Immigration Policies & International Relocation
In today's global economy, talent truly knows no boundaries. As companies search worldwide for top-notch professionals to fuel innovation and growth in a competitive landscape, countries such as Canada, Australia, Germany, and others are introducing immigration policies that make it easier for immigrants to accept opportunities in rapidly growing sectors. This blog explores how these immigration policies can allow companies to obtain the best talent when combined with an attractive international relocation program.
In recent years, governments worldwide have introduced immigration policies to address worker shortages and attract highly skilled talent. These policies often include streamlined immigration processes, significantly reducing the time and effort required to obtain work permits and/or visas for highly skilled workers. The goal for these types of policies is to create a pathway that broadens and diversifies talent pools with in-demand technical skills in key occupations. This allows companies to quickly recruit international talent to fill critical roles without long immigration-related delays. Canada, Australia, New Zealand, and Germany, to name a few, have instituted these types of programs and are now popular destinations for highly skilled talent, though each country has varying eligibility requirements and work visa options.
One specific example of an eased immigration program is Canada’s Tech Talent Strategy which is intended to position Canada as a global leader in tech talent and growth. The Tech Talent Strategy entices highly skilled tech professionals, prospective entrepreneurs, and digital nomads to come to and work in Canada. The Tech Talent Strategy includes improvements to existing programs such as the Start-up Visa Program for entrepreneurs that reduces work permit wait times, expands temporary permit length while waiting for permanent residency and prioritizes applications. To further assist employers and support Canada’s innovation goals, the Innovation Stream is expected to commence soon, which will exempt companies from having to complete the labor market impact assessment process for certain high-tech workers. Other measures under the Tech Talent Strategy include a dedicated work permit stream, which proved so popular that the 2023 applicant quota was reached on the program’s first day.
Let's look at what international relocation program considerations a company may want to take when leveraging these immigration policies to attract talented candidates.
Immigration Support
Work permit streams like the output of Canada's Tech Talent Strategy significantly reduce the time and effort required to obtain work permits and visas for highly skilled tech workers. However, support through a third-party immigration provider will ensure that the company is taking the most effective path to work authorization. Assistance with the process of applying for and covering the expenses related to immigration can ensure top talent has the guidance and support needed for a smooth entry experience. An immigration provider can provide critical counsel to ensure company recruiting efforts are effective especially when dealing with immigration caps, limitations, and documentation requirements.Relocation Support
One of the key elements of successful talent strategies is a supportive mobility program. Companies may be familiar with traditional relocation programs which offer relocation benefits such as tax counseling and assistance, pre-move visits, home sale or lease cancellation, destination home finding and settling-in support, temporary housing, household goods and pet shipment, final travel, and a miscellaneous allowance to cover expenses not specifically covered in policy.
Depending on the mobility goals and budget, companies may wish to consider a more flexible approach to their relocation program, such as core-flex. A structured core-flex program provides the needed support to a relocating employee yet gives flexibility to the company to vary relocation components by business need and budget. It also provides an employee with more control of their move by giving them the ability to choose benefits based on their cross-border needs. Under this type of program, the company may offer certain benefits as standard (core) such as immigration support and tax assistance while offering other benefits as flexible options. For example, an employee may choose a longer period of temporary housing as a flex option, in lieu of a pre-move trip option.
Whatever program design a company chooses, ensuring the new employee has the needed assistance to relocate efficiently is critical, especially when moving internationally. Top talent will expect support throughout their relocation process. Partnering with a relocation management company to administer the relocation program and guide employees through international moves allows employees to get settled quickly into the new country. In addition, an RMC will be able to guide policy and benefit development by sharing best practices and local knowledge, ensuring programs provide the level of support necessary for a successful, positive experience. The initial employee experience with relocation can have a direct correlation to employee productivity and employer satisfaction.
Acclimation Support
Companies that leverage eased immigration policies to bring in top talent are making an important investment in their workforce, so it is important that the recruited talent is not derailed by acclimation challenges in a new country. This holds true for the relocating employee’s family as well. Acclimation support has been proven to increase the return on investment for bringing highly skilled talent into the organization.
One option for tackling potential assimilation challenges is through a cultural training program which provides the candidate and their family with an in-depth awareness of the destination country’s culture, traditions, customs, religion, political philosophy, and business practices along with strategies for adapting to the new environment. It assists the candidate and family in developing the skills they need to live in a new culture and process the changes they experience as they settle in.
Another option for candidates and families coming from a country with a different language is support with sharpening their language skills. Being able to speak the local language provides a boost of confidence and makes it easier to complete day-to-day tasks such as grocery shopping. This type of support may be more important for the spouse/partner than the employee.
Both options can be provided online and at a reasonable cost.
A third option is to provide professional destination services to the employee and family. A local designated destination country representative will customize their services to the employee’s needs. This assistance can include area orientation, home finding, assistance with daily living issues such as establishing local bank accounts, advising on medical facilities and can ensure any required local registration processes are completed. Appointments with the consulate, social security office and schools can be arranged, as needed. This important service often frees up a company’s internal resources who may have been providing ad hoc guidance to their incoming employees.
Impact on Companies, Talent Management, and Talent Retention
These types of talent strategies are not only beneficial for the growth of a country's highly skilled workforce but also offer significant advantages to companies seeking to implement international relocation programs. The streamlined immigration process, diverse talent pool, and emphasis on skill development make these countries attractive destinations for top talent from around the world.
Moreover, the strategy's focus on innovation and collaboration provides opportunities for companies to retain their current talent by keeping them engaged in their career development.
Eased immigration policies create opportunities for organizations to implement hiring strategies to attract top talent more easily, retain them with growth opportunities, and potentially fill leadership pipelines, setting themselves up for long-term success in a rapidly evolving competitive talent landscape. Consulting with your RMC to analyze your policies will ensure your organization offers a program that provides the right level of support necessary to have attractive, competitive offerings with successful strategic outcomes in today’s talent market.