How to Build a Business Case for International Talent Relocation

As an HR leader, you’ve undoubtedly grappled with the many-headed challenges that come hand-in-hand with recruitment. You’ve likely struggled to fill certain positions. You’re also just as likely to have thought you’ve found an ideal candidate, only to discover they’re not in fact a perfect fit. And, more likely than not, you’ve felt immense pressure to speed up the time-to-hire and guarantee that the prospective candidate will be with your company for a long duration.

This is natural; these are pressures that come with the position. But you’re not alone. More than 30% of businesses in the Netherlands are struggling to fill positions. The biggest challenge is that there is a labour deficit in the country – there are more open vacancies than people available to fill them.

For many companies in the Netherlands, bringing in top talent from around the globe isn't just an option; it's a necessity. It can be the only way to stay competitive is to attract and retain top talent. There are some incredible benefits from hiring internationally, but convincing senior management and C-level executives to invest in expat relocation services is often not one of them. 

We’re here to help. This blog will help you create a persuasive business case that showcases the strategic advantages of moving international talent to the Netherlands. You’ll be armed with all the foundational information you need to present your relocation policy best practices.

You’ll learn:

• The strategic importance of global talent
• The skills to quantify the benefits
• How to present the costs vs. rewards
• How to respond to the most common objections
• The best practices when building a relocation strategy

Understanding the Strategic Importance of Global Talent

Start with the why. Why are you interested in hiring international talent? Fundamentally to fill a role. You have either had a vacancy open for too long or already know the challenges you’ll face by limiting your candidacy search to the local region. Widening the pool will give you access to so many people with the skills needed for the vacancy. More potential candidates give you a much higher chance to attract and retain key talent that will exceed expectations and drive your business forward.  

And then you have all the additional benefits – there are a lot! Global talent can bring a fresh perspective, new ideas and exciting approaches. They can help stop your business ideas from stagnating. This can lift the entire team up and you can see improvements in productivity and creativity across the board. 

Your company will have a richer and more diverse culture. This is great internally but it can also help access new and emerging market opportunities. You might be looking to target clients in Germany (as an example), and if you have someone who has relocated from Hamburg (again, an example), they’ll command the German language and have a deep understanding of cultural nuances. 

When you're outlining how to pitch your relocation policy best practices to sell a business case to your management, consider how these softer benefits might influence their decision. To make things even easier, here are three condensed selling points to support your relocation strategy: 

• Innovation and Diversity: Diverse teams are more innovative and better at solving problems.
• Competitive Advantage: Access to a global talent pool means you’re not limited by local labour market constraints.
• Cultural Synergy: International employees can provide insights into new markets and help establish a global presence.

You also have an Ace in your hand: the Netherlands is an easy sell and already a magnet for international talent. Did you know that the country has consistently ranked in the top 10 on the World Happiness Index for more than a decade? It’s a fantastic place to live. It’s a green country with a strong economy that champions a high standard of education and pushes for a strong work-life balance. It’s also incredibly multicultural and the Netherlands is home to more than 200 nationalities. For anyone looking to migrate from their home country, the Netherlands has some brilliant attributes.

Quantifying the Benefits of Relocation

Numbers often speak louder than words, especially to senior management. When you’re outlining your business case to present your relocation policy best practices to get sign-off for hiring international talent, you want to back up your argument with data – and there’s a lot of it. 

Every company and every sector is different so consider how best to position your case to senior management. What are the weak spots in your organisation or recruitment efforts which international talent can strengthen? 

A few common areas are: 

• Productivity and Performance: Studies show that companies with diverse teams outperform their peers by 35% in terms of profitability (McKinsey & Company).
• Talent Acquisition and Retention: Companies with strong relocation policies see a 15% lower turnover rate, according to LinkedIn.
• Market Expansion: Employees with international experience can facilitate market expansion and cross-border collaborations, contributing to a 20% increase in market reach (Harvard Business Review).

From this data, you can start building a strong case of how hiring internationally will not only meet your hiring needs but can have a huge positive impact on business growth. 

Cost-Benefit Analysis

Every business decision requires a calculation of the return on investment (ROI), especially with recruitment. Clearly outlining the costs is an important relocation strategy best practice. It’s no secret that the initial investment will be higher than when recruiting locally – more costs are involved, and it’s counterintuitive to skirt this. 

You want to present a detailed cost-benefit analysis in your relocation business case to address any potential financial concerns your management might have. Include both direct costs (visa fees, relocation packages) and indirect costs (training, cultural integration programmes), and balance these against the long-term benefits:

• Cost Savings on Recruitment: Hiring locally can be expensive, but relocating an already-vetted employee can offset these costs.
• Increased Employee Loyalty: Relocated employees often show greater loyalty, reducing future recruitment and onboarding costs.
• Enhanced Skill Sets: International talent can fill skill gaps that are hard to find locally, improving overall team competency and reducing the need for extensive training programmes.

What you have to argue for is time. A good relocation strategy will reduce time-to-hire and improve retention rates. The average cost for an open vacancy is €2,450 per week, so filling positions quickly can give your company an immediate return. Finding someone who will stay in the position for a long time also has many financial benefits. You won’t need to continuously invest in recruitment and onboarding; you’ll have improved productivity and ultimately a more suited person to their function, working at their full potential. 

Addressing Potential Objections

Expect questions and potential push-back from senior management. Critical feedback can help shape outstanding relocation strategies, so don’t let it derail you. You want to anticipate any potential objections and be prepared to address them. These concerns are naturally heightened when presenting a business case for the first international relocation. 

If your company has only ever hired locally before, it is likely that senior teams will have many questions. Some potential objections could be: 

• Cost Concerns: Emphasise the long-term ROI and how initial investments in relocation can lead to substantial long-term gains.
• Cultural Integration: Highlight programmes and strategies for smooth cultural integration, such as mentorship programmes and cultural training.
• Risk of Failure: Provide examples of successful relocations within the company or industry to demonstrate the feasibility and benefits.

Playing out the worst-case scenarios can be incredibly beneficial, not only to get a business case approved by the decision-makers in your company but also for when you undertake a relocation. By having a firm understanding of the potential shortfallings, you’ll be better prepared to support your international talent and you’ll know how to maximise the relocation experience. 

Creating a Detailed Relocation Plan

It’s time to move on to the how. How will you ensure a smooth relocation process and what are the steps to move someone to the Netherlands, settle them in and then ensure they’re ready to get stuck into their new role at your company? 

The relocation plan is important and will act as a blueprint for building the packages that are right for the relocating employee and your business. You want to ask yourself how you’ll tackle each stage, whether you’ll handle it in-house or lean on an external vendor for support (check out our 2024 Benchmark Report for more guidance). 

Key areas to include in your relocation plan include: 

• Pre-Arrival Preparations: Visa arrangements, housing, and initial orientation.
• Onboarding Process: A structured onboarding process to ensure the relocated employee integrates smoothly and starts contributing quickly.
• Support Systems: Establish support systems such as language training, cultural assimilation workshops, and local networking opportunities.
• Performance Metrics: Set clear performance metrics to evaluate the success of the relocation and the employee’s impact on the company.

Conclusion

Relocating international talent to the Netherlands can provide significant strategic advantages, from driving innovation to enhancing market expansion. By presenting a well-structured business case that quantifies benefits, addresses potential objections, and outlines a comprehensive plan, you can effectively persuade senior management and C-level executives of the immense value this move brings to the organisation. Take the first step towards building a stronger, more competitive team today.

References

1. Harvard Business Review. (2019). The Business Case for Diversity in the Workplace Is Now Overwhelming.
2. McKinsey & Company. (2020). Diversity Wins: How Inclusion Matters.
3. LinkedIn. (2018). Global Talent Trends Report.