Recruiting full remote employees outside the US as a US based company

Hiring Full Remote Employees Outside the US as a US-Based Company

Attention US-based recruiters! I’m curious to hear about the challenges associated with hiring candidates who wish to work remotely from outside the US. For instance, think about a German national living in Peru, collaborating with a US-based company while operating in the same time zone.

What specific hurdles might arise when hiring someone like this, as opposed to a candidate located in the US?

Thank you for your insights!

Virgin holidays

Seeking Tips for Becoming a Personal Travel Advisor at Virgin Holidays

I’m interested in applying for a personal travel advisor position at Virgin Holidays in the UK, but I’ve run into a challenge. The nearest branch to me hasn’t had any openings since 2019 and seems to rarely recruit. Do any of you have tips or advice on how I can improve my chances of landing a role there? Thanks in advance!

Looking for advice on recruiting for different regions (EMEA VS. APAC)

Seeking Guidance on Recruiting for EMEA vs. APAC Regions

Hi everyone,

I’m reaching out for insights from those with experience recruiting across different regions.

To give you a bit of context: I’m currently the Talent Acquisition lead for EMEA and have now been asked to also manage recruitment for APAC, primarily focusing on Australia. While the roles (mainly in software engineering and product) are quite similar to those in EMEA, I lack familiarity with the Australian market and its dynamics.

Here are a few questions I have:
– Are there significant differences in hiring practices between EMEA and APAC? How do lifestyle and work ethics compare?
– What strategies do you use to handle the time zone differences during interviews and other logistical aspects?
– Do you travel between regions, or do you primarily focus on one area?

I would greatly appreciate any advice or experiences you can share! Thank you in advance. 🙏

You’re highly mistaken if you think WFH is easy

If you think working from home is a walk in the park, you might be surprised. While it’s nice to bypass the commute and dress comfortably, it can often feel like there’s no real separation between work and home. The pressure to multitask can blur the lines, and it’s easy for work to invade every corner of your life. Meetings feel relentless at times, and it can seem as though your employer overlooks your need for a personal life outside of the job.

Is work-life balance even a thing anymore?

Is work-life balance still a reality? It seems that no matter how much we attempt to keep work at the office, it inevitably creeps into our home life. Weekends, which used to be a time to relax, have turned into catch-up days for tasks left unfinished during the week. Is there a way to reclaim our personal time without compromising our professional aspirations?

Need help getting a job in different city in Australia

Seeking Job Opportunities in a Different City in Australia

Hello everyone,

I’m currently based in Canberra and actively searching for a data engineer position. I’ve submitted applications to various cities across Australia, and some roles feel like a perfect fit for my skills. Unfortunately, I haven’t received any responses from recruitment agencies.

I have a few questions:

1. Do people from Canberra face challenges being recognized in other states?
2. Could my background in the APS be impacting my applications?
3. What strategies can I employ to secure a job or even land an interview? Should I focus on specific recruitment agencies?

Any advice would be greatly appreciated!

Thank you!

How to approach budgeting as a small agency?

How to Tackle Budgeting in a Small Agency

I recently stepped into the role of operations manager at a small agency, and I’m currently focused on enhancing our business processes.

One thing that stands out to me is how the owner/director manages daily finances. Decisions are often influenced by emotions rather than established procedures. While this isn’t a critical issue, it does introduce complexities when it comes to spending. The owner has been running the business solo for nearly 30 years and has a deep understanding of every dollar spent. We’re aiming to evolve into a more structured operation to gradually reduce their day-to-day involvement, ultimately paving the way for a long-term retirement.

The owner is incredibly honest and receptive to suggestions, which is great. However, I would like to propose implementing structured budgets that could be reviewed annually or quarterly for essential areas like IT, marketing, and employee entertainment, along with other typical business budgets. For instance, when it’s time to replace a laptop, if sales are thriving that week, we might invest in a higher-quality laptop. Conversely, if sales dip, the owner might push for a more budget-friendly option.

Another example is our marketing initiatives involving company merchandise. During client visits as part of business development, we were instructed to create a range of merchandise. However, due to not hitting our targets that month, we ended up ordering less than half of what was originally planned. While this doesn’t seem like a major issue, these types of decisions can have ripple effects.

Ultimately, the business is performing well and has consistent, predictable profits each year, but the owner is predominantly focused on immediate results.

I’ve started discussing the idea of creating budget plans, and while I believe I can persuade them eventually, there’s some hesitation. They raise valid concerns, such as, “What if one year we need three new laptops but another year we don’t need any? How does that affect the budget?”

Does anyone have advice on effective budgeting strategies for a small business like ours?

I’m confident I can convince the owner, but I’m looking for the best approach to take.

USA Jobs.gov resume review

USAJobs.gov Resume Review Inquiry

Hi everyone! I’m curious if USAJobs.gov employs technology to analyze resumes and look for specific keywords, or is the process conducted manually? Any insights would be appreciated!

Commission Question

Commission Inquiry

I’m attempting to approach this with as much objectivity as possible:

If Consultant A brought in £225k in revenue over the course of a year for an engineering agency, what total compensation would you anticipate?

Additionally, Consultant A has access to a company car that can be used for personal purposes and can be charged at the office.

Superb opportunity for you!

Exciting Opportunity Awaits You!

Hello!

I’m reaching out to share an exciting opening that may pique your interest. Whether you’re actively seeking a new role or not, I would love to learn more about your background and explore how we can connect for mutual benefit.

Company Overview:
We are a vibrant multinational company with a global footprint, specializing in IT and business consulting services. Our dedication to innovation and excellence fuels our success, and we are on the lookout for a talented HR Recruiter to join our dynamic team.

Position: HR Recruiter

Location: South Korea, Malaysia, or Taiwan (Flexible based on candidate preference)

Job Type: Full-time

Key Responsibilities:
– Partner with hiring managers to assess staffing needs and create effective recruitment strategies.
– Source, screen, and interview candidates through various channels, including social media, job boards, and networking events.
– Develop and maintain a robust candidate pipeline for both current and future hiring requirements.
– Conduct reference checks and facilitate the job offer process.
– Organize and participate in job fairs, campus recruitment events, and industry conferences.
– Ensure compliance with local labor laws and regulations.
– Act as a brand ambassador to attract exceptional talent to our organization.
– Provide ongoing guidance and support to hiring managers throughout the recruitment process.

Requirements:
– Bachelor’s degree in Human Resources Management or a related field.
– Proven experience as an HR recruiter or in a similar role, preferably within a multinational setting.
– Excellent English language skills, both written and spoken.
– Strong interpersonal and communication abilities to establish rapport with candidates and hiring managers.
– Willingness to travel domestically and internationally as required.
– Familiarity with recruitment software and social media platforms for talent acquisition.
– Knowledge of local labor laws and regulations in South Korea, Malaysia, or Taiwan is preferred.
– Proficiency in Mandarin is a plus.
– Proactive and results-driven with a passion for talent acquisition and employee engagement.

Benefits:
– Competitive salary with performance-based incentives.
– Opportunities for career advancement and professional development within a dynamic global organization.
– Flexible work environment, including options for remote work.

Application Process:
If you’re an enthusiastic and motivated individual with a passion for recruiting top talent, we encourage you to apply for this fantastic opportunity. Please submit your updated resume and contact information.

We look forward to hearing from you soon!