The Hidden Power of Migrants in the Workforce
I’ve done it. You might have done it too. If not, I’m sure you’ve thought about it. At some point in life, most of us contemplate relocating from our home town to experience more of the world, to get a better job or just for a change in scenery. This dream is currently a reality for over 230 million people worldwide, and that’s only counting those who are living outside their country of origin. There are countless more people who stay in their country, but relocate from small towns to the big city, or between cities.
Some countries, such as the UK, India and Russia are in the top 10 lists at both ends of the scale, with millions leaving and arriving each year. When it comes to job hunters, big name locations such as London, Silicon Valley, Mumbai and Xiamen are extremely attractive destinations, but there is no guarantee of finding work. While there are a number of reasons for people to migrate, economic migration has become trending news and often, sadly, with negative connotations.
Put simply, economic migration is relocating for the purpose of finding a better job to improve your standard of living. So why are migrants viewed negatively? Surely if someone had the drive, method and commitment to go through a large relocation they have transferrable skills that you can put to use. Ask yourself, what skills does an economic migrant have?
Unrecorded Skills
An OECD working paper showed that almost one third of immigrants to member countries were tertiary educated, and this is something that will be clearly on an applicant’s CV. But take a moment to think about what skills a migrant may have omitted from their CV. Moving house is a challenge. Moving region or moving country is a challenging set of tasks on an epic scale.
migrant workers
Project management:
Migrating is a big decision and there are several steps involved. If you’re viewing the CV of someone who is new to your city, think about the process that got them there. There would have been a decision made about where to move, how to get there, how to find accommodation and which companies to target. There could also have been extensive networking and timeframes set as to how long to allow before moving on again. Have a look at their online profiles on sites such as LinkedIn or online CV databases. How recently was their profile updated? Also, are they applying for a job that is at a lower level to what they have done previously? These things may suggest they are, consciously or not, practicing good project maintenance practices; reviewing, evaluating and adjusting the tasks and the expected outcomes to ensure the project is successful.
Relocating is also costly. Think about what kind of budgeting and negotiating may have been involved in finding the essentials, such as accommodation and transport. This information may not be on the CV, so if you see a CV from someone who has moved thousands of miles to apply to your company, don’t just think about why they did it, ask them how they got there.
Motivation and personal strength:
If things aren’t going well for one of your employees, how would you want them to deal with it? Complain about it, or do something about it? Someone who is facing a challenging situation beyond their control who chooses to walk out of their comfort zone and put all their faith in themselves is driven to succeed. They are motivated and have confidence in their abilities.
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Someone who chooses to put all their faith in themselves is driven to succeed.
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If you’re moving country, or even just across a large country, you need more than motivation. A successful relocation involves resources even beyond time, money and good management. You need to have excellent self-control. There is fear. There is uncertainty. Along with the high costs, there are higher risks. There is very little room for error in the planning process. Yet despite all of this, millions of people are successfully packing up their entire life in one country and moving to another.
Wouldn’t you want someone who has the sense and resourcefulness to weigh up these challenges, the skills to organise it all and the courage to actually pull it off?
Dedication:
As we know, if your employees feel appreciated, they will stay. If you’ve just uprooted yourself (and possibly your family) to travel hundreds or thousands of miles to a strange new place to begin all over, would you want to change again in a few months? Not likely. If you have a job that matches their skills and you’re a supportive employer then your new hire will stay, bringing with them their unique perspective, outside experience and determination to prove themselves. Everybody wins.
Making It Work
Understand the process of settling in
If you give someone the opportunity they have been dreaming of they will be keen to stay. Think about what support you could provide that would show your new starter that you appreciate what they can bring to the team. Could you provide them with language support? Buddy them up with someone? Even something as simple as a tour of the local streets around the office is a good way to show that you understand they will take time to settle and you are there to help with that process.
Collaborate
Include your new recruit in meetings right from day one and ask for their perspective after every meeting. There may be an issue you’re dealing with that they have seen before. While this approach is also useful with local new recruits, you may find out other useful information from someone whose experience comes from further afield, or from a different regulatory environment. They may know workarounds you’ve never thought of! Are they from a region that you are currently doing business with, or hoping to expand towards? Involving your new recruit in these discussions could see you expand your network very quickly.
Ask for advice
Depending on your location, there may be government agencies or NGOs who can assist you in placing and settling a migrant into your business. Even if you are experienced with hiring foreign recruits, keep up-to-date with current trends and support programs to ensure that you doing your best (and reaping the benefits!).
Seize the opportunity
So if your business receives a high number of applicants with a foreign background, take an extra minute or two to think about what’s really on offer. Yes, there may be some additional challenges that you would not face with a local recruit. But there is also a fresh perspective and demonstrable skills that can be put to great use by the business who know how to harness the power of a skilled, diverse workforce.