How to improve the integration process for expats in companies

Hiring internationally is exciting.
You’ve found the perfect candidate abroad. Skilled, motivated, and ready to bring fresh energy into your team. The contract is signed, the welcome guide is sent, maybe the visa paperwork already started. Everything looks smooth. Everything looks prepared. But then the messages begin to arrive:

Where do I register after arrival?
Which district should I live in?
Is the public transportation system reliable?
How do I find a doctor? Do I need a private one?
What is the workplace culture like in Austria?
When can I relocate my family?
How does the education system work?

Suddenly, even with the most detailed onboarding documents, your HR team becomes an improvised help desk and is answering questions about housing, logistics, cultural norms, medical care, schooling, and emotional well-being. And while HR wants to support new colleagues, providing full relocation guidance requires something they rarely have enough of: Time. Energy. And deep cultural insight.

Imagine being in their shoes. Picture this for a moment:

You’re packing your entire life into a few suitcases.
You’re flying to a country you’ve never lived in.
You don’t know how things work there.
You don’t speak the language.
You don’t have a network.
You’re unsure whether the apartment you booked, from thousands of kilometers away, is really the right one.
You’re excited about your new job… but also overwhelmed by everything happening around it.

Stressful?
Scary?
Absolutely. This is the emotional reality many expats face in their first months abroad. It shows just how valuable a more structured and comprehensive onboarding experience for international talents should be.

Why companies need a partner for international onboarding?

What expats need is not only a welcome guide. They need a guide through life in their new country. They need someone who puts in the time, attention, and cultural sensitivity to support them exactly when they need it. A dedicated integration partner can:

reduce culture shock
give clarity and direction
support emotional well-being
help newcomers feel connected rather than isolated,

which leads to smoother transitions, better engagement, and ultimately, stronger long-term retention.

What expats in Austria say they need

In our recent survey of 70 internationals living in Austria, we asked: “What would improve the integration process of expats in companies?”

Over 40% asked for cultural training and personal support.

They want:

guidance about cultural differences
a buddy system or personalized integration support
a trusted person to turn to—beyond HR

People don’t only need information. They need connection.

The second most-requested improvement on their wish list were free German courses. More than 50% of respondents told us that lack of German language skills is one of the biggest barriers to successful integration.

What happens when companies get integration right

When international new hires receive the right support at the right time, this is what happens: they learn faster, understand more, settle with more ease, feel welcomed and perform better. Integration is a strategic investment. If you want to strengthen retention, reduce pressure on HR, and create a smoother, healthier transition for your international employees, improving your expat integration process isn’t optional.
It’s essential.