How do you measure and improve the retention and engagement of your international recruits?

1 Why retention and engagement matter

Retention and engagement are key indicators of how well you are managing your international workforce. Retention refers to how long your recruits stay with your organization, and engagement refers to how involved, committed, and enthusiastic they are about their work. High retention and engagement rates mean that you are providing a positive work environment, a clear career path, and a fair compensation and benefits package. Low retention and engagement rates mean that you are losing talent, wasting resources, and risking your brand image and customer satisfaction.

2 How to measure retention and engagement

To measure retention and engagement, you need to collect and analyze data from various sources, such as surveys, feedback, performance reviews, exit interviews, and turnover rates. You can use tools like employee engagement software, HR analytics, or retention metrics to track and compare the results. You should also segment your data by factors like location, role, seniority, and culture, to identify the specific drivers and barriers of retention and engagement for each group. For example, you might find that your recruits from Asia value training and development more than those from Europe, or that your recruits from Latin America need more support and communication than those from North America.

3 How to improve retention and engagement

In order to improve retention and engagement, you need to design and implement strategies that attend to the needs and preferences of your international recruits. A comprehensive onboarding and orientation program should be provided to give recruits an understanding of your vision, values, policies, and expectations, as well as connecting them with their peers, managers, and mentors. Additionally, a flexible and inclusive work culture that celebrates diversity should be offered to allow for a balance between work and personal life. Furthermore, a clear and transparent career progression plan should be developed to show how recruits can grow and advance within your organization while providing regular feedback and recognition. Investing in training and development opportunities that align with their career goals and interests is essential, as is creating a sense of belonging and community that involves them in decision-making and problem-solving processes. Finally, effective communication with your recruits should be maintained through multiple channels in different languages while soliciting their feedback and suggestions.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?