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How To Hire Expats In France

As a base of operations, France is an appealing place to do business, though many people aren’t taking advantage. To add some perspective, France: Has access both to a market of 65 million consumers and the greater EU market of 500 million consumers. Is far less expensive to operate from compared to the U.S. or… Read more How To Hire Expats In France

As a base of operations, France is an appealing place to do business, though many people aren’t taking advantage. To add some perspective, France:

  • Has access both to a market of 65 million consumers and the greater EU market of 500 million consumers.
  • Is far less expensive to operate from compared to the U.S. or U.K.
  • Has several measures favorable to business, like the research tax credit.

With this in mind, hiring an expatriate in France allows you to get the best of both worlds. You have a favorable business environment, combined with the exact staff you want working at your company. Here’s how to make this happen.

Issues With Expat Hiring

In many cases, companies want to bring on expats for their specialized expertise, ability to work in a global economy, and to not have to compete with larger local companies. However, there are also several difficulties associated with bringing on an expatriate employee, even if they are from your business’s country of origin and coming over while you expand to France. Here are some of the major issues involved.

Visas: A person looking to work in France will need a long-stay visa equivalent to a residence permit, should they plan on working in the country longer than 3 months. As an employer, you need to work with the French government to provide essential documentation like:

  • The application form itself.
  • Proof of insurance.
  • A guarantee of repatriation.
  • Evidence for the reasons and conditions of the stay.
  • A criminal check and medical evaluation upon arriving in France, in some situations.

Another alternative here is the EU Blue Card Visa. This is a EU-wide work permit that allows highly skilled non-EU citizens to work in France and other countries, expats included. However, there’s a set of very stringent requirements, including:

  • Valid certification of university-level education.
  • Proof of experience in professional practice.
  • At least one-year work contract.
  • Evidence of monthly salary sum of more than 1.5 that of the average French annual salary (around EUR 56,900).

This process can be quite time-consuming, and application does not guarantee you will be able to get a visa. To put things in perspective, any employer or organization in France looking to hire an expat needs to request authorisation from the French authorities. They need to apply for work permits two months before the expat’s due data at minimum. In addition, they also need to submit proof of having attempted to find local candidates through local agencies. This is one of the biggest roadblocks to getting foreign worker permits approved.

In 2015, France tried to streamline the process with its “Talent Passport” program, providing a renewable 4-year visa/residence permit. However, these are generally limited to internationally known individuals, performers, and highly qualified employees.

Your Expat Hiring Solutions

As you can see, all of these issues can pose major hurdles for a company trying to bring on the top professionals possible. One way that some of these companies try to avoid the problem is by setting up their own entity in France. While this is effective, it’s also rather complicated. You need to choose a business structure and tax setup to start, the same as you would in the U.S. However, you also need to file an application, and possibly even take a business administration course before you can start operations. Many businesses don’t have the time or resources to go through this.

The alternative here is using a Global Employer of Record (GEOR). This provides an alternative to the bureaucracy of opening up a French subsidiary of your company just to bring on the employees you want. The way this works is that the GEOR serves as the registered legal employer for the worker. As a result, the GEOR takes the responsibility of:

  • Immigration requirements
  • Payroll
  • Maintaining foreign employment

Your company, on the other hand, gets to manage:

  • Compensation
  • Performance
  • Assigned Duties
  • Termination

If you’re looking for a Global Employer of Record solution, Acumen International is the strongest option available. Whether you are looking for a long-term solution to keep your expat hires in compliance with French law, or just looking for an interim solution while establishing an entity in France, we have you covered. Spend less time navigating work permits and other issues and more time on running your business.

Using our experience and expertise, you can efficiently onboard expat professionals as quick as 72 hours after submitting your request. This means:

  • Lower employment risk
  • Able to start projects faster to beat out the competition
  • Having an emergency option for time-critical situations

Reach out to us today for more information.

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How the least used field in your CRM can grow your sales

So what is the field in your CRM which is almost never used or even does not exist in some CRMs? It’s your customer “native language” field. If you don’t have this field – add it immediately. If you have the field but don’t have the data – have your sales force collect it. If… Read more How the least used field in your CRM can grow your sales

So what is the field in your CRM which is almost never used or even does not exist in some CRMs?

It’s your customer “native language” field.

  • If you don’t have this field – add it immediately.
  • If you have the field but don’t have the data – have your sales force collect it.
  • If you are already collecting that data – use it to your full advantage.

Sort your customers and prospects by the “native language” field and put a sales manager with the same native language in charge of them. If you don’t have this language in your company and you see a significant group of customers and prospects in your CRM – hire a sales manager with that native language.

If you want to expand to some global markets or work there already – hire a person in-house, or have a light footprint used by many multinationals nowadays. It’s when you hire a local person to work with your clients in that country, but you don’t open your own legal entity.

Use that strategy to make a one on one connection with your customers, and see your sales grow.

 

Foreign Employees Benefits and Compensatione | Express Global Employment

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Think Employers-Workers’ Sync: Company Perks of the Future

Typography is the art and technique Typography is the art and technique of arranging type to make written language legible, readable and appealing when displayed. The arrangement of type involves selecting typefaces, point size, line length, line-spacing (leading), letter-spacing (tracking), and adjusting the space within letters pairs (kerning). Companies that clearly view their future tend… Read more Think Employers-Workers’ Sync: Company Perks of the Future

Typography is the art and technique

Typography is the art and technique of arranging type to make written language legible, readable and appealing when displayed. The arrangement of type involves selecting typefaces, point size, line length, line-spacing (leading), letter-spacing (tracking), and adjusting the space within letters pairs (kerning).

Companies that clearly view their future tend to attract and retain top talent. Let’s see what helps them lure and engage their key personnel. What assets or ‘carrots’ do they offer to perk up their staff? And more importantly, is it and is it ALL professionals want today? How do the offered and the wanted coincide?

The research by global staffing firm Robert Half differentiates between benefits, incentives and perks.

Benefits are significant, the survey says, and most companies offer the two most wanted employee benefits: health insurance and paid time off, including vacation, sick days and paid holidays. The most desired incentive for workers surveyed is bonuses. 44 percent of employers surveyed said they offer annual or biannual bonuses to employees. Profit-sharing plans and sign-on bonuses are also highly sought by candidates though not so highly offered by employers.

While employers’ offerings have a strong lead with regard to benefits, the disconnect between the offered and the wanted grows not to favor employees when it comes to incentives. This discrepancy also grows dramatically when we deal with perks. As the name of the survey goes — Employers and Workers not in Sync on Popular Office Perks. Perks are becoming quite perky for employers, if we can say so. Agree?

However, the gist is in synchronizing the workers’ expectations with what you can offer. Only employers finding the best possible balance between what they can offer, and the employees’ wants can and will become Employers of the Future. The most forward-thinking companies tend to not just meet but exceed the workers’ expectations.

Not only do Facebook, Twitter, Pinterest and other global companies offer all-inclusive food and beverages in the office and various on-site services but also emerging companies adopt new, sometimes really surprising, perks.

The 15 Coolest Emerging Company Perks to Watch for in 2019 list by Kelly Main, a staff writer at Fit Small Business, ranges interesting company bennies that organizations are offering employees in the upcoming year and beyond.

Just a few ones we find most interesting:

PAWternity. Companies offer paid time off — pawternity leave — to new pet parents.

Pet Health Insurance.

Pet Bereavement Time. Saying goodbye to a pet without using sick time.

Egg Freezing & Fertility Treatments. Those who want children, Kelly Main writes, but have difficulty getting pregnant can now get support from their employers with fertility-related benefits. That’s really helpful for those in need, though it’s a perk no one would ever like to use. It is now offered by well-known companies, such as Spotify, Snapchat, Starbucks as well as the city of Baltimore and John Hopkins University.

So, new ways to attract and retain talent are doing good to both employers and employees, and they will. Offering innovative, often unique company perks is already becoming one of the hiring trends 2019 and the years to come. It will definitely help your business do without the carrot and stick approach at all, your staff more engaged and hard-working. That’s the way to coin a dream of a company — Employer of the Future — out of your business.

In terms of the future in global hiring, the most valuable asset you can offer as an employer is providing 100% compliance when hiring your overseas personnel.