Why hiring is only half the job
Attracting foreign labor has become a necessity for many Belarusian enterprises. But according to statistics, hiring a migrant is only 20% of success. The remaining 80% is adaptation.
With 1 year in recruitment and 3 years in the legalization of foreigners in the Republic of Belarus market, the RabotaBel.by team has noticed a worrying trend: up to 40% of foreign employees resign during the probation period. And often the problem is not the salary or the working conditions at the enterprise. In this article, we break down the real reasons for turnover and show how delegating adaptation to a full-cycle staffing agency saves the employer money and stress.
Section 1 Top 5 reasons why foreigners resign in the first months
What do HR departments keep quiet about, and why do workers hand in resignations “of their own free will” just a month after starting work?
1. Everyday stress and housing problems
The worker arrives, and there is nowhere for him to live. Rent eats up half the salary, the conditions are terrible, or the landlord constantly creates problems. In the end, the person leaves for a place that offers a decent dormitory or company housing.
2. Fear of bureaucracy and fines
The foreigner does not understand how to extend registration, what a temporary residence permit is, and how not to get deported. Fear of the migration authorities (OGiM) paralyzes them and causes panic instead of allowing them to focus on work.
3. Language barrier and isolation
Not understanding the language at work and in everyday life leads to a feeling of loneliness. The worker withdraws, makes mistakes on the line, cannot communicate properly with the supervisor, and quits.
4. Financial illiteracy
Many migrants from different countries do not know how to plan a budget. They spend money on microloans, gambling, or send everything home down to the last cent, leaving themselves without money halfway through the month. This leads to requests for advances and a loss of motivation.
5. Lack of support in a critical situation
They get sick, get injured at work, or lose their passport. If the employer washes their hands of the matter or sends the worker to deal with it alone, the person feels abandoned and terminates the contract.
Section 2 A 90-day adaptation plan: what the employer should do
To help a foreign employee pass probation and stay with you for a long time, build the process in these three stages:
First 7 days: Everyday and legal safety
- Meet the person and help them settle into decent housing
- Provide instructions not only on safety rules but also on migration registration rules
- Assign a mentor from among experienced employees
30 days: Integration into the process
- Set KPIs clearly and explain how the bonus is calculated
- Make sure the employee has adapted to the team
90 days: Retention and motivation
- Hold a one-on-one meeting (preferably with an interpreter)
- Discuss the employee’s financial goals (saving for a house, a car, or children’s education) and show how they can achieve them while working for you
- Prepare all documents for extending the special permit and the temporary residence permit
Section 3 How we take adaptation on ourselves and save your resources
RabotaBel, a full-cycle staffing agency, does not just find people. We support them from the moment they leave their country of origin until they successfully complete probation. Here is how we reduce your staff turnover using our 3 years of experience:
- We organize transfer and reception. Our representative meets the worker at the airport. No “I got lost in a foreign country” stress.
- We solve the housing issue. We find and rent comfortable housing ourselves (apartments, private houses) near your enterprise. The worker lives in decent conditions — and stays loyal to you.
- Full legal protection. We take care of registration, temporary residence permits, special permits, and invitations. You do not get fines from OGiM.