How to Recruit and Retain International Staff from Overseas

Recruiting and retaining international staff from overseas can be a smart and strategic decision for businesses in the UK. From finding staff, to applying via the correct channels and how to renew a sponsorship licence, there is a lot to consider.

There are many benefits to recruiting staff from overseas, including the ability to access a wider talent pool, the opportunity to bring in diverse perspectives, and the chance to expand a company’s global reach.

However, recruiting and retaining international staff requires careful planning and consideration of various factors, including obtaining a sponsorship licence, supporting staff with visas, dealing with language barriers, and providing other forms of support. Take a look at some ways to recruit and retain overseas workers, here…

Tips for Hiring Overseas Workers

Accessing Overseas Workers

One of the first steps in recruiting international staff is to determine where to find them. Businesses can advertise job openings on international job boards, post listings on their own website, or work with recruitment agencies that specialise in international placements. Social media platforms like LinkedIn can also be useful in reaching out to potential candidates. Additionally, working with professional talent acquisition experts can significantly streamline the process of identifying and engaging suitable candidates from abroad. These experts not only have an in-depth understanding of various markets but also possess a robust executive search strategy, ensuring that your recruitment efforts are both efficient and effective. Whether you are looking to fill a specific role or build a diverse team, these experts can help you create a tailored recruitment plan that meets your business needs.

Intra-Company Transfers

One option for businesses with an international presence is to use the Intra-Company Transfer (ICT) route. This allows businesses to transfer existing employees from a company branch overseas to a UK branch for a temporary period. This can be an effective way to bring in experienced and trusted employees to the UK team.

There are two types of ICT visas:

• Long-Term Staff Visa: for employees who have been with the overseas company for at least 12 months.
• Graduate Trainee Visa: for recent graduates who have been with the overseas company for at least 3 months.

To be eligible for an ICT visa, the overseas employee must have a job offer in the UK and be sponsored by the UK branch of the company. The UK company must also demonstrate that the employee has the required skills and experience to carry out their job in the UK.

Global Talent

The Global Talent visa is another option for businesses in the UK to access overseas workers. This route is designed for individuals who are recognised as leaders or potential leaders in their field, and who can contribute to the UK’s research and innovation sector.

To be eligible for a Global Talent visa, the individual must be endorsed by a recognised UK body in their field, such as the Royal Society, the British Academy, or Tech Nation. They must also provide evidence of their accomplishments and potential for future success.

Once endorsed, the individual can apply for a visa to live and work in the UK. The Global Talent visa does not require sponsorship from a UK company, which makes it a flexible option for businesses looking to recruit top talent from overseas.

Youth Mobility Scheme

The Youth Mobility Scheme is a visa program designed for young people aged 18-30 who want to live and work in the UK for up to 2 years. This can be a useful option for businesses that are looking for temporary staff or who want to offer international experience to their employees.

To be eligible for the Youth Mobility Scheme, the individual must be from a participating country, which includes Australia, Canada, Japan, New Zealand, Hong Kong, and others. They must also have a certain amount of savings, and provide evidence of their intention to work and travel in the UK.

While the Youth Mobility Scheme does not require sponsorship from a UK company, businesses can benefit from the program by offering temporary or seasonal work to eligible individuals.

In addition, the UK government operates a visa system that allows businesses to sponsor overseas workers. This process begins with obtaining a sponsorship licence, which involves submitting an application to the Home Office and demonstrating that the business is legitimate and able to meet the requirements of sponsoring workers from overseas.

Once a licence is obtained, businesses can then sponsor workers from overseas by issuing a Certificate of Sponsorship (CoS).

Obtaining a Sponsorship Licence

To obtain a sponsorship licence, businesses must complete an online application and provide documentation to demonstrate their eligibility. This includes providing information about the business, its financial standing, and its HR policies and procedures. The application process can take several weeks to complete, and businesses will need to pay a fee.

The Renewal Process

Once a sponsorship licence is obtained, businesses must renew it every four years. This involves providing updated information to the Home Office and demonstrating that the business is still eligible to sponsor overseas workers. Failure to renew a sponsorship licence can result in the revocation of the licence and the loss of the ability to sponsor overseas workers.

Tips for Retaining Overseas Staff

Once international staff members are recruited, it’s important to provide support to ensure their success and retention. Some tips for retaining overseas staff include:

• Providing support with visas: Visa applications can be complex and time-consuming. Providing assistance with visa applications and renewals can help ease the burden on staff members and demonstrate that the business values their contributions.
• Dealing with language barriers: For staff members who are not native English speakers, language barriers can be a significant challenge. Providing language training and translation services can help bridge this gap and make it easier for staff members to communicate effectively.
• Providing cultural support: Staff members from overseas may be unfamiliar with local customs and norms. Providing support and training on cultural differences can help them acclimate to the new environment and avoid misunderstandings.
• Offering relocation support: Moving to a new country can be stressful and overwhelming. Offering support with relocation, including finding housing and setting up bank accounts, can help ease the transition for staff members and demonstrate that the business values their contributions.
• Encouraging diversity and inclusion: Encouraging diversity and inclusion can help create a welcoming and supportive environment for all staff members. This can include creating employee resource groups, providing training on diversity and inclusion, and celebrating cultural holidays and events.

Other Options for Retaining Overseas Staff

In addition to the above tips, there are other options for retaining overseas staff. These include offering competitive salaries and benefits packages, providing opportunities for career advancement and professional development, and fostering a positive and supportive work culture.

Offering competitive salaries and benefits packages can help demonstrate that the business values the contributions of overseas staff members and is committed to their success. Providing opportunities for career advancement and professional development can help staff members feel valued and invested in their work, which can in turn improve their job satisfaction and retention.

Finally, fostering a positive and supportive work culture can help create a sense of community and belonging for all staff members, including those from overseas. This can include offering opportunities for team building and social activities, promoting work-life balance, and creating a safe and inclusive workplace environment.

Ready to Make the Most of Overseas Talent?

Recruiting and retaining international staff from overseas can be a valuable strategy for businesses in the UK. It allows businesses to access a wider talent pool, gain diverse perspectives, and expand their global reach. However, recruiting and retaining international staff requires careful planning and consideration of various factors, including obtaining a sponsorship licence, supporting staff with visas, dealing with language barriers, and providing other forms of support.

By offering support and resources for overseas staff members, businesses can improve retention rates and create a welcoming and inclusive workplace environment. This can lead to improved job satisfaction, higher productivity, and a stronger and more diverse team overall. With the right strategies in place, businesses can successfully recruit and retain international staff members and reap the many benefits of a global workforce.

Please be advised that this article is for general informational purposes only, and should not be used as a substitute for advice from a trained immigration or business professional. Be sure to consult an immigration or business professional if you’re seeking advice about hiring international people. We are not liable for risks or issues associated with using or acting upon the information on this site.