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Last updated on 2024年8月12日

Facing uncertainties in visa and work permit policies, how can you ensure top talent stays with your company?

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In a world where visa and work permit policies are constantly shifting, securing top talent is more challenging than ever. As a company, you must navigate these uncertainties with strategic foresight and agility. The key lies in creating a supportive environment that not only attracts but also retains global talent. Understanding and adapting to the legal and bureaucratic hurdles is crucial, but so is ensuring that your top talent feels valued and engaged in their roles. This article will guide you through practical steps to keep your top performers on board despite the unpredictable landscape of international employment regulations.

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1 Policy Updates

Stay informed about the latest changes in visa and work permit policies to preempt any issues that could affect your employees. Regularly communicate with legal experts who specialize in immigration law to ensure you are up-to-date with the latest requirements. By doing so, you can provide timely assistance to your staff, helping them navigate through the complexities of renewing or obtaining their work authorizations. This proactive approach demonstrates your commitment to their well-being and career stability within your organization.

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2 Talent Engagement

Engagement is the cornerstone of retention. Cultivate a company culture that resonates with your global workforce by recognizing their unique contributions and providing opportunities for career advancement. Personalized career development plans and mentorship programs can help employees visualize a long-term future with your company. Regular check-ins and feedback sessions allow for open communication, ensuring that any concerns related to visa uncertainties are addressed promptly and effectively.

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Renata Calderaro

U.S. Immigration Attorney / CEO
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One of the most effective ways to keep international employees engaged is by providing clear opportunities for career advancement. This helps them see a long-term future with the company and demonstrates the company's investment in their professional growth. Mentorship programs can also be vital in talent engagement. By pairing international employees with experienced mentors, you can help them navigate the complexities of working in a new country and offer guidance on how to advance within the company. Mentors can provide invaluable advice on everything from understanding workplace norms to leveraging their unique skills in their roles.

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3 Compensation Strategy

Develop a competitive compensation strategy that reflects the value of your international employees' skills and experiences. This includes not just salaries, but also benefits tailored to their needs, such as relocation assistance or immigration support services. By offering packages that go beyond industry standards, you can make your company a more attractive option for global talent, thereby increasing their loyalty and reducing the likelihood of them seeking opportunities elsewhere due to visa or permit challenges.

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4 Remote Flexibility

Embrace remote work as a solution to visa and work permit unpredictability. If an employee faces visa delays or denials, allowing them to work from their home country can be a viable alternative. This flexibility ensures that their contributions to your company continue uninterrupted. Additionally, remote work policies signal to prospective employees that your company is adaptable and understanding of the diverse circumstances that international talent may face.

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5 Legal Assistance

Offering legal assistance to employees affected by visa and work permit issues can alleviate their stress and foster a sense of security. Partner with immigration attorneys to provide guidance and support throughout the application or renewal process. This not only helps in navigating the legal complexities but also shows your employees that you are invested in their right to work and remain with your company.

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Leah Kang

Special Counsel - Workforce Planning & Strategy @ EPG Group
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Consult with a legal advisor/immigration attorney on the ground in the country that the employee is working - on the employee's visa/permit length, renewal options, and opportunities to apply for residence moving forward - from the get go. Then communicate these to the employees prior to their relocation. These issues often have many trickle down implications for employees and their families and how they plan ahead - from anything to do with purchasing a property, to their children's school choices and fees. This will show your employees that you are conscious of the multiple facets to undertaking a new role in a brand new country.

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6 Retention Programs

Implement retention programs specifically designed for international employees facing visa uncertainties. Such programs could include extended leave policies until visa issues are resolved or even financial assistance for legal fees associated with securing work permits. By having these support systems in place, you send a clear message that your company stands behind its employees, encouraging them to stay committed to your organization through thick and thin.

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Facing uncertainties in visa and work permit policies, how can you ensure top talent stays with your company?

1

2

3

4

5

6

1 Policy Updates

2 Talent Engagement

3 Compensation Strategy

4 Remote Flexibility

5 Legal Assistance

6 Retention Programs

Global Talent Acquisition

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Facing uncertainties in visa and work permit policies, how can you ensure top talent stays with your company?

1

2

3

4

5

6

1 Policy Updates

2 Talent Engagement

3 Compensation Strategy

4 Remote Flexibility

5 Legal Assistance

6 Retention Programs

Global Talent Acquisition

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