Let's consider the international hire experience

Why should we consider international hire experience? Simply because we see it more and more from our clients. More international transfers (aka, permanent transfers, cross-border transfers, localizations, international new hires). And, we are not the only ones that have seen this happening now for quite some time. Last November, ECA International produced an article titled "Permanent Transfers - a growing trend." It found that nearly two-thirds of companies saw an increase in the number of permanent transfers as a proportion of all their international moves in the last three years. It also expected the proportion to continue increasing going forwards.

Then, the Expat Insider 2018 Business Edition Country Focus report examined expat assignees, international hires (perm transfers) and relocating spouses for China, France, Germany, Hong Kong, the Netherlands, Switzerland, the UAE, the UK and the U.S. It looked at relocation support into these nine destination countries offered by companies, the challenges of settling-in and making friends into those specific countries and reported out on the overall general happiness of each type. 

One of the big points: International assignees get way more than permanent relocations. It assessed that assignees get more managed move support and more money for their relocation and integration needs than international hires. The final analysis: While these practical support types are generally more commonly offered to both expat types, there is a clear divide between what’s offered by international recruiting and what’s offered by global mobility. 

Included in the report, because of this lack of support to international new hires/permanent transfers, these employees take longer to settle-in, have a worse mobility experience and are at a much greater risk of becoming a retention challenge.

Have you considered how your mobility program could better support international new hires?