International hires are eager for work permits. How can you keep their expectations in check?

To manage international hires' expectations regarding work permits, provide transparent updates on the process and potential delays. Offer reassurances and support, such as interim remote work options, to keep them engaged and informed

To manage international hires' expectations regarding work permits, be transparent about the process and timelines from the beginning. Share a personal example where clear communication eased similar concerns. Educate them on potential challenges and legal requirements they may face. Encourage patience as bureaucratic processes can vary. Provide support and updates throughout the application process. Offer alternative solutions or opportunities within the organization if delays occur. Emphasize the company's commitment to compliance and fairness in handling immigration matters.

Managing the expectations of international hires regarding work permits is crucial to ensure transparency and avoid misunderstandings. When hiring international candidates, clearly outline the process and timeline for obtaining a work permit. Provide information on the requirements, potential challenges, and estimated processing times.

Clearly explain the work permit application process, including the steps involved,required documentation,& typical timelines.Keep candidates regularly informed about the status of their application & any changes or delays.Assign a dedicated HR representative to answer their questions and provide updates.Communicate the possibility of delays upfront & provide a realistic range of possible timelines.Direct them to government websites,forums,or legal advisors who can provide additional insights & support.Keep them engaged with the company through regular communication, updates about the company, and inclusion in virtual meetings or events.Share any efforts the company is making to expedite the process or mitigate issues.Celebrate Milestone

in my experience hosting a briefing call to provide the assignee with overview of the immigration process, documents required, timelines and possible expectations that may lead to delayed issuance of permit

in my experience, hires are usually not aware of the policy, in case where there are request that is outside of scope of business, i refer them back to have that conversation with their business

It’s helpful to understand each party’s expectations for long term, especially if it requires sponsorship by the employer for permanent resident status. If the foreign national wants to eventually become a permanent resident, the employer should be clear about their sponsorship policy if they have one and if they do not, they need to be clear about whether or not they will be open to considering sponsorship. It is important to be consistent with any policies related to immigration.

Cuándo hablamos de gestión de talento hablamos de organizar personas y para esto es importante contar con procesos, beneficios, reglas y políticas claras; cuando vamos a gestionar personas a nivel internacional es aún más necesario que todos estos procesos, beneficios, reglas y sobre todo políticas de permiso estén claras y realizar los ajustes necesarios para cada país de ser el caso. La comunicación transparente y asertiva siempre será un gran aliado para el logro de todo objetivo.

Its the oldest issue in the book: international hires are being hired to the next possible date with no consideration of the real timelines. As a result, people get stressed, and teams cannot plan their workloads. In many cases, we hear from hiring managers: "had I known (the real timelines), I wouldn't have hired this person". Avoid all those issues by working with realistic timelines and realistic start dates

One thing that I’ve found helpful is to have a discussion with the hiring manager, HR/Global Mobility, the the foreign national to discuss the steps in the process, timeline, and potential bumps in the process. When everyone is involved, they can plan appropriately and have clear expectations.

One thing i found helpful is providing realistic timeline and not timeline +- to create favor on side of the caseworker. We have hires who are anxious and like to get things done quickly, adding or removing from timeline may cause negative effect than positive goal intended. Periodic update helps hires to understand they are carried along on every progress and milestone

We have found that it is helpful to provide documentation lists/expectations for specific work permits and to provide clear guidance on the fact that different work permits in a specific country may vary as may the requirements for work permits in different countries.

Well, this is doable for cases with alternative plans that does not involve resubmitting the application again.. I always enjoy to advise assignee based on current scenario's after assessing the correctness of the application

When hiring internationally, helping new joiners settle is crucial for a smooth transition. Here are some ideas to make the transition seamless and convince them to relocate: 1. Create an Informational Deck: Develop a guide to accompany the arrival. Include names of banks, electricity, phone and internet providers. Add relevant institutions, websites for taxes, social insurance, social assistance, real estate, schools, administrative organization... 2. Partner with a Relocation Agency: Governments sometimes offer financial support for relocation services, use it. If not, it can be part of the relocation package, this is a significant help in finding a new home. Make the relocation process easy and appealing for your new hires to join!

Consult with a legal or global mobility advisor early on in the process. These individuals have day to day knowledge of fluctuations in processing times and times taken to obtain each document involved - particularly where a government department is involved - and will be able to provide an estimate of these at the start of the process. They will also be able to help you plan ahead and outline contingencies - in case these timeframes do change. Only after you have consulted with an advisor should you communicate their advice/timeframes, and contingencies back to the employee. This will result in more clarity and less stress on all parties.

Staying Ahead of Legal Compliance in Talent Acquisition is crucial too! Laws change frequently and not every TA professional has a legal background or the time to address it. Here are practical solutions to help you stay compliant: 1. Mobility Services: If available, connect with them. Create a candidate template, get it approved, and update it every 6 months. 2. Consult a Lawyer: Without mobility services, a lawyer can help maintain up-to-date templates. 3. Partner with HR: Collaborate with HR to create the deck and subscribe to legal newsletters. 4. Follow Legal Experts: Join Facebook groups of expats and follow lawyers on Instagram for the latest updates. Stay compliant and informed! Note: Legal advice can sometimes be restricted.