Best practices for supporting spousal hires at international schools

Attracting and retaining top talent in international education often involves addressing the needs of not just the primary hire but also their spouses. Supporting spousal hires is a key strategy for international schools aiming to create a positive and supportive work environment that enhances both recruitment and retention.

In this blog we explore effective strategies for supporting spousal hires, ensuring a smooth transition and fostering a supportive community for all staff members.

Understanding the importance of supporting spousal hires

Supporting spousal hires is crucial for several reasons, including:

Attracting top talent: Many high-calibre educators and professionals are more likely to accept international positions if they are confident that their spouse will also be supported in their career and personal life.

Improving retention rates: Providing support for spouses can significantly enhance job satisfaction for the primary hire, thereby improving retention and reducing turnover.

Fostering a positive work environment: A supportive approach to spousal hires helps build a sense of community and loyalty, contributing to a more cohesive and collaborative work environment.

Enhancing family wellbeing: Assisting spouses with their employment and integration needs ensures that the entire family is comfortable and well-adjusted, which can positively impact the primary hire’s performance and overall experience.

5 strategies for supporting spousal hires

1. Provide career support and job placement assistance

Career counselling: Offer career counselling services to help spouses understand the job market in the host country. This can include resume writing assistance, interview preparation, and job search strategies.

Networking opportunities: Facilitate access to professional networks and local organisations where spouses can connect with potential employers and other professionals in their field.

Employment resources: Provide information on local job boards, employment agencies, and relevant industry contacts that can assist spouses in finding employment opportunities.

2. Offer relocation assistance

Housing support: Help spouses find suitable housing by providing information on local neighbourhoods, rental options, and real estate agents who specialise in helping expatriates.

Orientation programs: Organise orientation programs that cover practical aspects of living in the host country, including banking, healthcare, transportation, and cultural norms.

Legal and administrative help: Assist with visa applications, work permits, and other legal requirements necessary for spouses to work and live in the host country.

3. Facilitate social integration

Community building: Introduce spouses to local community groups, social clubs, and expatriate networks to help them build social connections and feel more at home.

Cultural orientation: Provide cultural orientation sessions that cover local customs, etiquette, and language basics to ease the transition and enhance their experience in the new environment.

Family support services: Offer support services for families, such as childcare options, language classes, and social events that cater to both partners and their children.

4. Encourage professional development

Training opportunities: Provide access to professional development opportunities such as workshops, seminars, and courses that can help spouses advance their careers or explore new interests.

Volunteering and internships: Encourage spouses to engage in volunteering or internship opportunities that can provide valuable experience and help them build local connections.

Certification and licensing: Assist with information and resources needed for spouses to obtain any required certifications or licenses to practice their profession in the host country.

5. Create a supportive work environment

Open communication: Maintain open lines of communication with both the primary hire and their spouse to understand their needs and address any concerns that may arise.

Flexible policies: Implement flexible policies that accommodate the unique needs of families relocating internationally, such as flexible working hours.

Employee assistance programs: Offer employee assistance programs that provide counselling, mental health support, and other resources to help both the primary hire and their spouse navigate the challenges of relocation.

Best practices for implementing spousal support programs

Assess needs and preferences

Conduct surveys: Use surveys or interviews to assess the specific needs and preferences of spousal hires, ensuring that support programs are tailored to their requirements.

Personalise support: Provide personalised support based on the spouse’s career goals, professional background, and personal circumstances.

Engage with local resources

Partner with local agencies: Collaborate with local agencies, employment services, and cultural organisations to offer comprehensive support and resources for spousal hires.

Utilise alumni networks: Leverage alumni networks and expatriate communities to provide additional support and networking opportunities for spouses.

Monitor and evaluate

Track success: Monitor the effectiveness of spousal support programs and make adjustments based on feedback and outcomes.

Seek feedback: Regularly seek feedback from both primary hires and their spouses to continuously improve support services and address any emerging needs.

Supporting spousal hires is a vital component of a successful international school recruitment and retention strategy. By providing career support, relocation assistance, social integration, and professional development opportunities, international schools can create a welcoming and supportive environment for both the primary hire and their spouse.

Implementing these strategies not only enhances the overall experience of the staff but also contributes to a more cohesive and thriving school community. Embracing a comprehensive approach to spousal support ensures that international schools attract and retain top talent while fostering a positive and inclusive work environment.