How to Remain Competitive in the Global War For Talent

In a fast-changing and high-competitive global workplace, what can employers do to ensure talent retention and acquisition? Jovana Vranic, HR Manager Technical Recruiting at XING SE, identified the following key steps organizations should take to remain competitive in the global war for talent:

  1. Offer tailored benefits: Employers need to think outside the box when it comes to recruiting and retaining global talent, considering carefully the support and benefits they should offer. Companies need to ensure that their recruitment processes are flexible and adaptive to each individual. It’s important to move beyond the one-size-fits-all approach and consider that different types of employees have different needs.

  2. Foster lifelong learning: Organizations should foster innovation and offer opportunities for creativity outside of the day-to-day tasks, providing training and development offerings as well as opportunities to attend workshops and events. Through these initiatives, employees can broaden their network, connect with like-minded professionals, and improve the existing internal processes and workflows.

  3. Provide seamless onboarding: Expat employees face many challenges when moving abroad. Employers need to ensure that their international hires and foreign assignees feel welcome and safe from the moment they arrive in their new location. During the onboarding phase, different elements need to be assessed, such as the background and culture the employee is coming from, taking into account their family situation, and considering their individual needs when it comes to support.

  4. Offer well-rounded relocation packages: Onboarding should go beyond the workplace.While employers often tend to focus on the logistical aspects of relocation and the initial onboarding of their international hires, settling in takes time. Employer support needs to reflect this, extending beyond the initial months of relocation and onboarding, and providing both practical and personal assistance, as ongoing social support will make global employees happy and productive in the workplace. Such assistance can take shape in many forms, such as hosting networking events for new employees, offering expat networking memberships, and providing language classes to support integration into the local community.

  5. Support employees’ families: Moving abroad means uprooting the entire expat family, and not just the individual employee. The integration of families abroad plays a big part in determining the success of international recruiting efforts and the retention of global talent. Holistic support helps employees and their spouses with the logistics of relocation, eases the initial onboarding phase when they first arrive in the new location, and supports the long-term integration of the expat family.

Read the full Ask the Expert interview with Jovana Vranic, HR Manager Technical Recruiting at XING SE, to find out more about the onboarding and integration support that employers need to provide to international hires and their relocating spouses.