Susan Craig has 8 years of experience as an educator and psychology-focused writer. In addition, she is a contributor to Mimeo.
Personnel onboarding is a priority task in the work of an HR manager. Many believe that onboarding, or adaptation, is the process of introducing a new employee to work and takes only a couple of days after hiring. In fact, it is a complicated procedure of getting acquainted with the corporate culture, the approaches adopted by the company to solving problems, and building effective interaction with the team. Recently, the task has become more complicated as employers are increasingly interested in remote workers and independent freelance contractors that often reside in, or come from, a different country.
The tendency to attract foreign talent is gaining momentum all over the world. A survey conducted by Harris Poll questioned 442 recruiters about why they are interested in the global workforce. And the results showed the following:
77% of companies believe this approach helps fill skill gaps;
76% of the respondents use this method to be competitive globally;
73% of businesses aim to adopt foreign market practices and cultures;
71% of companies plan to expand globally.
So what are the key elements of successful adaptation for non-resident employees?
Vital Stages for Foreign Employee Adaptation
Companies with poor onboarding programs are at risk of losing new employees within the first year. Still, Expat Insider 2019 Business Edition reports that 67% of international hires do not get enough support from their employer. Usually, it takes from three to six months for an immigrant to adapt to a new place. To smooth the difficulties during this period, the company needs to develop a clear-cut strategy that would hit two birds with one stone – welcome an individual to a new country and gain a new talent on the team.
Start with assimilation
A new country and culture is already a challenge for an immigrant. And the anxiety only grows if he or she has to immediately start working in these new surroundings. Therefore, it is vital to help a foreign employee navigate the everyday life routine at a new location. VPNs for Android experts recommend using video tutorials, useful online resources for cultural training and languages, and other immigration benefits.
Tell about your company
It is not enough to give a basic overview of the company policies and employee benefits. A new team member should learn the structure from inside. HR specialists at a writing company say that “Well-thought-out company content can tell about positive experiences in the team like dress code, lunchtime traditions, HR initiatives, and other things that contribute to company culture.” You may also want to appoint a mentor for a foreign employee who would be able to provide personal assistance on the queries that arise at a new place.
Outline job roles and expectations
Every employee should know the role he or she is going to perform. Moreover, the employee should realize how his or her actions will contribute to the general company performance. Alongside information on individual day-to-day operations, make sure to advise about company hierarchy. You can go through the departments and introduce the new employee, and encourage the newcomer to establish first contacts with key figures of the company if his or her position involves interaction with them.
Train a new employee
Conduct mini-training in the early days of employment. Introduce the new hire to the processes and procedures necessary to carry out first tasks according to the standards existing in the company. Training can be combined with the first tasks. The new employee should have access to all the documentation necessary for the most efficient performance of his or her duties. (If you are looking for a convenient, affordable way to print and deliver your training content, you should definitely explore Mimeo’s training solutions.)
Provide the employee with tools for easy and convenient communication with your HR department, IT department, and key people in other departments to build effective communication channels and successfully become a part of the team.
Support social integration
Every employee should be able to fondly remember their first day of work at a company. A small gift, like company SWAG that creates a sense of belonging, or a mini-party or another kind of positive activity will add optimism during the difficult stage of adaptation. Team building, various forms of business games, and rallying are also appropriate tools for the onboarding process. They boost interaction between a new employer and the team. The younger generation values social integration. So for the new hires, the successful welcome process is crucial.
Implementing a proper onboarding strategy for foreign employees brings many benefits to the company, starting with a boost in employee productivity and staff retention. And this approach is important not only during the first days of employment but in a longer perspective as well. Onboarding is a valuable investment that will result in long-term employee retention and company growth, thus it should be taken seriously.