Focusing on finding the best talent around the world is not enough to ensure that you will be able to effectively integrate these professionals into your business. It is equally important to focus on how company culture is able to make the relocation worth it. This means that everyone, from HR to project leaders to work colleagues have to come together to make sure that transition goes smoothly. In addition, it is important to consider factors such as the recruits’ family integration into the community to ensure that your new talent wants to stick around. 
In today’s day and age it is important to realise that the competition to secure talent is a serious business. It is something that boils down to more than the money that a company is willing to pay and how much HR is willing to listen—and, to be successful, it is something that has to spread into the culture of the company and community.  By going the extra mile to help new employees be successful in their (and their family’s) social integration, a company is, essentially, protecting their initial investment in this professional. Anything less and you are risking that the headhunting and relocation of the employee was for naught as they are likely to move on to a place where their social integration is guaranteed. 
With the Global-Spin Programme we dedicate a whole section to the recruitment of global talent, including tips on how to keep your best and brightest interested and motivated. Sign our manifesto, join the Transnational Entrepreneurs Forum, and stay tuned for more information about the launch of our pilot sessions if you are interested to learn more!