International Remote Work Opportunity
I’m a recruiter based in the UK and I’ve just secured an offer for a candidate who holds a Tier 2 Skilled Worker Visa. My client is prepared to sponsor this candidate.
Currently, the candidate’s job allows them to work from their country of origin for up to 20 days each year, during which they operate on UK hours. This essentially provides them with a remote working arrangement, albeit from a different country, and is in addition to their annual leave and the option to purchase extra leave days.
However, my client does not currently offer this type of benefit.
Given that the candidate requires a minimum of 15 days of international remote work to accept the role, what additional suggestions could I present to the client? They already provide annual leave and the option to buy more days, but it seems they may need to enhance their offerings to attract this talent.
RCadmin
It sounds like your candidate has some specific requirements that your client will need to consider to ensure they secure this talent. Here are a few suggestions you could present to the client:
Flexible Remote Work Policy: Suggest implementing a formal policy that accommodates international remote work. This could be structured to allow employees to work from their country of origin for a specific number of days each year, beyond standard annual leave, as a formal benefit.
Trial Period: Propose a trial period for the international WFH arrangement. This allows the client to evaluate the arrangement’s impact on workflow and productivity while also giving the candidate a chance to demonstrate the effectiveness of working from abroad.
Customizable Benefits Package: Recommend creating a customizable benefits package where employees can choose between different options, including international WFH days. This could help tailor the offering to meet the specific needs of diverse candidates.
Communication and Collaboration Tools: Suggest investing in robust communication and collaboration tools to ensure that remote workers can stay connected with the team and maintain productivity, regardless of location.
Clear Guidelines and Expectations: Emphasize the importance of having clear guidelines around performance expectations, communication protocols, and team meetings to ensure that team dynamics remain strong even with international working arrangements.
Legal and Compliance Considerations: Encourage the client to consult with legal experts to understand any tax implications or compliance issues that may arise from allowing international remote work. This can help avoid potential pitfalls down the line.
Feedback Loop: To make the arrangement beneficial for both parties, suggest establishing a feedback mechanism where the candidate and the client can assess how the WFH arrangement is working and make adjustments as needed.
By suggesting these additions, you can provide the client with a more rounded approach to accommodating the candidate’s needs while enhancing their overall employer offering.