Federal changes are finally in full effect in Canada as of Sept 1st, 2019 with regard to work life balance provisions in Part III of the Canada Labour Code. These amended policies have affected numerous work categories such as flexible work arrangements, additional leave types and other areas where more flexibility in the workplace was warranted.
Join us for a special Talent Talk Radio podcast featuring Daniel Mendieta, CEO and Co-founder of Global People Strategist. Learn more about managing global HR compliance during our segment on Tuesday, September 24th at 1pm PST.
New Zealand is currently in the process of developing a new temporary work visa to replace six current visa categories. By doing so, the country is aiming to increase employer, job and worker checks and also to help improve the overall conditions for New Zealand workers.
While we know about the benefits of global talent attraction and how it can positively affect both organizations and employees, there is another side also worth discussing. As with any hiring practices, there are challenges that must be overcome to ensure that an organization is operating to the best of their abilities, while also still functioning as a socially responsible organization.
Gone are the days of only large multinational corporations having the ability to hire international talent. Thanks to the Internet and its virtual hiring options, the hunt for global talent is on the rise! The trend toward a globally distributed workforce benefits both businesses and employees. For example, businesses can now save money by hiring virtual assistants for their administrative needs for a lower cost than hiring an administrative assistant who is in the office each day. In addition, remotely located employees with desirable skills have the opportunity to work from home, without necessarily incurring the higher costs of living in big cities.