Quelles sont les stratégies de soutien à la relocalisation et à l’immigration les plus efficaces pour l’acquisition de talents à l’échelle mondiale ?

For employer: Have a clear offer, set the frame, be honest to the candidate, don't promise something you can't do. And for the employees: get as much information about the employer as you can, do not trust every add you see or any offer you receive, learn about the rules and regulations of the targetted country, make sure the company is real. Do not make any move before making sure about everything.

When relocating an employee to a new country, the company must train the employee to cope with different customs, dialects, and environments. For a seamless relocation of employees, the recruitment team must assist their staff with acquiring visas and acclimatizing appropriately to the new culture. Additionally, companies should ensure establishing compliance with the new country’s initial immigration requirements, labor laws, and tax laws.

Relocation and immigration support for global talent acquisition can be effectively achieved by collaborating with reliable relocation agencies, communicating the relocation process clearly, providing thorough onboarding support, and keeping abreast of local immigration laws and regulations. To guarantee a seamless transition for new hires, businesses can also expedite visa procedures, provide assistance with cultural integration, and supply resources for nearby amenities.

Top supportive strategy to relocate talent: Immigration may be used as a consideration for meeting the whole family’s satisfaction with relocation. The ability for a partner or spouse to work may be just the right incentive to recruit an employee for an international assignment. The majority of immigration categories allow for partners or spouses to qualify as a dependent, subject to meeting the requirements. Whilst not having the automatic right to work, it is possible to apply for work authorization via a secondary process. The ability for a partner to bring in a second income or maintain career progression, should a prospective employer support the same, can make an offer more appealing relative to a recruit’s other choices.

always make sure that candidates fully understand the offer, what they need to cover themselves if applicable. I personally find a conversation about what they think the role will look like and also living in another country with possible cultural and economic differences is important from the start. From the employer perspective support for managers and how to get the best performance from the new team member makes all the difference. We have even developed a special workshop for managers and team leaders to help educate them too.

Absolutely spot on! Financial assistance not only eases the practical challenges of relocation but also sends a powerful message - that your organization is committed to the well-being and success of its global talent. It's an investment in their comfort and confidence, fostering a positive and motivated workforce.

Offering comprehensive financial assistance for relocation and immigration expenses is a crucial component of supporting global talent. It not only helps ease the transition but also demonstrates a commitment to the well-being and success of your employees in their new roles. Another way outside of the suggestions given, if the company is able, is to offer one trip home a year. It’s important to remember that many of the employee’s family/friends are not local & having this option can truly support their well-being.

Providing financial assistance is one way to setup your employee for success. Allowing them to have a smooth transition/start. This will allow them to focus more of their attention in contributing to the company's growth.

It would be helpful for companies to have a global mobility policy with clear guidelines on financial assistance. Not all companies provide financial assistance especially if the role is on local employment terms and this must be discussed upfront with the candidates to avoid any misalignment.

Something basic but not happening: Offer substantial financial support by ensuring the employee receives a full salary equivalent to local standards. This approach not only aids in easing the financial transition for the employee but also demonstrates a commitment to equitable treatment, regardless of their country of origin

Absolutely crucial point! Offering cultural orientation and integration programs is not just about helping global talent navigate a new country; it's about ensuring they feel at home within your organization. It's an investment in creating a diverse and inclusive workplace where everyone's unique background is not just acknowledged but celebrated.

Implement a comprehensive orientation program that emphasizes inclusivity and community engagement. This should involve introducing new employees to their colleagues and the broader organizational culture, ensuring they feel welcomed and valued from the outset. Activities could include team-building events, mentorship programs, and social gatherings that encourage interaction and bonding. Additionally, providing information about local customs, social norms, and essential services can help them adjust more comfortably to their new environment. The goal is to create a sense of belonging and support, making the transition smoother and more enjoyable for the newcomers.

A majority of talents moving to a new country, have already been working with the company (or another company) in the country, or they have been there for business travel/ holidays. This gives some good insights. But it's not the same as living in the country. It might be obvious for many and less for others. A mentor from the company is a great solution. Local organizations are recommended as well and you can meet other people with similar situations. I would highly recommend that the company offer several kinds of support/guidance and make sure the talent is connecting. Again, what seems easy in the beginning, might become difficult with time! so it's important to push talents to accept guidance and support -even if they feel confident.

Depending on the company's budget however most cultural orientation/integration happens for seniors leadership or expatriate positions. As best practice, hiring managers and local HR can curate a short cultural orientation to integrate foreign talents.

'Starting from zero' in a new country is sometimes a terrifying prospect. International employees might be experts in their professional field but they will need guidance on local customs, behaviours, interesting facts and life in general. Having 'orientation committee' within the organisation would be helpful - it might feel like a lot to ask from your current employees but, in reality, you are already asking more from the one relocating.

Absolutely spot on! Leveraging technology isn't just about efficiency; it's about creating a seamless experience for our global talent. In an interconnected world, using digital tools ensures that everyone stays informed, connected, and supported, fostering a sense of belonging no matter where they are on the map.

Technology and communication are not just essential tools to support your global talent during and after their relocation and immigration. They are key tools to the success of everything. Technology platforms and systems do not only simplify and streamline but are fastest, cheaper and the easiest for relocation and immigration processes. As for communication, we all know that without communication; I mean, positive communication, nothing positive can can be achieved. Positive communication is about the greatest tool in any investment. Apart from it ensuring smooth and seamless relocation, immigration and settling, it ensures swift adaption, team work, results and profitability.

Feedback is very important for any organization that is committed to continuous improvement. Ideally, a short feedback form should be sent to the candidate after they have accepted the offer and completed all the onboarding steps. This form will provide insight about your recruitment process and where you might be able to improve. Another good time to send a feedback form is around week 2 of the employee joining onsite. This form should focus more on the relocation process, the support they received from their colleagues in the office, how comfortable they feel in their current environment, etc. This will help you identify gaps and make improvements in your relocation/integration strategy.

Feedback goals need to be comprehensive and focused on the experiences and usefulness in the beginning and also 90 days later. Consistency in that practice could give solid metrics for further improvement.

Feedback and improvement also gives your global talent a sense of recognition, belonging and appreciation which encourages the talent's better performance. Feedback and improvement equally goes a long way to aid the employer prepare and arrange better. It also makes and present the organisation as an employee and global talent friendly organisation.

Absolutely agree! Soliciting feedback directly from our global talent is like having a compass to navigate the evolving landscape of talent acquisition. Their insights are invaluable in refining our strategies and ensuring that our support programs align with their unique needs and experiences. Let's create a feedback loop that's not just heard but actively incorporated into our continuous improvement efforts!

Feedback is crucial. Any company starting their international talent recruitment will not know everything at the beginning, however, the process and post-relocation support can be improved if the feedback is implemented.

It should not be a one-time effort. There should be ongoing follow up to ensure the foreign employee is integrating well, coping positively and is not facing difficulties integrating.

Effective relocation and immigration strategies for global talent include offering comprehensive support packages that address visa and work permit processing, housing assistance, and cultural orientation programs. Tailor support to individual needs, ensuring family inclusion. Facilitate language training if necessary. Partner with local experts for seamless legal compliance. Maintain clear communication throughout the process to manage expectations and reduce anxiety. Additionally, provide ongoing support post-relocation to assist with integration into the new environment, helping talent to focus on their new roles with minimal distraction.

Me parece importante también tener en cuenta los tiempos, demoras y burocracias en los trámites de homologación de títulos extranjeros que en muchos casos obstaculizan la inserción laboral por años. Esta situación conllevan a problemáticas de psicológicas y de adaptación de los migrantes, por tener que acceder a trabajos subcalificados, precarizados para poder subsistir.

In my experience, fostering a sense of community among our global talent has proven to be a game-changer. Building virtual spaces where employees from different corners of the world can connect, share experiences, and support each other contributes immensely to their well-being and integration. It's more than just work; it's about creating a global family that thrives together!