Manage expectations for displaced talent

Transparency and communication are at the heart of a successful labour mobility program. It is essential to set realistic expectations so that candidates have a clear understanding of how the process will work, and the likelihood of securing a solution.

Labour mobility is a relatively new solution for displacement. At this point, only a small percentage of displaced people have secured international job opportunities. By being as open as possible throughout the outreach, assessment, recruitment and migration processes, organizations can help candidates manage their options and maintain a positive outlook.

The following messages are key for candidates and partners to understand:

• The recruitment process is employer-led. Employers have the final say in who they want to interview or hire. For the most part, the outcome depends on candidates’ skills and suitability for the role, not their needs or vulnerability. 

• The recruitment process is competitive, and candidates have a critical role to play. Labour mobility is similar to any other recruitment process: candidates who meet the requirements and excel during interviews are more likely to succeed. 

• Candidates can improve their competitiveness. Candidates can increase their attractiveness to employers by improving their English language skills, preparing high-quality CVs, and preparing thoroughly for interviews. 

• Language skills are particularly important. Candidates need strong language skills, often English, to sit for interviews and fulfill the legal requirements of the immigration process. Language skills can be the best area to focus on if candidates are looking to proactively improve their chances of receiving a job offer. 

• Candidates can register their profile in the Talent Catalog if they would like their profile to be shared with interested employers. Once a candidate has registered, they can update their profile as often as they would like. 

• Status updates may not be provided. Once signed up to the Talent Catalog, candidates are generally only contacted when an opportunity arises that matches their skills. Considering the high volume of candidates, providing individual updates to each person who has expressed interest may not be feasible.
  
• Candidates should be encouraged to also search for jobs themselves. Candidates can apply for roles using Linkedin and other job search sites as well as special refugee job matching initiatives in various countries. 

• A job interview does not guarantee a job offer. Employers make all hiring decisions, and a managing organization’s job is to enable the process. Receiving an invitation to interview with an employer does not necessarily mean that the employer will make an offer. Candidates should be encouraged to feel proud of being selected for an interview, regardless of the outcome, as this is a good sign that they are in a competitive position. If they are unsuccessful, this is perfectly normal, and it is a learning opportunity for the next interview.

• While success isn’t guaranteed, the opportunity can be transformational. As is true in any recruitment process, only a limited number of people will receive a job offer. However, the recruitment process can help prepare displaced talent to apply for other opportunities – and for those who do secure a solution, it can be life-changing.