Easing global education concerns during the shortlisting stage of recruitment: 3 tips
by Edufax, on Aug 24, 2020 2:15:33 PM
Global education options are incredibly relevant to international hires with children. But with the range of possibilities out there, the international school system is difficult to navigate. A family that is moving across borders may feel overwhelmed — they don't know what global education looks like and can't really explore it from where they currently are. Hiring managers and global mobility managers tend to get a lot of questions from (soon-to-be) expats, especially once an assignment is on the table and a decision needs to be made. If a family has kids, they will undoubtedly want to know how an international relocation will impact their (not-so-)little ones. They’ll require an explanation of the international education system and education solutions.
This is particularly important to consider once you hit the shortlisting stage. If you want a candidate to go on assignment, you need to help address their family’s concerns. (Remember that global mobility is about supporting the whole family — not just the candidate you want to hire.) At the shortlisting stage, the hiring manager will be getting lots of questions regarding global education. As a global mobility manager, you can support the hiring manager throughout the shortlisting stage of recruitment. How? We'll give you three practical tips!
1. Be aware of deal-breakers early on
International hires have a set of expectations. They may expect the company to organize everything from A to Z, including the children's education. It's important to align your internal global mobility policy with these expectations early on. What's your version of duty of care? Where do you draw the line between your responsibility and parental responsibility?
Once you've got a clear picture of these things, sit down with the family and discuss the policy. Don't promise the world to them if you can't deliver on it. Instead, look out for signs where expectations don't match feasible deliverables. If parents are worried about global education matters, make sure you explain to them what you will and won't assist with. It's better to be clear upfront than to have an assignment break down further along the road due to misunderstandings.
2. Check in and follow up
After a great first conversation with a prospective international hire, it's important to check in and follow up with them. When doing so, don't merely talk about things like salary and housing. You should address any educational and socio-emotional concerns they might have with regard to their children and make it okay for them to discuss these. Remember that the hiring manager needs to take this step — after all, the candidate may be reluctant to bring up the topic, as they want to appear capable to the people who offer to hire them.
If a candidate is very worried about global education, don't leave them to their own devices. They'll Google the answers to their questions, which might very well upset them even more. Make sure they can talk to an expert who can give them the tools required to make a well thought-out decision, such as an education consultancy company. The latter can answer any questions regarding the global educational curriculum, assess a specific child's needs, and provide tailored advice.
3. Find the right educational fit
Especially in the shortlisting stage of recruitment, it can be helpful to discuss global education matters directly with the candidate. Both the global mobility manager and the hiring manager should be aware of how an international relocation may impact children, as well as what it implies for the potential move across borders. Some situations are complicated. If, for example, a child is learning to read and write, attending school in a different language can have long-term negative effects on the child. So, it's extremely important to ask about the children's age and development stage.
Here, it can be very useful to involve an external expert, such as an educational mobility consultant. If a family gets to talk to someone who has experience supporting families and creating educational, child-specific solutions, they will likely feel more comfortable. And if they actually go on assignment, chances are it won't break down somewhere halfway (according to the 2018 Relocating Partner Survey Report created by EY, 40% of assignments fail due to child-related issues).
Want to address global education concerns? Support candidates and their families!
The global mobility process encompasses many aspects. The children's education is just one of them. But it can be a decisive factor for candidates with children who consider moving to another country. Do you want to support them in the shortlisting stage of recruitment — and, if they go on assignment, make sure they'll receive guidance on the educational part throughout? Be sure to contact Edufax. Let's go the distance together!