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October 2020 3 mins

3 things to have in mind when hiring your first international employee

Take care of your international hires by understanding cultural differences, managing bureaucracy, and streamlining onboarding to ease their transition into a completely new life.

Never has the importance of international talent acquisition been more critical than in the pandemic economy. With changing global markets and increasing economic uncertainties, the value and competitiveness of talent mobility has increased exponentially. However, when hiring and onboarding your first international employee there are several key factors to take into consideration to ensure a successful relocation. 

Cultural differences

Organisational culture greatly benefits from an open and accepting environment. When hiring your first international employee it is crucial to have cultural conversations early on. Employee relocation is an ongoing process that is individual to each and every person, there does not exist a silver bullet, or one size fits all approach. Talent acquisition processes require an assessment of fit with your existing organisational culture. It is imperative that you attempt to minimise the culture shock of international employees. In doing so, you will reap the benefits of maximising productivity and increasing retention rates. Understand the cultural differences of your prospective international employees and screen accordingly to ensure a value-add fit to your organisational culture. Localyze facilitates cultural integration with relocation case tracking and individual support. Case managers are assigned for every employee to provide personal support and guidance. Not only does this ensure a great relocation experience, but this halves your relocation support costs and saves 80% of the time typically required to onboard your international talent.

Rules, regulations, and bureaucracy

The broad range of perspectives and varying points of view that international employees offer is invaluable for fueling innovation and creative solutions. However, inherent in the talent acquisition and mobility process are the plethora of rules, regulations, and bureaucracy that vary from country to country. The most obvious of these are the necessity for visas and work permits. Even for veteran HR professionals, the visa and work permit application process is an arduous one that requires localised expertise, flexibility, and patience. Too add to the headache, this is not a one and done requirement, part of ongoing relocation support demands the renewal, reassessment, and potential upgrading of visa applications for each employee. This issue is not unique, we suggest that you take advantage of Localyze’s digital visa processing in partnership with the Business Immigration Service Berlin, providing preferential application processing and significantly reduced waiting times.

Another complication to be aware of when hiring your first international employee is the changing employment laws and legal requirements that vary by country. In onboarding your international hires, you will be bound by both the domestic employment laws, as well as regional legal requirements and protections for foreign workers. Before hiring internationally, you must ensure the thorough training and review of relevant local employment regulations to ensure compliance and avoid costly litigation issues down the road. 

Onboarding, time, and expectation management

70% of employees are more likely to remain with an employer for three years or more after an excellent onboarding experience. Onboarding takes time and is critical in talent acquisition and retention, especially now with changing entry and border restrictions. If onboarding is not managed effectively you run the risk of costly employee retention problems. The business ramifications of employee turnover are enormous. Each departure costs about one-third of that worker’s annual earnings. According to PwC, 52.8% of employee turnover is due to career development, work-life balance, failed relocation, and poor wellbeing. Evidently, ensuring effective onboarding, time, and expectation management is paramount.

Studies have shown that employers experience 54% greater productivity from new hires when an effective and well managed onboarding plan is in place. Effective onboarding should not be an afterthought, rather your first point of call when hiring your first international employees. Utilise the expertise and experience of an international team that understands this.

Looking for help with your relocation or immigration cases?

We are here to help. See how in our relocation and immigration sections or directly schedule a free consultation with us.

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