Tempting top tier talent into your backyard: 5 easy to implement tips

From accessing larger talent pools to diversifying company markets, attracting overseas top-tier talent to your company could be a game-changer. This is especially true for companies with offices in the highly competitive Middle East and North Africa (MENA) and Asia-Pacific (APAC) regions, who are known for attracting the best talent from around the world.

Ranking as the sixth best country for expatriates to live and work, the UAE has established itself as an attractive destination for expats offering a diverse and growing economy, competitive salaries, and a high quality of life. Singapore, as Southeast Asia's financial and technology hub, offers a dynamic and innovative job market for senior roles and is also known for its strong business environment and political stability. Whereas Hong Kong's position as a global financial centre makes it a hub for finance and business, drawing professionals from all over the world who are looking for challenging and rewarding career opportunities in a fast-paced, international environment.

Although many destinations across the MENA and APAC region offer a unique blend of economic, cultural, and lifestyle benefits that make them popular choices for employees, companies need to do more. A competitive salary alone is no longer enough to attract the best candidates, and businesses must look at offering an all-encompassing relocation package to set themselves apart.

From family visas and relocation agents to offering a comprehensive schooling allowance, in this article, we will explore five easy-to-implement tips that will help your company create a relocation package that will entice top-tier talent to stay ahead of the competition and improve long-term success.

 

Cover the basics: flights, accommodation, and family medical/visa

Offering support for flights, accommodation, and family medical/visa is the backbone of any successful relocation package as it goes beyond only providing a competitive salary.

Accommodation assistance is crucial for candidates who may be unfamiliar with the local rental market or unsure of the best neighbourhoods for their needs. For example, approximately 80% of Singaporeans reside in public Housing and Development Board (HDB) housing. Although expats are permitted to rent HDB accommodation, the existence of non-citizen quotas limits their availability.

Offering support with family medical and visas can be one of the most significant benefits of a relocation package. Navigating the often-complicated process of obtaining visas and work permits can be overwhelming, particularly in countries with complex immigration systems. In terms of medical treatment, expats in Dubai may find the basic DHA compliant medical plan inadequate and must opt for costly private healthcare. Providing employees with comprehensive medical insurance can help mitigate unexpected expenses and ensure quality healthcare.

In Short, including them in your relocation package not only helps to take away the significant stress of handling these logistical matters but also shows that the company values their employees' success.

 

Schooling allowance

When it comes to relocating, parents often prioritise the quality of education for their children, which can be a significant factor in their decision-making process. This concern is especially crucial in regions like Dubai and Hong Kong, where private schools are prevalent, and tuition fees can be a significant expense for parents.

All children aged 6-18, including expats, are required to attend school in Dubai. While Emirati nationals can attend government schools for free, expats must pay for both public and private schools. Arabic is the primary language of instruction in public schools, but English is taught as a second language with a significant emphasis. With over 50 international schools offering more than 10 different curriculums, Hong Kong has one of the most highly regarded education systems in the world, giving expat parents the assurance of quality education for their children.

That said, providing a schooling allowance to cover the cost of tuition fees, textbooks, or other educational expenses can have a significant impact on a family's decision to relocate. Not only does it alleviate the financial burden on parents, but it also shows that the company values and cares about their employees' family well-being.

 

Relocation agent

Relocating to a new country can be a challenging experience that can impact both personal and professional aspects of an individual's life. The agent acts as a single point of contact, providing information about local culture and customs, finding a suitable home, assisting with practical matters such as setting up utilities, opening bank accounts, and obtaining necessary documents like visas and work permits.

By offering this valuable resource, employers can demonstrate their commitment to supporting their employees during the transition and attract top talent who may be hesitant about relocating due to concerns about the process.

 

Cultural training

Offering cultural training can make a significant impact in mitigating culture shock for employees moving to a new country. This type of training provides candidates with a comprehensive understanding of local customs, traditions, and values and can include language classes and cultural orientation sessions.

For example, named as one of the most densely populated cities in the world with a population of over 7 million, Hong Kong is a daunting place to relocate. Expats in Hong Kong should keep in mind the concept of "face" when engaging with locals. "Face" refers to an individual's reputation and dignity, and can be gained, given, or lost, making it an important aspect of social interaction. In Singapore, great respect is shown to the elderly, and the highest position in business is revered. The oldest or most senior person in a group assumes a leadership position, and it's crucial to introduce the most important members of your business first. Whereas, in Dubai the Islamic religion and traditional Arab culture significantly influence Dubai's arts and culture, with a prominent influence on the city's architecture, music, dress, cuisine, and lifestyle.

Ultimately, cultural training can help employees and their families integrate into their new surroundings and build relationships with the local community. By providing this type of training, employers can equip their employees with the knowledge and skills they need to navigate their new environment, whilst also promoting a workplace culture of diversity, inclusion and equity.

 

Offer unique perks

Offering unique perks can be a game-changer in setting your relocation package apart from the competition. While basic benefits such as housing and travel expenses are necessary, perks like language classes, a relocation allowance, and gym memberships can make your package truly stand out.

Language classes can help expats adapt to their new environment and communicate more effectively with locals, while a relocation allowance can help them experience the local culture and attractions. Additional perks such as gym memberships and car services can significantly improve the quality of life for expats and their families, making the relocation process more enjoyable.

By providing unique benefits that demonstrate your investment in their success and well-being, you can attract and retain top talent, increase job satisfaction, and ensure successful relocation.

 

Having worked with organisations in 14 countries across 2 continents, we know our stuff!

We’ve done the work, so you don’t have to, developing long-standing relationships and cultivated bases in the Middle East and Asia – it's what gives us an edge that others struggle to match.

We are committed to finding the best overseas employees for your organisation, whilst representing your brand with integrity and respect. With over 12+ years of success, it’s no wonder we’ve been able to build an unmatched network of recruiters that always deliver – whether it’s contingent, retained, or project-based; both with fast-growing start-ups, as well as industry giants