Many organisations are reliant on recruiting high skilled employees both nationally and internationally. Many relocations fail. How to make this move a success? High skilled hires need a specially tailored programme that goes well beyond on-boarding.

What’s important to you in getting your new hire well integrated and effective?

  • You want your new hire to quickly assimilate to the company culture and ways of working
  • You want to minimise the disruption to the team of the new hire getting up to speed
  • You want to minimise the chances that the new hire is unhappy and does not stay with the company
  • You want to maximise the value of your new hire’s fresh perspective

Many companies have sophisticated programmes to achieve all this with their early career programmes, but for high skilled hires it is much more difficult. They are coming into substantive roles where they have to start delivering immediately. Their managers are less likely to be attuned to their development needs as they would be with people in their early careers. The type of people you are hiring are much more varied in their levels of personal and professional development. They may come from a wide variety of different national and company cultures and so they may each experience a different form of culture shock. A new hire from Columbia may experience their colleagues as uptight and rigid, whilst a German experiences them as vague and lax.

One approach to this dilemma is to make the solution employee led. He or she is the best person to identify their development needs. It’s hard to do this alone, so having something to guide, empower and support them could make all the difference in making the new job a success.

What might help?

  • An external coach has enough distance from the daily working pressure to be able to see the bigger development picture, and the right skills to help the employee recognise and fulfil their learning needs. International hires need a coach that is attuned to the international relocation experience.
  • Bespoke training that draws on the best thinking around on-boarding, first 90 days, cross-cultural training, personal and professional development can form a guiding framework for this special population.
  • Suitably trained, supported and engaged internal mentors can help the employee really find out ‘what counts around here’ and how to make an impact.

Current political uncertainty is only adding to high turnover of staff. Reducing that turnover by making new staff feel welcome and empowered within the organisation will be a significant contributor to making your talent strategy effective.

What’s your experience of getting your new hires effectively integrated? We would love to hear from you at