Top Tips for Supporting International Candidates During Relocation

By Emma King, Client Director

Relocating for a new role is exciting, but it can also feel overwhelming.

When you’re hiring international candidates, especially those moving to hubs like Dubai, your responsibility doesn’t stop at offer acceptance. In fact, that’s where the real candidate experience begins.

As a Client Director overseeing international recruitment alongside ATS and AI implementation, I’ve seen first-hand that the businesses who win long-term are the ones who truly support their candidates through relocation, not just recruit them.

Here are my top tips for making that process seamless, supportive, and successful.

1. Create a WhatsApp Group for Each Intake

One of the most effective things I recommend is creating a dedicated WhatsApp group for each start date.

This does two powerful things:

• It builds community before they even land.

• It reduces anxiety because they realise they’re not doing this alone.

Each week, I encourage clients to share:

• Big business wins

• Deal completions

• Performance shoutouts

• Office milestones

For example, if someone has just closed a huge deal or the company has secured a major contract, share it in the group. It builds excitement, reinforces momentum, and reminds incoming hires they’re joining a thriving business.

It subtly shifts their mindset from “I’m nervous about moving” to “I can’t wait to be part of this.”

2. Host Open Zoom Relocation Check-Ins

Relocation always brings questions.

Instead of answering them one by one, I recommend hosting an open Zoom session for each intake. Keep it informal and leave space for Q&A.

Common topics usually include:

• Visa process and documentation

• What to expect when landing

• Accommodation advice

• Banking and SIM cards

• First-week structure

• Commission structure and earning potential

This session becomes a reassurance touchpoint. It shows organisation, leadership, and genuine care.

Most importantly, it prevents small uncertainties from turning into big anxieties.

3. Become Their Go-To Contact

Your candidates are moving countries. They’re leaving familiarity, family, and routine.

Building a strong rapport before they arrive is crucial.

• Make sure they:

• Know who to contact

• Feel comfortable asking questions

• Receive regular communication

• Don’t feel “forgotten” after signing the contract

A simple weekly check-in message goes a long way.

When candidates feel supported before they arrive, they arrive more confident and confident hires perform better.

4. Leverage Social Media to Build Excitement

Relocation is emotional, but it’s also aspirational.

Encourage hiring managers and leadership to connect with new hires on LinkedIn and Instagram. Let them see:

• Office culture

• Team celebrations

• Lifestyle highlights

• The energy of the city

For candidates relocating to Dubai, seeing the lifestyle, success stories, and day-to-day buzz builds anticipation.

It reassures them they’re making the right move.

5. Provide a Clear Relocation Roadmap

Clarity reduces fear.

Provide a simple relocation checklist that covers:

• Visa timeline

• Required documents

• Medical tests

• Expected costs

• First salary timing

• Accommodation recommendations

When candidates know exactly what happens next, they feel in control.

6. Use Your ATS to Track Engagement

This is where your recruitment infrastructure becomes powerful.

Make sure your team is logging:

• Relocation progress

• Document submissions

• Visa updates

• Candidate concerns

• Communication history

Your ATS shouldn’t just track interviews; it should track experience.

When everything is documented, handovers are smooth, and no candidate slips through the cracks.

7. Celebrate Arrival and Early Wins

The support shouldn’t stop when they land.

Announce their arrival. Celebrate their first deal. Share their first client meeting.

Recognition early on reinforces belonging.

And belonging drives retention.

Final Thoughts

International recruitment isn’t just about placing talent. It’s about guiding people through one of the biggest decisions of their lives.

When you build structure, communication, and genuine care into your relocation process, you don’t just improve retention, you build ambassadors for your brand.

Relocation done right isn’t an admin task.

It’s a competitive advantage.