The world today is characterised significantly by the impact of human activities that span national boundaries. These activities cut across various spheres of human endeavour — economic, social, cultural, political, technological, and even biological. The remarkable thing is that all these realms interact significantly, thereby creating a robust network of human relationships which define societies and have given impetus to the ever-growing wave of globalisation.
The ever-increasing migration of people around the world has been both a cause and an effect of globalisation. While technological innovations and human migration have propelled surges in globalisation, changes in policies, institutions, and cultural differences have restrained and in some cases threatened to stagnate it.
From interactions with expatriates at different occasions, I have learnt that very few of them are excited at the prospect of relocating to Nigeria for employment when first contacted. Some are heavily inundated with negative perceptions about the country, to the extent that they turn down employment opportunities in Nigeria. The fear of the unknown and the pervasive negative perception about Nigeria have, on some occasions, deprived worthy organisations — which are in dire need of certain expatriate skills — from actualising their aims.
The task of attracting seasoned expatriates to Nigeria should not rely on financial enticement alone. Research has shown that there are other potent factors to consider before taking up employment in a foreign country. HR practitioners and service professionals need to develop a workable expatriate recruitment and induction process which fosters management intent to attract and retain an expatriate workforce that supports business operations.
Create an Atmosphere of Expectation
HR practitioners need to create an atmosphere of expectation to negate the negative perceptions held by most foreign nationals about working and living in Nigeria. The point here is for HR practitioners to have expressive conversations with prospective employees — clarifying seemingly unclear issues about Nigeria and raising high expectations such that the impossible becomes a reality. The hospitable nature of Nigerians and the country's large, established expatriate community are two attractive points, out of many, that should be emphasised.
Provide an Opportunity to Test the Waters
Most people appreciate the opportunity to experience the future now — especially where the experience will assist them in deciding whether or not to make it a permanent one. HR practitioners should make spirited efforts to invite potential expatriate employees for a pre-assignment visit. This affords the expatriate an opportunity to have on-the-spot interaction with their future work environment and get acquainted with the social amenities and auxiliary facilities available to make their stay enjoyable and memorable.
Conduct a Robust Look and See Session
Life in a new environment, if not properly planned and handled, can be lonely, frustrating, and demanding. One of the most effective ways to ease the pressure on the expatriate is to take them through a well-planned and executed Look and See session. This is more of a hand-holding and introductory exercise. It involves visits to schools, shopping malls, cinemas, restaurants, clubs, and other key locations.
Prior to the visit, it is advisable to have the expatriate complete a need assessment questionnaire designed to elicit information on their areas of interest and expectations. Look and See sessions can become boring and tiring if not properly structured — a well-crafted itinerary, efficient time management, and robust knowledge of the city are all essential for success.
Conduct Country Briefing and Cultural Integration Sessions
One of the attendant challenges associated with relocating to a new country is culture shock. Several factors can improve receptiveness to a new culture and ease the integration process — including early planning and identifying appropriate change agents to facilitate integration. A well-structured country briefing and cultural integration session addresses initial challenges a new expatriate employee might face. It provides vital information that extols Nigeria's diverse cultural heritage, offers practical tips to help the expatriate adapt to the new work environment, and facilitates faster settlement into the prevailing social lifestyle.
Provide a Support Structure for Expatriates to Succeed
HR practitioners need to continually incorporate practices that support an organisation's ability to attract, engage, and retain diverse teams. A successful strategy for recruiting and retaining foreign talent in Nigeria includes supporting the needs of foreign workers and assisting with the integration process as they relocate. The support becomes even more critical where the expatriate is not accustomed to Nigerian business and cultural practices.
Conclusion
The effect of globalisation on modern-day business and the ever-increasing need to create a work environment that supports success has given HR practitioners an impetus to be more innovative, dynamic, and proactive. HR practitioners therefore need the right attitude, the right approach, and the right professional firm to support their efforts in managing the perceptions of their expatriate employees in Nigeria — and successfully integrating them into Nigerian culture.