Cross-border employment of remote workers is easier than it has ever been. Between advances in technology and the remote working lessons learned from the pandemic, many companies are hiring workers from overseas. This means that businesses are paying much closer attention to the cultural nuances of working with staff from other countries. It is something that HR teams need to be acutely aware of, as we will examine below when discussing the challenges of hiring remote workers abroad – in this example, French workers.
Understanding the French working culture
The first challenge for HR teams is to take a deep dive into French working practices and culture. Each country has its own approach, assumptions and expectations when it comes to working life. Successfully hiring French workers and keeping them engaged and motivated from afar when you run a business in the US can be a challenge for any HR team. However, with the right research and a training and development program tailored specifically to suit French employees, it is possible to ensure that they remain just as inspired and motivated as their office-based colleagues in the US.
One expectation that can be tricky is working hours. In France, workers tend to work a 35-hour week, while in the US it is closer to 47 hours. In addition, businesses cannot email their employees outside of working hours in France – by law. It’s another challenge that US-based HR teams need to navigate, particularly given the time difference between France and the US. Not only does it impact how the business must manage French workers, but also how their US-based colleagues might feel when they are working longer hours than their French counterparts, as well as replying to messages 24/7.
For matters such as this, working with a French translation company can pay dividends. By using French document translation services, US businesses can ensure that their written discussions with potential remote workers are 100% clear on expectations, with no room for anything to get lost in translation in terms of expectations around working hours and remuneration.
Finding French remote workers
Another challenge for HR teams may be finding French remote workers in the first place. According to a study undertaken for the French think tank Fondation Jean-Jaurès, just 29% of French workers report working remotely “at least once a week” – compared to 42% of Brits, 50% of Italians and 51% of Germans. And of French workers who are remote, just 11% work remotely for four to five days per week and 14% for two to three days. That compares to 30% and 17% respectively in Italy.
Salary considerations
Another challenge for HR teams is setting salaries. In France, the cost of living is lower than in the US (the countries rank 23rd and 15th respectively according to Numbeo’s ranking of countries by cost of living). That means that French remote workers could end up feeling better remunerated than their US colleagues – something which is always tricky for HR teams to handle when employing people in different countries.
Linguistic challenges
It’s surprisingly easy for things to get lost in translation when you work with teams who speak English as a second language. Different team members will speak English with different degrees of proficiency. As such, working with a French translation service on an ongoing basis may be necessary to ensure that there are no mist-steps in terms of communications between HR teams and their remote French workers.
Deciding which translation service to use
Deciding which French translation services to use can be a challenge for HR teams – and is another time-drain when it comes to recruiting employees overseas. Opting for a reliable French translation service that provides native-speaking French linguists is essential, so that the HR team can rely on their French translation services to provide appropriately nuanced translations.
How do I choose a good translation company?
There’s an ongoing debate between the merits of machine versus human translation. Both have their advantages, with machines translating faster and cheaper, and humans translating better in quality terms. Many forward-looking French document translation services will offer a blend of both options, with post-editing machine translation encompassing machine translation with editing by a professional human linguist. This is often the most cost-effective option for businesses looking for a good translation company and not prepared to compromise on quality.
Operational challenges
While many businesses have adapted well to a greater degree of remote working, there’s still immense value in teams getting together for training events and team building activities. This has a cost attached – one that HR teams need to factor into their plans when deciding to employ remote French workers rather than those based closer to home.
Businesses also need to ensure they are at the top of their game in terms of team building skills if they want to get the best out of a multinational team based in different locations around the world. It’s not just the HR team or managers who need to embrace the new remote team in France but the entire business. Running a company where one department speaks a different native tongue to another requires careful management. Businesses need to think about how they will integrate teams and enable employees to form connections, despite the language barrier.
Finding a decent French translation company can certainly help with this from a communication perspective but only as part of a long-term, comprehensive strategy with initiatives such as away days and shadowing opportunities. Again, all of this comes with a cost attached.
Teams also need to be made aware of the differences in work culture when it comes to discussing personal lives. On the whole, French workers tend to be less open to discussing their private lives during office hours, which is something that US teams need to bear in mind. Yet another challenge for HR teams to deliver on.
Bonjour, mes amis
Despite the challenges, taking on remote workers from France can be hugely valuable, just as it can employing teams from elsewhere around the world. Businesses that commit to understanding the French work culture and truly connecting with French remote workers stand to reap the rewards.
HR Future Staff Writer
