- Nearly a third of employers responding to a recent survey said they use non-U.S. assignments primarily as a retention and development tool, a Feb. 18 Envoy report revealed.
- These "rotational programs" are used to reward to develop high-potential employees, Envoy explained.
- Employers said succession planning and difficulty securing U.S. work authorization also drive outbound immigration placement efforts.
As employers compete in a tight talent market, many are betting on benefits as a differentiator. Some have rolled out extended parental leave; others are hoping flexibility will sweeten the pot. Now, it seems some believe opportunities for foreign assignments will give their employee value propositions a boost.
But such plans may be easier said than done, experts previously told HR Dive. To start, employers must prepare workers for overseas assignments, Natalie Baumgartner, chief workforce scientist at Achievers, said. Leadership will need to ensure employees feel connected to one another, the host country's culture and the company's values, regardless of the location. To make this happen, Baumgartner said, "leaders need to make sure their overall employee integration strategy focuses on creating a positive work environment and an exceptional employee experience for all."
In addition, such offerings require short- and long-term plans and the right technology, Jim Link, CHRO of Randstad North America, added. Having local partners in place also can be key to ensuring that training and diversity and inclusion programs are effective, he said.