We mitigate the risks of overseas talent returning home early
Companies invest heavily in attracting top international talent for their organisations. But this talent can come at a risk. There are numerous independent surveys and corporate HR publications that provide recommendations on how to improve employee relations, productivity, and retention. A significant finding in these publications is that we need to look beyond the employee and acknowledge the strong influence their partner has on whether they will depart mid-contract.
While the employee immediately becomes surrounded by social interaction in the workplace, the relocating partner is socially isolated until they properly integrate into their new community, which can usually take over a year. The partners have left behind family, friends, and for many, their career. Some will seek employment when they arrive, but the hiring process can often be slow. It's not a matter of ‘if’ they will experience a sense of loneliness and contemplate returning home, it’s a matter of ‘when’.