4. Recognized Sponsor
Step four is key: to move the expat forward into employee status, you will need to become a recognized sponsor. You need to get in touch with representatives from the Dutch government and file the necessary paperwork to ensure everything can proceed according to plan.
5. The Visa
Organizing the expat’s visa or permit is step five, which is also one of the steps we referred to earlier in this article–this will make you an attractive employer, especially when you can get to it in a timely manner.
6. The relocation
Ultimately, there are many ways to take care of step six: relocation. Many expat employees will have their own preconceived notions of what a relocation package looks like. Does it include costs spent on the move, such as movers and airplane tickets? This is another opportunity to build rapport with future hires and ensure a happy launch into their new job. Make decisions about whether you will schedule “extras”, like a language class or a personal driver at the airport.
7. The Onboarding
Once you’ve made it this far, it’s time for onboarding. Step seven is important for any new hire, which includes expats once they’ve had a chance to settle into their home or rental. By walking them (and you) through these steps from day one, you’re simplifying the task at hand. Following these steps is one of the most simple ways to grow fast without sacrificing team quality or employee engagement.