Support displaced talent to review a job offer and make an informed decision about migration

An international job offer has the potential to transform the life of a displaced person and their family. Candidates must consider not only the conditions and requirements of the job but also the stipulations of the immigration pathway associated with the job and living conditions in the destination country. Candidates may have little to no exposure to the country and community they are being asked to consider moving to. Talent-facing organizations can play a helpful role in supporting displaced talent to conduct research and make an informed decision about their employment and migration opportunities. 

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Request a written job offer

As part of the immigration process, employers will need to provide a written offer of employment. Displaced talent or organizations supporting them can request that this offer include comprehensive information about the conditions of employment and associated benefits. 

Assessing a job offer for immigration eligibility 

Labour visas often require that an employer and job offer meet certain criteria to be valid for immigration purposes. 

These requirements might include: 

• The salary meets a government-regulated minimum;
• The employer has completed a labour market assessment demonstrating that they are unable to recruit for the same role domestically 
• The job meets a minimum duration or number of hours per week 
• The job requirements place it in a particular skill category

These requirements vary significantly by visa pathway and by country. It is important that organizations or employers collaborate with immigration service providers who are familiar with immigration pathway requirements and are aware of frequent changes in policy and regulation. 

Organizations should encourage candidates to seek advice and support before signing offers if they have any questions or concerns. Organizations can also be asked to be looped in the correspondence between employers and candidates around job offers to help facilitate the process.

Reviewing a job offer with displaced talent

The decision about whether or not to accept an offer of employment lies with displaced talent and their families. Organizations can help them make the best decision for themselves by reviewing and providing context on some of the following areas: 

Job requirements and benefits

Candidates may not be familiar with the benefits systems in different countries. Organizations can provide context and national benchmarks on topics like: 

• Compensation packages 
• Health care benefits 
• Vacation policies 
• Sick leave 
• Retirement benefits
• Other work flexibility
• Relocation packages (e.g., costs the employer is willing to incur to help the candidate and their family to migrate)
• Clawback provisions (some employers require that relocation costs may be repaid in the event the candidate leaves their position earlier than intended)

Organizations can also ensure that candidates have reviewed the job requirements and expectations thoroughly. Does the job have any unusual requirements like a driver’s license or personal vehicle or a willingness to work nights, holidays, or weekends? Are the requirements appropriate for the candidate’s skills and experience?

Quality-of-life considerations 

Organizations can also help candidates contextualize additional information like: 

• Location: Is the setting rural, suburban, or urban? 
• Transportation: Will a personal vehicle be required to get around, or is public transport available?
• Community: What is the composition of the community? Will there be others from similar religious, cultural or geographic backgrounds in close proximity? 
• Education: What educational options exist for children? 
• Employment: What employment options exist for other family members? 
• Climate: What kinds of temperatures and weather conditions should people expect?
• Resources for spouses: What other support exists for spouses, including language resources and upskilling opportunities?

Cost-of-living considerations

For many people living in displacement, the salary associated with an international job will seem incredibly generous. Organizations can help displaced talent contextualize their salaries with further information about the standard cost of living in the destination country. Some important topics to cover include:

• Cost of accommodation
• Standard rate of taxation
• Cost of standard goods and services 
• Cost of child care and education 
• Cost of vehicles and transportation
• Available benefits or income supplements in the destination country 

For many candidates, the tax rate of the destination country may be surprising. Organizations can help set expectations about how much take-home pay people can expect for the proposed salary. 

Organizations may want to support displaced talent to draw up sample budgets to give them an idea of how their income and expenses will compare if they accept the job offer. 

Reviewing an immigration pathway with displaced talent 

Migration programs include a complex mix of rights, responsibilities, and terms. As part of the informed decision-making process, organizations can support displaced talent to consider the impact the migration program will have on them and their families. Some important topics to review include: 

• Employer relationship: Is the visa status dependent upon employment? What options exist if either party terminates employment?
• Distribution of financial responsibility: Does the visa stipulate who is responsible for paying for certain parts of the migration process? 
• Duration of stay: How long does the visa entitle the applicant to remain in the country?
• Transition of status: What options exist to transition to other legal statuses once in the destination country? Is there a route to permanent residence and/or citizenship?
• Access to benefits: What public services is a holder of this visa entitled to?
• Restrictions on movement: What restrictions on leaving the country are associated with this visa, if any?
• Status of family members: What family members are entitled to move with the principal applicant and what will their status be?
• Opportunities for family reunification: Do any opportunities exist for family reunification in the destination country after migration?
• Risk of refoulement: What risks, if any, are there of refoulement (return to a country where one is likely to face danger or persecution)? 
• What to do in the event of employment breakdown or exploitative practices: what rights do displaced talent have in the event they lose their job or are poorly treated? What supports can they access in the destination country, including government authorities, migrant-serving organizations and unions? 

Managing organizations should use informed decision-making as an opportunity to educate candidates about their rights in the destination country and where to go for assistance.  

Reviewing costs of migration 

Migration can be expensive. While employers may cover some of the costs associated with moving, they are unlikely to cover all costs. Taking advantage of a job offer abroad may mean exploring multiple financing options. Read more about options to facilitate access to financing for displaced talent. 

Before a candidate accepts their job offer, organizations can offer support to make sure the candidate is comfortable with all the financial arrangements and understands the terms and conditions of each of their sources of financing. 

Including all decision-makers 

Although usually, only one person in a family receives an offer of employment, many immigration pathways allow for the immediate family members of the employee to travel alongside them to the destination country. When conducting informed decision-making sessions, it is helpful for organizations to include all adults in the family to be sure they are also well-informed about the conditions in the destination country and are also set up for success. 

Supporting displaced talent to negotiate a job offer 

Negotiating the terms of employment is a standard part of a recruitment process. While organizations will not negotiate the job on the candidates’ behalf, organizations can provide displaced talent with resources about negotiation strategies and support them to secure the strongest possible offer, while also offering context on what is standard in the destination country. 

Managing expectations about the immigration process 

Even after a job offer has been signed, the migration process can take a long time. Organizations can help set expectations for both displaced talent and employers about standard processing times for the relevant immigration program: 

• Visa processing timelines may vary depending on each file or case. There might be delays in processing if the government of the destination country requires more background checks. 
• Visa approval is at the discretion of the destination government. While signing a job offer is a major milestone, ultimately, the destination government will conduct its own thorough screening process before offering a visa. Visa approval is not always guaranteed.
• Visa processing time begins after all necessary documents have been submitted. The timeline for the immigration process does not begin after an offer is signed but rather after all the necessary documents have been uploaded and the immigration consultant confirms that the process has started.

Candidates should be advised not to make any major life decisions such as quitting their current jobs, terminating their apartment lease, etc. until their visas have been approved.