Remote Work, Talent, and Startups
How many of you would consider a job change if asked to return to the office?
The pandemic revolutionized work dynamics, prompting remote working and introducing challenges and opportunities for startups. Remote work proved to be productive, with a 13% performance increase, and employees reported up to 20% greater happiness compared to office work. Consequently, 64% of individuals would consider a job change if asked to return to the office.
While global hiring may have once seemed daunting for small- and medium-sized enterprises (SMEs), the interconnected world and various hiring options have made it more accessible.
In my opinion, the shift towards remote work and the ability to tap into global talent pools present a transformative opportunity for startups. By embracing remote work and leveraging EOR partnerships effectively, startups can overcome resource limitations and gain access to top-quality professionals, driving their growth and success in an increasingly interconnected world.
Startups should carefully consider their needs and conduct thorough due diligence when selecting an EOR partner. Factors such as geographic coverage, customer service, and cost should be evaluated to ensure a successful partnership.
Overcoming Staffing Challenges in Texas: PEOs as the Solution for Skilled Trades
The skilled trades industry in Texas is facing a significant challenge in finding and retaining qualified workers, which has been exacerbated by the impact of the pandemic and the Great Resignation. The construction boom in the state, driven by industrial and residential projects, has further strained the availability of skilled trade professionals. As a result, businesses are being forced to walk away from lucrative contracts due to staffing issues.
To address these challenges, many businesses are turning to professional employer organizations (PEOs) to enhance their appeal to potential and current employees. PEOs offer guidance in creating competitive compensation and benefits packages, as well as access to advanced HR technology, helping businesses attract new talent and reduce turnover.
Considerations for Companies Using EOR Services in Poland
Employers of Record (EORs) or Professional Employer Organizations (PEOs) are gaining popularity in Poland as global employment service providers. They offer services to companies in managing personnel matters, including international recruitment, without the need to establish new organizational units. EORs highlight cost savings, reduced operational involvement, and reduced administrative burden as key benefits for their clients. However, the EOR-client relationship in Poland is not regulated under labor law, and contracts offered by EORs often lack provisions that protect the client’s interests, such as addressing unexpected costs or protection against termination in specific situations.
Clients assume all costs related to employing workers, along with an additional markup, while the EOR handles administrative aspects. Contracts typically do not address scenarios like employees returning from leave when the client no longer needs them or employees acquiring special rights or pre-retirement protection. Liability and intellectual property issues are also not adequately covered in EOR-client contracts. Polish law lacks specific regulations for the EOR-client structure, which creates challenges related to data processing, remote work, employer confidentiality, and more.
Maximizing Success with a PEO: What Small Businesses Need to Know
When selecting a professional employer organization (PEO) for your small business, it’s crucial to ask the right questions and understand your needs. Start by compiling a list of questions to vet PEO companies and involve key team members from human resources, accounting, and legal departments. Consider factors like independent audits, support for your locations, industry familiarity, customer support options, employee benefits funding, contract terms, and technology offerings.
Avoid common pitfalls by paying attention to red flags such as low staff support ratios, complex onboarding processes, outdated technology, hidden fees, and lack of transparency. Partnering with a PEO means aligning your brand with the company, so ensure their reputation and values match yours. To find a suitable PEO, consider NAPEO member companies, IRS-certified PEOs, state and local agency tools, and review best-of guides that compare PEOs based on pricing, features, and benefits.
