Globalization of the Workforce

The issue of globalization is not new, but as time goes by and due to other economic and technological revolutions, the phenomenon has increased in scope. Nowadays, the topic is back in the headlines, and it is associated with another topic that should also grab many people’s attention: telemigration. With telecommuting and technological advances, the globalisation of telecommuting has become a reality that two parties must deal with. Indeed, both teleworkers and recruiters can take advantage of this situation. What is the definition of this new teleworker profile and what measures should employers undertake in order to recruit the good people? Here are some explanations…

Telemigrants: who are they ?

The term has been in existence since 2019. The definition provided by Richard Baldwin, the inventor of the term, states that a telemigrant is a person who is based in one country and works in an office in another country. This is a kind of worker who benefits from aspecial interest in working overseas. The ones who already have more experience in telecommuting consider this opportunity as an effective way to strive for higher positions. New graduates and newcomers, especially juniors, see telemigration as a great opportunity to discover the world and launch an international career without leaving their home country.

A telemigration worker may have simple image coding skills, but the major feature of this profile most sought-after by recruiters abroad is focused on advanced technical skills. The most valued profiles are in the fields of web design, new technologies, translation, and so one.

Employing telemigrants: a challenge for recruiters

To preserve their reputation, to keep up with the international competition and to ensure the sustainable development of their business, every manager has to build the best team for the achievement of their projects. They only want one thing: to hire the most skilled workforce while maintaining the company’s economy. International labor recruitment presents an opportunity, but rushing head long into this ground-breaking recruitment process could have drastic results.

Before turning to the teleworkforce, recruiters, especially SMEs and SMBs, need to take a few measures:

• Recruiting a telemigrant employee should only be performed after analyzing the company’s needs. It is necessary to have a plan that is efficient on the long-term. The company also needs to provide a budget for this purpose.
• Given the complex aspects of this type of recruitment, it is advisable for recruiting companies to solicit the professionals who are specialized in this matter. These experts have precise and up-to-date knowledge of the fiscal and legal aspects involved.
• International recruitment is a decision that must be made with approval, or at least in full transparency with internal staff. An integration plan is essential to help each member of the team feel concerned and more motivated.
• Anticipating the changes resulting from the recruitment of teleworkers is also necessary to ensure that all challenges are covered. Everything must be examined and plans must bethought out in anticipation of the various possible cases: the sudden retirement of a telemigrant employee, the time zone difference, cultural differences, etc.

The world and the job market are constantly evolving and telemigration seems to have found its place for an indeterminate period. It can be a solution to the labor shortage and a way to considerably reduce the unemployment rate, especially in the countries where the jobs are relocated if it is well prepared.
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