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Why Pre-boarding International Hires Starts with Immigration and Relocation Support
HR teams understand how critical effective onboarding is—but when it comes to international hires, the stakes are even higher. The Netherlands saw a 26% drop in highly skilled migrants in 2024, raising concerns for employers competing for global talent. When the onboarding journey doesn't reflect the unique circumstances of internationals, organisations risk losing them before they even start.
What makes onboarding international hires different? Unlike local employees, international hires face relocation, immigration, and cultural hurdles before day one. To support them—and keep them committed—onboarding should start at contract signing, not on the first day.
By integrating immigration and relocation support into pre-boarding, HR can reduce stress, maintain engagement, and set the stage for long-term success.
The Difference Between Onboarding Local and International Hires
Most organizations have well-established onboarding processes for local employees, focusing on company culture, role-specific training, and team integration. However, international hires require additional support to address their unique challenges. These include navigating visa and work permit requirements, finding housing, adapting to a new culture, and supporting family members through schooling and social integration.
Failing to provide tailored support can lead to confusion, stress, and disengagement, increasing the risk of early turnover. For international hires, onboarding isn’t just about their first day at work—it’s about helping them settle into a new country and life.
The Critical Role of Pre-boarding
Pre-boarding refers to the period between contract signing and the employee’s first working day. While many companies wait until day one to start onboarding, this can be too late for international hires who face lengthy visa processes, housing searches, and other preparations.
Starting onboarding early keeps new hires engaged and reassured throughout potentially long waiting periods. Clear and ongoing communication about immigration progress, relocation support, and practical next steps reduces uncertainty and strengthens the employer-employee relationship.
Core Immigration and Relocation Support Elements in Pre-boarding
Effective pre-boarding for international hires includes several key support elements:
Visa and Work Permit Management: Timely application and follow-up on permits are crucial to avoid delays. HR and global mobility teams must keep hires informed and involved.
Temporary Accommodation and Housing Search: Helping new hires find short-term housing upon arrival and guiding them in the search for permanent homes reduces stress and logistical challenges.
Cultural Training and Settling-in Guidance: Providing information about local customs, social norms, and practical matters such as banking or healthcare helps international employees adapt faster.
Language Training and School Search: For hires moving with families, support in finding appropriate schools and offering language lessons eases integration and makes the transition smoother.
To truly support international hires, onboarding policies must go beyond standard orientation and explicitly incorporate global mobility elements. This means having a comprehensive, well-documented approach that tracks immigration and relocation milestones alongside traditional onboarding steps.
Clear roles and coordination among global mobility and HR teams, line managers, and external service providers are essential. Digital tools like onboarding portals and relocation management systems help deliver consistent, timely information.
By formalizing pre-boarding and global mobility support within your onboarding process for international hires, HR teams can reduce stress, increase engagement, and improve retention—crucial factors for success in attracting and keeping global talent.
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