When you bring in new employees from overseas, it’s important to deliver a positive onboarding experience and ensure compliance with the terms of their visa.
Onboarding is important for any staff member however, your processes and procedures need to be expanded when your new team member has moved to a new country as well as a new working environment.
Having supported several Australian businesses in this area, we know the following steps create a smoother pathway to someone becoming a comfortable and productive member of their new team.
1. Is the person right for the job?
Before they even arrive, it’s essential to ensure international talent will be allocated the specific responsibilities on their job description, and they have the qualifications and experiences which correlate to the role and with their visa.
For example, for a 482 visa, a candidate must have the relevant qualifications plus two years of relevant experience in their occupation. This experience needs to have taken place within the last five years.
If your business is hiring people on other types of work visas, it is important to review the conditions attached to their visas and comply with them.
As an employer, you can use Visa Entitlement Verification Online (VEVO) to confirm someone’s work and residency in Australia complies with their visa conditions.
According to the Employer Sanctions Act, employers must check work rights before and during employment. This ruling includes paid and unpaid employment (internships, volunteer placements). Your business can also be liable in respect to workers provided by labour hire companies or contractors/sub-contractors. Penalties apply, and Directors and Executives may find themselves personally liable.
2. Is the remuneration package appealing?
The best employers of international talent consider employee retention up front. When a newcomer arrives, they will be better placed to focus on their work if their package takes their circumstances into account and will incentivise them to remain with the business for a desired period of time.
An offer could be made more attractive with the help of:
- Salary above market rates
- Financial support for visa and relocation costs
- A supported pathway to permanent residency
On the flip side, your business needs to be protected as well. Document any costs taken on by your company and be clear about how relocation payments will be recovered if they leave ahead of their agreed time period with you.
3. Is your leadership team ready?
Managing a cross-cultural team can be challenging. Your leadership team will need to upskill in cross-cultural awareness to onboard and manage a diverse team. They may also need to adjust the organisation’s onboarding process to better help international employees settle into their new role and life in Australia to perform at their best.
A buddy program is another option; leadership and support does not always have to come from direct managers. Existing team members who are locals or expats may be interested in participating in a mentorship or buddy program to help provide a soft landing for your international employee.
Across the business, conversations around Diversity, Equality and Inclusion should be ongoing, especially if you have an international and multicultural workforce. A specific DEI program will help the organisation to get the best from their people’s skills within the workplace. The results of improved DEI can be profound, ranging from improved employee satisfaction and engagement to higher productivity and profitability.
| Corporations identified as more diverse and inclusive are 35% more likely to outperform their competitors. (McKinsey) |
4. Consider spouse and family
International workers often arrive in a new country with family alongside them or close behind. If you want to provide a positive experience, consider the happiness of the entire family unit, not only the person you have brought on board.
One of the biggest reasons for an expatriate returning home isn’t them; it’s because their partner or children struggle and want to return to their country of origin. As reported in a 2021 research document, “Organizational social support and logistical help such as schooling, housing and spousal employment aids expat to reduce the anxiety and ambiguity experienced during their process of cross-cultural adjustment to a foreign cultural environment.”
From subsidising childcare and English lessons to hosting family days or connecting with community groups, there are a number of options for your organisation to create a more holistically positive experience.
Like anything in business, hiring international visa holders can present stumbling blocks. If you work to have the right policies and practices as well as expert guidance, the process will be smoother and more beneficial for all involved.
5. Ensure compliance with visa conditions
Onboarding international visa holders requires additional administrative steps for HR and other teams.
When you have an international team member, keep a record of key information such as:
- Visa conditions and expiry date
- Roles and responsibilities permitted on their visa
- Changes to the employee’s responsibilities and job location
Be mindful of visas which require the holder to work in the approved occupation specified on their visa (the 482 visa is an example of this). If there are changes in duties, the Department of Home Affairs should be notified.
It’s important to track visa obligations and keep records to confirm they have been met. Set notifications with plenty of time before a visa expires so you can work with the individual to plan the next steps.
Finally, it will also be helpful to have a policy in place about what steps will be taken if a relationship breaks down and the visa holder wants to or is asked to leave their position.
