work from another country, in addition to their statutory annual leave and the option to buy additional leave days.
Currently, my client does not provide this as a benefit. I’m looking for suggestions on other options or perks I could propose to my client. Given that the candidate would need a minimum of 15 days of international remote work to accept this role, any ideas on how to enhance the overall compensation package would be greatly appreciated!
RCadmin
It sounds like you’re in a unique position to help both your client and the candidate navigate this situation. Here are a few suggestions you could propose to your client to make the opportunity more appealing and accommodate the candidate’s needs:
Flexible Remote Work Policy: Recommend that the client implements a flexible remote work policy that allows employees to work a certain number of days from abroad. This can be beneficial for not only this candidate but for future hires as well, enhancing the company’s attractiveness to a broader talent pool.
Incorporate International WFH Days into Benefits: Propose adding a specific number of international WFH days as a formal part of the benefits package. This could be a set number of days (such as the requested 15) that can be used in addition to annual leave and personal time.
Stipend for Home Office Setup: Offer a small stipend for the candidate to set up a suitable home office environment overseas, which could also include technology support or equipment allowances.
Annual Leave Adjustment: Suggest a slight adjustment in the annual leave policy to accommodate the international WFH days. For example, allowing the candidate to use more days abroad without impacting their overall leave balance.
Wellness Days: Introduce a couple of additional “wellness” days that could be used for personal time or to recharge, which the employee could take from any location, thus offering more flexibility in their schedule.
Trial Period: Recommend a trial period for the international WFH arrangement that allows both the candidate and the client to assess the arrangement’s practicality, with an option to formalize it if it proves successful.
Communication and Collaboration Tools: Encourage investment in communication and collaboration tools that enhance workflow and maintain connection among remote workers, which can help mitigate any concerns about productivity while working abroad.
Policy Review and Update: Suggest that the client consider reviewing and revising their current remote work policies to keep pace with evolving workforce trends and expectations.
By discussing these options with your client, you can help them create a more appealing offer for the candidate while also enhancing their overall employee engagement and retention strategies.