Too Much Time Onboarding?
For businesses looking to build an effective and efficient workforce, having a mix of both contractors and permanent employees is the way forward. There is no denying the fact that having either type of worker - contractor or permanent employee comes with its own set of advantages and disadvantages. If you solely hire international contractors, you must compromise long-term commitment and loyalty for the perks of having a flexible workforce - on-demand specialist talent, at-will hiring and termination, costs and compliance. On the other hand, if you rope in full-time employees to build your workforce, you have to compromise on flexibility and the cost-effectiveness contractors can offer.
Owing to this the demand for international contractors is ascending. Only in the United States did the number of independent contractors increase from 57.3 – 73.3 million during 2017 – 2023, and by 2028, the number of freelancers in the U.S. will be 86.5 million. It will make up 50.9% of the total U.S. workforce.
Hiring independent contractors when testing new overseas markets does make sense. However, owing to employee misclassification laws, is it a sustainable option in the long run?
Here are some crucial differences between employees and independent contractors to help you make an informed hiring decision.
Employee vs. independent contractor
Why do employers hire independent contractors?
There are multiple benefits of hiring independent contractors over regular employees. Let’s learn about the key benefits of hiring contractors.
1. To bring a specialized talent at scale:
International contractors bring flexibility to an employer’s hiring plans. With independent contractors in the mix, you can scale your workforce depending on your changing business requirements. It allows you to scale their workforce based on demand, seasonality and project requirements.
2. To achieve cost efficiency:
When hiring a contractor, you are not burdened with additional expenses like health insurance, retirement contributions, paid leave, and other benefits. As your company doesn’t have to pay for employer tax liability payments or other service benefits, you may find it’s more cost-effective to work with an independent contractor vs. employee.
3. To have a global talent pool:
Since independent contractors prefer to work remotely, hiring contractors allows companies to get skills and knowledge that might not be easily available in their local labor market. Here, employers have access to a worldwide talent pool.
Why do employers hire full-time employees?
1. For long-term commitment:
Full-time employees start associating themselves with the organization and work towards the company's goals. A long-term relationship with an employer fosters loyalty and develops a commitment to the organization and its vision.
2. For continuous training and development:
Investing in employees allows continuous up-skilling and growth, leading to a knowledgeable and talented workforce that can change with the company's demands.
3. For fostering company culture:
Full-time workers help create a unified work environment that promotes belonging and teamwork.
Pros and cons of having International Contractors
Here are the key advantages and disadvantages of having international contractors in your organization.
Pros and cons of having full-time employees
Now, move on to the pros and cons of hiring full-time employees.
Cost considerations for hiring contractors vs. employees
Partner with Gloroots To Hire a Global Workforce
Whether you are planning to recruit an international employee or an independent contractor, you may have to deal with several associated challenges and risks. An EOR like Gloroots can help you hire independent contractors and employees quickly and compliantly. Gloroots handles all the legal requirements of hiring any type of employee and helps you seamlessly generate employment contracts, freelancer agreements, payroll, benefits administration etc.
Laws and regulations related to international contractor hiring are frequently changing across the world. So it becomes difficult to maintain compliance. Gloroots can handle all your legal and tax requirements to enable you to focus on other business growth initiatives. If you plan to hire international contractors or full-time employees, Gloroots can provide you with every necessary support.
Q. 1: What are the tax implications of hiring international contractors?
Ans: Independent contractors are responsible for managing their own taxes. This is why many employers prefer hiring independent contractors. However, employers must classify the independent contractors correctly, as misclassification can lead to serious consequences like penalties and fines.
Q2: What factors should businesses consider when deciding between contractors and employees?
Ans: When deciding between contractors and employees, you must consider factors like the nature of the work, project duration, required skill set, budget constraints, and the level of control and supervision needed.
Q3: Do international contractors need work visas, and how does this affect the hiring process?
Ans: The need for work visas depends on the contractor's location and the nature of the work. Employers must know visa requirements and work with contractors to ensure legal compliance.
Q4: What risks are associated with misclassifying workers as contractors instead of employees or vice versa?
Ans: Misclassifying employees or independent contractors can lead to legal action from the Ministry of Labor of the corresponding country and financial penalties in the form of fines and employee compensation. Employers must classify workers accurately based on the nature of their relationship and adhere to local labor laws accordingly to avoid penalties and potential lawsuits.