在2025中， 84 % 的主管難以在當地市場找到技能人才。越來越多的公司開始將目光投向海外，以招募他們所需的人才。 但在一個新的國家進行招聘可能會令人望而生畏。
每個國家都有獨特的就業法規、稅率和福利要求。而且它們一直在變。
如果您要在全球範圍內進行招聘，您需要扎實的準備工作。讓我們探討每家公司聘用國際員工所需的要素。
招募國際員工的10要求
If you choose to establish a subsidiary, these are 10 common requirements for hiring employees from another country:
1. 公司架構
Before you can hire employees in a new country, you’ll need to establish an entity or partner with an employer of record (EOR).
成立一個實體非常複雜。在您開始在一個新的國家營運之前，通常需要大量的文書工作、法律障礙和長時間的等待。
與雇主合作是更快、更容易的選擇。名義僱主合法地代表您僱用員工，因此您可以面向全球招聘，而無需設立法律實體。 與雇主合作可以讓您獲得最先進的全球就業技術以及專家支援。它能讓您在幾天內從國外招募員工，並避免實體管理的法律和官僚障礙。EOR 透過處理本地合規、工資和人力資源任務，讓全球就業變得輕鬆。
Hiring contractors can be another option for businesses looking to hire internationally. Contractors aren't employees, but they provide flexibility and expertise. You can save on onboarding costs while still hiring individuals with specialized skills. G-P Contractor™ can make hiring and paying contractors easier by offering features for invoice management and misclassification protection.
2.註冊
如果您選擇成立自己的實體，下一步就是向適當的主管機關註冊，這樣您就可以在該國合法營商。 每個國家都有其獨特的要求。
For example, in Peru, you must register your company name with the Peruvian Public Registry, then get a Certificate of Registration. In Germany, you need to incorporate with a notary. Then, you have to file registration paperwork with the trade register, the tax office, and any relevant local trade bodies. Spain, requires anti-money laundering and anti-terrorism declarations along with the registration paperwork.
要註冊企業，你很可能需要出示官方文件，例如：
- 從公共登記處獲得公司名稱認證
- 公司擬議活動的書面描述
- 註冊辦事處地址
- 利害關係人及董事姓名列表
- 公司章程
- 銀行帳戶資訊
- 所需金額的資本支付證明
要求清單因地而異。 請向您目標國家的相關主管機關查詢，以進一步瞭解您的註冊義務。
3.合規的僱傭合約
全球雇用最常見的法律要求之一就是草擬當地的雇用合約。 如果您成立自己的實體，您需要研究並熟悉當地國家的合約結構和要求。
Managing this process yourself comes with risks. Your company may be liable for noncompliant contracts. The safest option is to partner with an EOR with local expertise, or to use G-P Gia™, the first-of-its-kind agentic AI solution, to generate contracts.
Contract requirements can vary widely between countries. For example, in Germany, you have to develop a locally compliant employment contract for each employee. The contract should specify the following information:
- 福利；補償金
- 優點
- 終止要求
You may also need to draft contracts in the local language and specify salary and benefits information in the local currency. In Egypt, companies must create four copies of the contract — one for the employer, one for the employee, one for the Social Insurance Office, and one for the competent administrative authority (Ministry of Manpower or its directorates). The law also requires that the contract clearly state the agreed wage or salary, including payment method and timing.
4.終止僱用及遣散費要求
Before you can hire globally, you’ll need to research in-country termination and severance requirements so you can make staffing changes if needed.
許多國家要求雇主必須有合理的理由才能解僱員工。在某些情況下，雇主可以選擇支付額外的福利金來合法終止僱傭關係。
許多國家還規定在終止員工的合約前，必須給予較長的通知期。這些強制性通知期的長度通常取決於員工的職位或在公司的時間。
In France, after an employee’s probationary period, the notice period ranges from 1–3months. Three months is common for managers protected under Collective Bargaining Agreements (CBAs). In Australia, notice periods increase with years of service. Employees who have worked for a company for less than a year are entitled to one week’s notice.
5.標準薪資、獎金及福利
花些時間熟悉您要填補的職位的標準工資和福利。
Knowing the minimum wage in your new country is an excellent place to start. In many countries, 13th-month bonuses are customary, while in others, it’s a statutory obligation. Germany, for example, doesn’t mandate these bonuses. However, the law in the Philippines requires 13th-month bonuses, and many employers choose to give 14th-month bonuses in December.
In many countries, employers must provide paid sick leave, maternity and paternity leave, paid holidays, and paid vacation. In Israel, employees receive 16 to 28 paid vacation days per year (calendar days). They also get varying amounts of paid sick leave, depending on the industry, and maternity and paternity leave.
在某些情況下，您可能需要提供健康保險。某些國家的員工透過國家計畫獲得健康保險，而你的公司很可能需要向該計畫繳款。 即使有國家醫療服務體系，您的公司可能也希望提供補充保險，為員工提供全面的醫療保障。
6.標準工作條件和集體勞動協議要求
Familiarize yourself with standard aspects of business, such as working hours, overtime, and paid leave policies. In the Netherlands, for example, standard working hours are 36-40 hours per week, but many run to 48 hours. Employment law caps working hours at 60 hours per week and 12 hours per shift.
In some countries, certain industries have CBAs that regulate working hours and conditions more stringently than the government. Be sure to check whether your industry has CBA requirements and how they'll affect your workplace policies. Additionally, remote workers often require different management strategies to integrate successfully into your organization.
7.預扣薪資與供款
在許多國家/地區，您的公司需要將每位員工薪資的一定比例捐給各種社會安全基金，例如：
- 退休退休金
- 醫療保健計劃
- 員工福利；補償金
- 失業基金
- 傷殘福利
Contributions vary significantly by country. In Indonesia, payroll contributions to the social security healthcare programs constitute about 5% of earnings, and the employer and employee split the contributions equally. In France, employer contributions to social security can run up to 45% of the employee’s salary.
8.法律與人力資源人員
處理好法律文件後，您就可以開始招募和雇用程序。 全球就業支援可以在吸引和管理新員工方面發揮重要作用。
If you work with an EOR, you won’t have to worry about compliance. The EOR handles most of the HR work for you. With G-P EOR, you can onboard and manage talent in 180+ countries quickly and compliantly. We ensure compliance with local laws and regulations, so you don’t have to.
Gia等人工智慧代理商可以與G-P雇主一起提供即時監管指導，並以50 + 種語言合法創建法規遵循；合規文件。
透過G-P名義僱主，您可以輕鬆應對法律的細微差別和複雜性。您將可以全天候獲得法律和人力資源專家的幫助，他們可以指導您了解監管要求並最大限度地降低風險。
9. 當地招募策略
您也需要在新的國家進行招募的策略。某些國家/地區的求職者可能習慣透過社交關係、搜尋特定網站、或參加招聘會或大會來瞭解公開職位。您要與當地的聯絡人密切合作，以確定哪些廣告和招募策略在您的目標地點最有效。
貴公司和潛在求職者都在尋找合適的匹配——您需要人才和在地洞察力，而他們需要一家與他們的價值觀和目標相符的公司。與名義雇主專家密切合作，可協助您聘用技能嫻熟的員工，並提供互惠互利的工作關係。
10. 入職
一旦找到適合該職位的人選，就可以開始入職流程了。請務必完成這些基本任務：
- 收集並處理必要的法律資訊。
- 將員工加入您的薪資單。
- 確定所需的預扣款項。
- 設定必要的福利。
- 向員工介紹公司文化。
- 就員工的新工作職責對他們進行培訓。
If you’re working with an EOR like G-P™, you won’t have to worry about the administrative burden of onboarding. We’ll streamline the process, so you can focus on training your new hire and integrating them into your company culture.
招募全球員工所需關鍵文件
僱用國際員工時，您需要準備幾份文件以遵守法規；合規：
- Employment contracts: Employee contracts should clearly outline job responsibilities, salary, benefits, working hours, and termination conditions. They should also comply with the labor and employment laws of the employee's country.
- Work permits and visas: For international employees, valid work permits or visas are mandatory. These documents authorize the employee to legally work in the host country and are typically based on the employee's nationality and job role.
- Tax identification numbers: Employees need tax identification numbers for tax withholding and compliance with local tax regulations.
- Social security and insurance registration: Many countries require employees to be registered with the national social security system or private insurance schemes. This documentation ensures benefits access and legal compliance.
- Payroll and banking information: To process salary payments and maintain payroll records, employers need accurate payroll and banking details from employees.
- Employee handbooks and policies: Employee handbooks and policies outline company rules and workplace conduct. Gia can draft policies on your behalf for different countries and translate them into local languages.
- Specific regional documents: You'll need extra documents from employees, depending on the country. These can include medical examination certificates, offer letters, or civil certificates, such as marriage or birth certificates.
簡化全球僱用
雖然國際招聘比國內招聘需要更嚴格的流程和更長的時間，但您可以透過以下方式簡化流程：
- Partnering with an EOR: An EOR can manage local compliance, payroll, and HR, so you can hire in new countries without the time and cost of entity setup.
- Centralizing global hiring with technology: Use a best-in-class EOR to manage onboarding, documentation, and payroll in one place. An EOR reduces the cost, complexity, and risk of global employment with a seamless onboarding experience and innovative platform features.
- Creating country-specific compliance checklists: Develop detailed checklists for each country to meet all legal, tax, and documentation requirements.
- Automating payroll and benefits administration: Implement automated systems to handle payroll, withholdings, and statutory benefits according to local laws.
- Engaging local experts for regulatory guidance: Consult in-country legal and HR professionals to stay current with changing regulations and avoid compliance issues. You can use Gia’s advanced AI capabilities to access expert-vetted HR guidance instantly. Gia gives you up-to-date information on local laws and regulations so you can navigate the complexities of international compliance.
- Offering competitive benefits: Research and provide benefits packages that align with local expectations to attract and retain top talent.
- Prioritizing data security and privacy: Ensure all HR processes and systems comply with international data privacy standards to protect employee information.
您也可以透過研究您感興趣的國家來改善您招募國際員工的方式。 從研究開始：
- 福利；補償金
- 花紅和法定福利
- 標準工作條件和合規要求
- 預扣薪資與供款
- 終止僱用及遣散費要求
使用G-P建立您的國際團隊
設定薪資、計算預扣款項、確保法規遵循，可能會分散您對更重要業務事務的注意力。身為全球名義主， G-P承擔這些責任，以便您可以專注於策略性舉措和團隊建立。
Book a demo to learn more.
