With recent announcements of freezes on immigration programs made by the governments of Quebec and Canada, the issue of retaining temporary foreign workers is, more than ever, a priority for employers recruiting beyond our borders. Since attracting international talents is time-consuming and costly, how can the onboarding process help retain temporary foreign workers in Quebec? Here’s how.
1. Creating an Inclusive and Welcoming Environment
A good onboarding process starts from the first interaction with the company and extends well beyond the initial integration. One of the first steps is to create an inclusive environment where international workers feel respected and valued, regardless of their culture or origin. They should feel that they are welcome and that their diversity is seen as an asset. Mentorship or buddy programs can also play a significant role. By pairing a local employee with an international worker, the company provides them with a reference point and valuable social support to help them integrate into a new and unfamiliar environment.
2. Offering Comprehensive Support
Beyond their professional integration, international workers face many challenges specific to their relocation. These include adapting to a different banking system, finding housing, or navigating the local healthcare system. A complete onboarding process ensures a 360-degree approach, including support for the families of international talents. For instance, the company could assist with housing searches or securing daycare spots for young children, thus helping workers become more autonomous and ready to work quickly. The idea is to simplify these steps so that workers can focus on their jobs rather than on relocation issues.
3. Facilitating Cultural Adaptation
Adapting to a new culture can be a significant challenge for international talents. The onboarding process could therefore include intercultural training to help employees understand cultural differences and become familiar with the company’s practices and expectations. Additionally, encouraging international workers to share their own culture fosters mutual understanding. Initiatives like social events, French language classes, cultural exchanges, or informal gatherings can also help build relationships and strengthen team cohesion.
4. Ensuring Regular Follow-Ups
The onboarding process does not end after the first few weeks of integration. To ensure the retention of international workers, it is recommended to establish continuous follow-ups, such as regular meetings with human resources to evaluate the employee’s well-being, gather feedback, and identify any potential difficulties. Such personalized follow-ups demonstrate the company’s commitment to the employee’s experience and long-term development. Regular feedback also helps adjust aspects of the integration process that may need improvement while reinforcing employee engagement.
5. Promoting Professional Development Opportunities
Any worker can be attracted by growth opportunities, and temporary foreign workers are no exception. Therefore, the onboarding process could also include information on training and career development opportunities within the company. By offering professional development programs, mentorship, or even internal mobility opportunities, the company shows that it invests in its employees’ careers and that it supports their progression.
In short, a well-designed and well-executed onboarding process plays a key role in the retention of international workers. It’s not just about integrating them into the company, but also providing them an environment where they feel supported, respected, and valued. By doing so, companies can turn new hires into loyal, motivated collaborators who are ready to contribute to the organization’s long-term success.