Global growth is achievable for companies of all sizes. According to G-P’s 2023 Global Growth Report, 81% of companies are actively engaged in global recruitment, reflecting a clear need to tap into diverse talent pools, foster innovation, and enhance cultural diversity.
Our recent Around the World Webinar Series explored the value of global recruiting and some of the complexities of hiring employees in different global markets. The series featured the HR expertise of G-P’s Dev Das, VP of Global Operations and Shared Services, who was joined by a different employment expert for each session:
- Canada: Olivia Girouard, Employment Counsel I, G-P
- India: Nicolas Potter, Employment Counsel I, G-P
- Spain: Jakub Pietrusiak, Employment Counsel II, G-P
We’ve collected some of the key insights from each session to provide an expansion roadmap for companies interested in expanding to Canada, India, or Spain.
#1 Leading talent hubs are flourishing in Canada, India, and Spain.
Canada, India, and Spain each offer diverse talent pools, making them among the world’s prime regions for recruiting and hiring global talent. Here are some of the top hiring hubs in each country:
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Toronto, Canada
Toronto is the financial capital of Canada and hosts many multinational banks, financial institutions, and consulting firms. It is also home to a thriving tech ecosystem, attracting talent for software development, IT, cybersecurity, and project management roles.
“It’s a highly competitive job market. So I think coming into Canada, you have to have a clear sense of the kind of talent you’re looking to hire to grow with your company.”
— Olivia Girouard, G-P Employment Counsel I
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Bangalore, India
Bangalore is known as the “Silicon Valley of India” and is a global hub for technology and innovation. Home to numerous multinational corporations, startups, and research institutions, Bangalore attracts top talent in fields such as software development, IT services, ecommerce, and biotechnology.
“Bangalore is where world-class organizations go to hire tech, and this is one of the first places you want to go if you’re looking to do software development.”
— Dev Das, G-P Vice President of Global Operations and Shared Services
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Barcelona, Spain
Barcelona is famous for its vibrant arts and design scene, particularly for roles in graphic design, advertising, fashion design, and digital marketing. Barcelona is an emerging hub for startups and entrepreneurship, and attracts talent for tech startups, venture capital firms, and innovation hubs.
“Spain is one of the largest economies in the European Union, so while planning for a European presence, this is definitely one of the countries to think about.”
— Jakub Pietrusiak, G-P Employment Counsel II
#2 Understanding industry trends, job market dynamics, and talent availability is crucial when recruiting globally.
G-P’s experts agreed that staying abreast of global industry trends, job market fluctuations, and talent availability helps companies be more agile and adapt to shifting market demands.
Companies that maintain knowledge of job market dynamics can help talent acquisition teams anticipate competition for talent, understand salary expectations, and identify emerging skills in the region.
“Companies need to be familiar with what drives local talent, and what local candidates look for in an employer of choice,” said Das. Awareness of talent availability also ensures that companies can recruit the right talent, in full compliance with local labor laws.
It’s really important to be able to differentiate yourself from a very, very crowded hiring space in India, as you think about attracting and hiring the world’s best talent.
Dev Das
VP of Global Operations and Shared Services at G-P
#3 Managing cultural sensitivities is key to building strong relationships with global employees.
Expanding into a new country is exciting, and offers many new ways to build your employer brand in other markets. For companies hiring in a new cultural landscape, understanding and respecting local customs, values, and workplace norms is critical for building a positive and engaging candidate and employee experience. Before starting the hiring process, companies should invest time in learning about the local culture, including social etiquette, communication styles, and common business practices.
For example, in some cultures, direct communication is valued, while in others, indirect communication is the norm. Recognizing these differences and developing effective communication strategies helps create a successful recruitment process. Adjusting hiring practices to align with local expectations could mean altering the format of job interviews, the scope of job listings, or the criteria for candidate evaluations.
For instance, some cultures might place a higher value on formal qualifications, while others may view practical experience as more important. Customizing your approach will show candidates that your company respects the local workforce and increases your chances of attracting top talent.
To get the best candidate experience, a market entrant should be looking to understand that there is a unique culture that informs business practices, expectations, and customs.
Nicolas Potter
Employment Counsel I at G-P
#4 Navigating payroll, labor laws, and benefits in Canada, India, and Spain requires proactive compliance measures.
What is the best approach to compliance when hiring globally? Experts agree that when it comes to navigating payroll, labor laws and benefits compliance in Canada, India, and Spain, companies should have a deep understanding of each country’s specific regulations. Let’s delve into a few of the unique requirements for each country:
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Canada
Corporate tax rates in Canada vary by province, with federal rates combined with provincial rates. Additionally, companies must collect and remit a Goods and Services Tax or a Harmonized Sales Tax, depending on the province.
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India
Payroll in India involves deducting Provident Fund contributions, Employees State Insurance, and Professional Tax, and proper payroll reporting is required for all deductions. Additionally, companies must comply with the Payment of Wages Act, which ensures timely payment and adherence to minimum wage laws.
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Spain
Spanish labor laws are robust, providing extensive employee benefits, including paid leave, employee health and wellness days, health insurance, and pension contributions. Global employers must adhere to any Collective Bargaining Agreements (CBAs) that may require compliance with additional regulations for employee benefits and conditions.
Proper Canadian payroll compliance is crucial to avoid penalties and reputational damage. Accurate employee records and staying updated on labor laws can help companies avoid compliance risk, but you need to have knowledge of what each particular province’s regulations and rules are.
Olivia Girouard
Employment Counsel I at G-P
Hire around the world and unlock global talent with G-P.
For a deeper dive into leveraging top global talent in these regions, check out each session individually: Canada, India, and Spain.
The everywhere workforce is here – and we’ll help you get there faster. With over 12 years of industry experience, our Employer of Record (EOR) solutions and global employment products simplify and streamline global expansion at every touch point, offering everything you need to hire, onboard, and manage global teams. For more information on how G-P can help you expand in 180+ countries, without setting up new entities, contact us today or request a proposal.
