Expatriate workers are a valued portion of the global workforce. Ensure they’re onboarded correctly with these tips.
While visa and green card holders are often eager to join the U.S. workforce, many face hurdles. The antiquated U.S. immigration system is notorious for its arduously slow application process, and being separated from loved ones back home intensifies the stress of being in a new country and a new job.
At Envoy we strive to assist employers in creating the most inviting and welcoming experience for employees to help them thrive. Specifically, we want to see what visa and green card holders (“expats”) really care about — such as their top pain points, values and motivators — to effectively appeal to candidates and serve current employees. So we commissioned Harris Poll to survey 700 visa and green card holders to learn their experiences and priorities while living and working in the United States. With their responses, we built this five-step guide for creating the ideal expat experience.
Our survey discovered that the time between your candidates’ first screening interview and his or her first day of work should span no more than two months.
Taking longer increases your vacancy costs and could cause your candidate to accept a position at a competing company.
To attract high-skilled global workers in a super-competitive market, companies are offering robust perk packages that cater to the unique needs of an expat worker.
Top items to include in your offer letter:
Seventy percent of visa holders said a green card sponsorship policy is very or extremely important in deciding whether they’d work for an organization. Not having a program in place can cause to you lose out on top talent.
Earliest – Immediately
26% of expat workers in science, technology, engineering and mathematics (STEM) industry had their green card sponsored right away, compared to 37% of expats in non-STEM fields.
Latest – One year after start date
18% of expat workers in STEM fields had their green card sponsored after one year of service, compared to 26% for non-STEM expat workers.
Green card sponsorship fees can seem like a hefty expense for a company, but employers are finding it worthwhile to foot the bill, as it encourages expat employees to remain with the company long term.
When employers are oblivious to workers’ needs, workplace dissatisfaction inevitably follows.
To ensure expat employees stay happy at work, offer:
In Global Talent Perspectives 2016, we also found that the following elements help reduce attrition.
Find additional insights on how to create the ideal expat experience in Global Talent Perspectives 2016.