Global mobility process: 5 key recommendations on children's education global mobility managers should make to hiring managers
by Edufax, on Sep 21, 2020 1:21:35 PM
The global mobility process consists of many facets. That is why it's important that global mobility managers are involved in the process as early as possible — preferably during the hiring process. Whereas you know a thing or two about educational mobility, the hiring manager usually doesn't. And at this stage, they are the ones who need to support international candidates who have to make crucial educational decisions for their children.
If hiring managers don't do this, parents will search the internet for information on educational solutions And they tend to focus on the short term. They easily get bogged down in practical concerns such as application processes, which is why they fail to see the big picture — including potential pitfalls and a plan B (which may be needed if, for example, there is no space available in the preferred school).
The point is, parents should start by unearthing the best educational option for their child. They can't go about it by themselves — navigating the international school system requires expertise and experience. So, they will ask the hiring manager for advice — who, in turn, will have to rely on the global mobility manager's recommendations.
As a global mobility manager, how can you best help your co-worker facilitate the educational part of the global mobility process for future international hires? In this blog post, we list 5 key recommendations you should make to the hiring manager!
1. Help parents make informed decisions
As international hires usually make decisions in a stressful period, they don't have the emotional space to adopt a long-term view and make informed decisions. You need to help them see beyond the upcoming move — one day, they will probably return to their home country, which is something they need to keep in mind from the get-go. It should be taken into account when researching educational solutions for the children so as to avoid problems later down the line.
2. Provide a listening ear and hands-on advice
The children's education is one of the most sensitive, personal things families need to organize when moving across borders. So, parents will want to know whether they're doing the right thing, and they'll often seek confirmation. But it can be difficult for them to express their concerns to their (future) employer — few people want to share personal issues when communicating at a professional level. Likewise, it can be difficult for hiring and global mobility managers to tell parents they're going about it the wrong way. It's important to take these things into account when discussing educational solutions with international hires.
If you feel that it really complicates the global mobility process, you can hire an education consultancy company. Often, parents find it easier to share their concerns with an external party, which can provide them with independent advice.
3. Don't be penny-wise and pound-foolish
At the HR level, it often boils down to cost. But if an employee is valuable and you want to keep them on board, you will need to invest in them. The cheapest solution now may not be the most cost-effective one in the long term. If the company needs to spend a little more on an educational solution for the children, the hiring manager should consider it a long-term investment.
That said, it's not always necessary to give parents exactly what they ask for throughout the global mobility process. Some parents believe the most expensive school is automatically the best, which is not true. Whether a school is suitable for a specific child depends on their individual needs. What's important is to determine this with great care.
4. Think outside of the box
Sometimes, it may appear that a location doesn't have any suitable educational solutions. Before canceling the assignment, consider out-of-the-box options. Perhaps a school with a decent curriculum and atmosphere where the child will feel at home has recently opened its doors, but isn't on the internet yet. Or, distance education could be a good alternative. Remember that a difficult situation is not necessarily an impossible one. However, you may need to look at options you're not yet aware of.
5. Don't put the cart before the horse
Last but not least, it's important to address the children's education before sealing the deal — in other words, throughout the hiring process. Education is a fundamental pillar in the recruitment process and could be a selling point for recruiters. At the pre-hiring stage, an (external) educational mobility consultant can point out potential solutions and red flags based on a child's age and current and future location. Of course, these are initial recommendations. But by initiating the global mobility process this early, everybody can make more informed decisions — which means this blog post has come full circle, as this was the first recommendation we made!
Need expert support throughout the global mobility process?
As a global mobility manager, you support families and try to take the weight off their shoulders. Are you looking for a partner that can take on small or large chunks of the educational part of the global mobility process? Edufax is happy to help. Families, employers, and schools have relied on our global mobility advice since 1992. Contact us to find out how we will go the extra mile for your international hires.