Building the ideal employee lifecycle for your expat employees can seem like a daunting task, especially when there are so many little things to consider. However, data shows that organizations with a standard onboarding process experience 54 percent greater new hire retention and that 69 percent of employees are more likely to stay with a company for three years if they experienced a great onboarding process – indicating that the upfront investment is well worth it.
We all know that employee experience matters. Every stage of the employee lifecycle impacts your company’s bottom line resulting in everything from unexpected turnover to lower employee productivity. So, how can you prevent a negative impact by ensuring that each stage is optimized and how does the employee lifecycle shift for expat employees? For starters, both the immigration process and relocation process can become game changers for your employee’s experience.
Before looking at the immigration and relocation processes, it’s important to note that in building the ideal employee lifecycle, it’s vital to understand customer journeys in general. The peak-end experience model, which states that the more intensive the peak the more positive the end, the better the evaluation of the overall experience, is widely used by customer experience consultants. It’s relevant to all situations, especially employee experience. Certainly, there will always be peaks and valleys throughout the experience, but how can employers maximize the peaks and minimize the valleys to the overall experience leaves a positive impression?
One way is to be clear about the assistance your organization will provide throughout the process. If your company assumes all fees for immigration-related expenses and offers an attractive relocation package, don’t be afraid to mention both throughout the recruiting, interview and offer stages. This positive reinforcement shows that it is a company priority to ensure every potential employee feels supported from the moment they begin interacting with you. If you don’t currently offer immigration-related perk packages, you could be missing an opportunity to attract more talent to your organization.
More than 83 percent of employers, based on Envoy’s Immigration Trends Report 2017, stated that they offer immigration-related perk packages, including paying for travel, housing, immediate green card sponsorship and more. In addition, by offering relocation packages, which can include cultural assimilation training, full-service moving transportation and assistance with settling-in services, can be the difference between an employee feeling supported and having one foot out the door.
For more details on how to craft an ideal employee lifecycle for your expat employees, watch our webinar, “Building the Ideal Expat Journey” on demand today.