The coronavirus pandemic has changed many aspects of today’s workplace. What was once considered a temporary quarantine measure might become a much longer-lasting cultural trend of working from home. With this increased telecommuting flexibility, some employers want to hire global employees. What are the considerations that should be kept in mind?


As some regions of the world return to normalcy, business administrations are facing new tests regarding workplace security and health. Human Resources departments are tasked with ensuring that offices are safe and that proper sanitation procedures are implemented and followed. Safety is the first priority for all employees, and once that is established, businesses can begin focusing on growing again.


It’s still possible to grow on an international basis. Though some international regions are showing slowed economic growth due to the coronavirus, other areas are still showing increases. For example, parts of China are expected to grow by about 1.2 percent, while parts of India could potentially grow by almost 2 percent.


These percentages are certainly not the explosive growth rates seen in a non-stalled economy. But they indicate that it is still possible to hire and grow on an international front. India is currently considered the top country for technological expansion, beating out European and North American countries ravaged by COVID.


As for Europe, some European countries are projected to have GDP growth. France, Italy, and Germany are all supposed to have economic growth throughout 2021. This has made them favored areas for US entrepreneurs who want to expand into international markets. Many business owners are looking for employees in these countries to gain a foothold.


The market changes mean that companies have to consider how they recruit and retain international employees carefully. They must also be cautious about compliance and administrative needs when it comes to office work.


Companies who test their presence in international markets should take into account important factors like labor laws, payroll, and employee benefits. It’s common for US entrepreneurs to be surprised by the stricter regulations imposed in many European countries regarding employee benefits.


If a business owner does choose to expand into a foreign market by setting up a new presence, they must be willing to give a long-term commitment to that venture.