Sarah Ketteler, Tobias Stahl & Kerstin Lange
A guide for effective talent acquisition and sustainable integration of international employees
#1about 6 minutes
Understanding Rosen Group's global business and talent needs
The company's work in pipeline inspection and data analysis drives the need for a diverse, global workforce with over 75 nationalities.
#2about 3 minutes
Introducing the People Integration and Mobility (PIM) team
A dedicated People Integration and Mobility (PIM) department acts as a single point of contact for international hires, managing a high volume of applications and transfers.
#3about 3 minutes
Navigating the three-phase international integration process
The integration journey is structured into pre-arrival, arrival, and post-arrival phases to manage everything from contracts to cultural immersion.
#4about 4 minutes
Providing practical support for relocation and housing
Hands-on assistance includes pre-relocation calls, a dedicated integration day for administrative tasks, and support for finding and securing housing.
#5about 2 minutes
Supporting employees and families with language and education
In-house language programs and a bilingual kindergarten and primary school help both employees and their families integrate into the new environment.
#6about 3 minutes
Building an inclusive culture through events and training
Initiatives like the "Colors of Rosen" event, participation in Christopher Street Day, and intercultural training actively promote diversity and inclusion.
#7about 4 minutes
Measuring the success of integration through feedback and retention
Employee surveys and high retention rates demonstrate the effectiveness of the PIM team's comprehensive support services.
#8about 4 minutes
Q&A on in-house services and hiring challenges
The team clarifies that most support is handled in-house and discusses how integration needs vary by individual personality and family situation, not just job role.
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