The InterNations Business Solutions Consulting Team interacts with global mobility and HR professionals on a daily basis and are well-informed about global talent mobility trends, as well as the needs of foreign assignees, international hires, and relocating spouses. They share some of their key global mobility and international talent acquisition learnings of 2018.
Christoph Zeinecker, Head of Business Solutions at InterNations
"Companies tend to simplify complex scenarios into standardized processes or policies. A good example is the lump-sum approach, which reduces the admin impact on global mobility teams, but leads to misallocation of budgets. Very often services which are 'softer' or more difficult to measure, are bundled into a lump-sum. Intercultural and language training fall within this group. What's forgotten is how crucial these services and social integration are for assignment success — influencing ROI. Companies should focus on actively managing these 'softer' services, because in one way or another it will land on their desk in any case."
Lauren Eberl, Business Solutions Manager at InterNations
"International hires are a key segment in global talent mobility, yet they are often overlooked when considering the level of support they receive for settling into their new home country. Beyond the initial onboarding phase, this group is often left to sort out life abroad on their own, which can lead to unhappiness and early resignation. It is pivotal that employers expand their focus to also include international hires as a part of their expat scope. This will ensure that their international recruiting efforts are not in vain — especially when considering the ROI when an employee decides to stay."
Lindsay Lydon, Business Solutions Manager at InterNations
The adjustment process for the spouses of foreign assignees can be incredibly challenging as they are left to navigate the uncharted waters of their new home. Having access to a social network to adjust to their new life is key. Research has shown that the unhappiness of the spouse can negatively impact the overall happiness of the family unit. Ultimately, employee productivity can be affected and, worst-case, it can lead to assignment failure. Considering the cost that goes into relocation, organizations choosing to support social networking for relocating spouses can expect improved job performance and more successful assignments.
Maja Dotur-Milic, Business Solutions Manager at InterNations
"Statistics indicate that social integration is a very important factor for global employees and their families. Despite this, many global mobility professionals still do not feel responsible for taking care of the social life of their foreign assignees. Moving forward, there should be a better understanding of the needs that foreign assignees and their families have. Their needs are not only related to finances. While this is important, the need for meaningful human connections and interactions in the host location is as important and should be considered as such."
Derek Weiser, Pre-Sales Business Solutions Manager at InterNations
"There is an alarming disconnect and lack of awareness for the well-being of expats and their families. Companies offer incredible packages to relocate them, so little of which is intended to help them adjust to their new home, socially integrate, and find a community or purpose. Companies in Europe, for example, pay for their employees' health insurance, both physical and mental, but fail to realize that loneliness and the lack of socializing or purpose are some of the most prominent contributors to mental health issues. Expats can be especially prone to this, since most have to rebuild their social network abroad."
Expat Insider 2018 | Business Edition
A Look At Global Talent Mobility Through Expat Eyes