Talent Drives International ExpansionMarch 01, 2016
Last year, the EACC assisted several member companies in attracting and relocating global talent to their Greater Cincinnati facilities. German, Italian, Finnish, and French employees and their families relocated from Europe and China to our region.It usually starts with a simple phone call or email: "Can the EACC help us attract and relocate an international employee we really need for our operation here?"
Taking the tag line from EACC member The Xpat Desk, "Beyond the Boxes" is at the core of developing a successful relocation strategy. To be honest, Cincinnati is not at the top of the list of prime U.S. destinations for expats, and most importantly, their families. It is not that Cincinnati has a bad reputation. It simply has no reputation. Working collaboratively with our relocation expert partners, the EACC helps companies plan and execute successful attraction strategies for their international employees and their families. The EACC plays the role of the region's cheerleader, introducing the exciting and reliable quality of life assets of our region and bringing in expert partners to deliver on the intricacies of international relocation.
EACC Relocation Member Experts:
Comey & Shepherd Relocation
Corporate Rental Consultants
HUFF Realty Relocation
International Language Plus
The Xpat Desk
Vocalink Language Services
For a full list of EACC member experts, please consult the EACC Directory.
When your company is planning to relocate global talents to Greater Cincinnati or abroad, please give the EACC a call so we can assist you with the intricacies of international relocation "Beyond the Boxes."
The article below from Karen Finan of Gilman Partners presents international recruitment strategies:
Talent Drives International Expansion
Recruitment of a strong talent base is an important element of success and it must start from the inside. Companies relocating to the U.S. often face unanticipated challenges when identifying a new leader, team members, or trusted service providers. Where to look, whom to trust, and how to start the recruiting process are often top of mind – and should be.
In today’s market where passive candidates hold the advantage, securing key talent quickly becomes the top priority. And this is no different for companies squarely rooted in the U.S. There are ways, however, to prepare for the talent search before reaching out to prospective candidates or retaining a search firm.
Invest time in a position profile inclusive of the technical skill set and the softer skills relevant to the position.
Understand the compensation level for the position, what the market is paying both from a sector and geographic standpoint. The package should be inclusive of benefits – health options, vacation and sick leave, insurance, and retirement plans.
Identify expectations for new-hires at all levels. Communication, meeting schedules, reporting systems, and goals are a few topics of interest.
Cultural and time differences can create havoc if there is not an awareness or upfront agreement on what is expected and accepted. Long-distance management is tough enough; add a language barrier and international time line and it becomes more complicated.
Family and spouse considerations are extremely important in the recruitment of talent –whether the prospective employee will be transferring from abroad or are already located domestically. Understand the needs of the family, the spouse’s career options, and what is important related to education, housing and community.
Don’t underestimate the stress of international travel in concert with life balance. As the employer, provide resources to assist with arrangements and other details.
As an international company, identifying a reputable search firm through references from companies with similar experiences and needs can be extremely helpful. Ask for specific experiences, process detail, and fee structure. Insist on regular and timely communication. The investment made in a firm with the ability to place the right talent for your company can leave a lasting legacy.
- Karen Finan
Article via the Gilman Partners Blog.