Overseas talent can be a major asset for your company, but only if they choose to stay – and the onboarding experience plays a major part in that decision. Australian-based specialist accounting recruiter Michael Edelstein and New Zealand human resources consultant Sharon McDonald share practical advice on how to make sure the first few days set up new international employees for success.

1. Cover onboarding basics early

After travelling to more than 100 countries and placing hundreds of people from all over the world, Edelstein is very familiar with differences in attitudes, reporting structures and unspoken “rules of engagement”. He is sometimes surprised by how few firms get to grips with the basics.

“By the time they start, the new employee should know what time they’re expected in the office, where they should park and who they should ask for,” he says. “Their IT should also be set up and ready to use. I’ve had numerous candidates who spent their first week without a computer, logins or swipe cards. That’s not a good look – and not a great way to start.”

He also urges team leaders to establish performance expectations quickly and follow up with scheduled check-ins.

“I’ve seen too many busy managers fail to communicate their expectations and offer little in the way of training or guidance,” he says. “The new hire might end up being fired for lagging behind when, if they’d had adequate direction and feedback, things would have looked very different.”

2. Bridge differences with practical support

McDonald says personality plays a role across all cultures. “Whatever their nationality, you’ll find that some people enjoy being walked through the workplace and introduced to everyone there,” she says. “Others prefer to slip quietly into place and meet their colleagues naturally over a period of time.”

Bearing these personality differences in mind, Edelstein suggests organising for an enthusiastic employee to accompany the new hire on a tour of the workplace, make appropriate introductions and explain processes and workflows.

“When the new hire is from overseas, someone who can closely relate to them and give them tips on how to integrate as quickly and seamlessly as possible is ideal,” says Edelstein. “It’s also wise for the company to have a documented set of values and standard operating procedures.”

He adds that while employers can do a great deal to help the new hire settle in, they can’t shoulder the entire responsibility. “It’s up to the employee to build relationships in the company as quickly as possible, and to observe and integrate into the culture,” he says. “As an employer, you can’t be all things to all people.”

3. Help new hires feel at home

Arriving in a new country where you plan to live and work can feel intimidating.

“Even if the work goes well, your new employee might start to question their decision to relocate if they don’t feel comfortable in the community,” says McDonald. “Good communication makes a huge difference and, for me, that starts from the very first screening phone call. I then stay in touch, so they can raise any problems early and feel they already have a friendly, reliable point of contact.”

McDonald also helps to prepare them for life in the community.

“I put together a guide with recommended real estate agents, information on local schools, shopping and transport, and links to useful websites,” she says.

She also suggests that new arrivals watch local programs on YouTube and TV. “It’s a good, fun way for them to familiarise themselves with how we talk and our sense of humour,” she says.

A rewarding relationship

It takes time and money to find the right candidate, yet many firms put that investment at risk by overlooking the importance of onboarding. Whether a new hire comes from around the corner or the other side of the world, they’ll settle in faster and perform better when they understand what’s expected of them and have the tools they need to do the job. Onboarding isn’t costly or complex but, done well, it’s the first critical step to a strong, long-term working relationship.

Resources for overseas CAs

For internationally qualified accountants coming to Australia or New Zealand, CA ANZ offers a range of resources to help fill knowledge gaps and align skill sets with the local business landscape.

Learn about the reciprocal arrangements available to members of international accounting bodies that belong to the Global Accounting Alliance – plus how to fast-track entry to CA ANZ membership via the International Pathway Program.