Immigration & Employee Experience

<strong>Immigration & Employee Experience</strong>

In corporate immigration, there is this cruel and well-known law of “a file that starts badly only gets worse“. It is relentless, and anyone who has been immersed in the world of immigration for a few years will answer “oh yes, it’s crazy … ” with that look of “ understanding/still surprised” in their eyes. This terrible Murphy’s Law has of course a strong impact on the candidate’s employee experience. Here are some tips on how not to tempt the devil Murphy, and ensure your talents a great Employee Experience in immigration!

1. Recruitment: adopt the good practices

Recruitment = the first gateway to employee experience for talents.

Knowing the main lines of a country’s immigration, its major principles, its important actors and the concrete do’s & don’ts already makes it possible to navigate the murky waters of immigration and avoid wasting time, energy and money from the outset… to you employer, as well as to the future employee.

Without becoming an immigration expert, as it takes more than a few hours, having in mind the right questions to ask (nationality & dual nationality, current migration situation, accompanying family,….), the right documents to check (current residence/work permit, passport,….) and the appropriate red flags (“no, we can not hire him under business visa“) will already allow 1/ to frame the process, or even to not select this candidate and 2/ to contact the immigration provider with concrete information.

Discussing these topics upstream is important: depending on the country, the recruiter is not allowed to ask certain questions, to avoid discrimination. How to obtain this information, which internal processes to use, … are recurring topics during the training we provide and which always lead to an interesting reflection with, always in the line of sight, the Employee Experience.

2. Selection of the provider

In the comments left on our Google page often come up the words “available”, “nice” and “efficient”. Because ideally, an effective immigration provider combines expertise AND customer service – at least that’s our way of considering things at Oui Immigration.

A hyper-technical expert who has forgotten that he is also a service provider (everything is in the name) may not necessarily be the one who will give the best experience to your talent (and by extension, to you, HR / MI specialist), and will manage Murphy’s law badly if it happens.

Expertise, responsiveness and ability to put oneself in the shoes of others and to find solutions: these are certainly the criteria to look for first and foremost from an immigration provider. It’s a real partner you need, much more than just a provider.

3. Empower your Talent

An immigration proceduss is a complex step for both the host company and the talent. Ideally, it should take place in a flexible, fast way, and without it seeming a walk in hell for everyone. Here they are, the first steps of the Employee Experience: “my recruitment was fast and efficient, and my future company managed my immigration very satisfactorily  = I take my position full of optimism, gratitude and desire to return the favor to this company.”

Everyone has a very specific choreography to play in this ballet, and the talent too: if he takes 15 days to fill out an information questionnaire and send it back, everyone will be blocked. Making him an actor responsible for his procedure often makes it possible to better manage his expectations and above all, to move forward more quickly and serenely.

Because ultimately, Murphy’s Law is much more likely to develop on a poorly managed, poorly crafted and poorly framed file from the beginning – respecting these basic rules may help to start off on the right foot. If your talent then breaks this same foot after dropping his passport with his freshly obtained visa in the gutter ( true story….), there, unfortunately, we do not have an anti bad-luck solution. And you, have you experience the law of Murphy? We look forward to hearing your stories!

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