As an HR professional with the responsibility of recruiting in a new country for your global organization, one of the first critical steps is defining job titles and job descriptions. However, what may seem straightforward in your home country, may be more complex in an international context.
Job titles and job descriptions influence various factors of the employment relationship, including: contract terms, salary range, and work permit applications. In this article, we will explore the legal and practical considerations you should keep in mind when defining job roles for your overseas hires.
Factors Impacting Your Job Title and Job Description Design Across the World
Job Title and Employment Contracts
In certain countries, employees are classified into different categories based on their job functions and level of expertise. These classifications can correspond to different Collective Bargaining Agreements (CBAs), which provide specific employment terms.
Consider the example of Italy, where executive-level employees, or Dirigente, enjoy additional benefits such as higher minimum salaries, supplementary pension and insurance funds, and extended holidays compared to other categories.
Employers must ensure that job descriptions and the terms of employment contracts match the appropriate classification under local CBAs, as candidates may expect to maintain the benefits they had in previous roles. It is essential to carefully consider both the nature of the role and the candidate's expectations to ensure the right contract terms and job titles are used.
Job Title and Salary Considerations
Another important factor that employers need to consider when defining job titles and job descriptions is the salary requirements, including both statutory minimum wage and those agreed under CBAs, which may vary depending on age, skill, or seniority.
When a CBA applies, it often includes a classification system for employees, along with a corresponding minimum salary for each level. In countries such as Spain or France, CBAs are commonly aligned with the employer's industry. For instance, the CBA for employees in Technical Design Offices, Consulting Engineering Firms, and Consulting Companies under the SYNTEC Federation outlines a classification that will indicate not only the minimum salary but the working hours of the employee as well. This employee classification is determined by their job responsibilities.
Hence, before deciding on the job title and requirements for the hiring position, it is prudent to understand the salary benchmark of different employee levels in the sector that you want to hire and make sure it is aligned with your budget.
Job Description and Work Permit Requirements
To protect local employment, many countries have introduced policies where employers need to advertise the job on a public job board for a certain period before a work permit application is submitted, examples include: Labour Market Testing (LMT) in Australia and Labour Market Impact Assessment (LMIA) in Canada. A report detailing why local candidates are not accepted may also be required to justify the need for hiring a foreign candidate.
In such circumstances, posting a position with very general requirements could lead to challenges, as you may receive hundreds of applications and then have to justify why many of those candidates are not suitable.
Therefore, the job description should be as detailed as possible. For example, you may add specific language, skill, or experience requirements so that the suitable candidates would narrow down to your ideal profile.
Global Hiring Made Easy with an Employer of Record
When hiring globally, job titles and job descriptions are not only internal topics that are subject to your organization’s policies and standards, but they must also align with local labor laws and immigration requirements in the hiring countries.
However, despite the abundant information readily available online, it remains challenging to gain all the necessary knowledge without actual experience of operating in those countries. Partnering with an Employer of Record (EOR) like Atlas can save you the effort of navigating these complexities on your own.
Atlas owns and operates entities around the world, supported by a network of global and local experts, who understand the intricacies of hiring in different markets. Talk to our seasoned global expansion experts today to find out more about the must-knows of global hiring and how Atlas can help you clear the roadblocks along the way.