5 Tips for the Successful Integration of New Employees

We know that the experiences of the first weeks significantly influence the long-term relationship that develops between the employee and the employer. This process becomes even more complex when colleagues arrive from third countries, often traveling thousands of kilometers to start a completely new life in Hungary for up to two years.

They are not only entering a new work environment but must also adapt to an unfamiliar linguistic and cultural setting while handling the practical challenges of daily lif. Often alone, without their families, in a foreign environment.

In response to this complex situation, and to prevent culture shock while easing the burden on our partners, we have created our unique aftercare program.

Our service aims to provide support not only up to the point of arrival but beyond as well. However, true integration actually begins when the employee joins the community. At this point, building trust, attachment, and engagement becomes key.

Over the past years, we have supported the journeys of hundreds of employees. We have seen firsthand the areas where both employees and employers need background support. We have now gathered five proven best practices that have demonstrably facilitated smoother integration and helped new colleagues truly feel at home in their new workplaces.

 

 1.      Optimized onboarding – because first impressions matter

Our experience shows that the key to successful integration lies in the very first days, especially when someone arrives in a completely new country. First impressions are not only about the job but about the entire life situation. If these impressions are positive, the first step toward engagement has already been taken.

Therefore, our onboarding starts well before arrival. As the first step of the program, we provide a digital e-learning platform accessible to employees as soon as they accept the job offer. The materials not only present Hungarian labor law and cultural specifics but also offer practical guidance on topics such as dress code, traffic regulations, or local customs.

However, knowledge becomes truly valuable only if it can be applied in daily life. That’s why we place great emphasis on providing tangible support in the first days after arrival. Our HR coordinators meet new employees at the airport, accompany them to their accommodation, help them get familiar with the area, introduce local transportation options, and show them where to find essential stores, whether for groceries, clothing, or electronics.

At the same time, the onboarding process also includes the receiving organization. Our cultural sensitivity training helps leaders and direct colleagues understand which communication and cultural differences they should be mindful of. We also provide targeted training for HR colleagues to support the effective integration of new hires.

 

 2. The power of personal connection

Building trust cannot wait, which is why personal contact takes place even before arrival. Our dedicated HR coordinators, who usually come from the same country as the new employees, support the entire process. Their native language support, personal experiences, and advice are crucial during the initial integration period and remain available throughout the employees' stay.

To strengthen personal relationships, we also support the organization of various team-building programs, workshops, and community events that foster a sense of belonging to the workplace community. 

 

 3. Mentoring – the key to personalized support

The role of HR coordinators does not end after onboarding; they accompany the employees throughout their entire stay in Hungary.

They provide support for everyday questions, administrative matters, and even organizing medical care. They are there in case of problems and also when there are simply questions that arise.

Mentoring, however, goes beyond daily administration.

HR coordinators also act as cultural mediators: they help interpret local customs, explain company expectations, and even serve as a bridge in conflict situations. Additionally, they play an important role in long-term development by encouraging employees to learn the language, improve their skills, and increase their independence so that they can become more confident in navigating the new environment over time.

 

 4. The benefits of digital support

While the role of personal support and human connections is undeniable, in today’s world we cannot ignore the opportunities provided by digital tools. We believe that the key to successful integration lies in finding balance, the golden mean between personal presence and technological support.

Overcoming physical distances, our educational and informational materials are accessible through our digital platform. Our e-learning system not only provides support in the first days but remains continuously available to support the learning, development, and smooth integration of new employees into their new environment.

 

 5. Continuous feedback

A significant part of our work is based on giving and receiving feedback. We place great importance on the observations of both employees and employer partners, as this allows us to continuously develop our service portfolio.

Naturally, feedback is not one-way: both we and the employers provide continuous feedback to the employees. HR coordinators play a key role in this by facilitating ongoing dialogue as interpreters and mediators.

One of our important tools is our annual engagement survey, completed by employees. The results provide valuable feedback for us as well, enabling us to identify potential difficulties early and understand the underlying reasons for satisfaction or dissatisfaction. Based on the results, we provide valuable feedback to our clients and formulate concrete action plans with specific recommendations to improve employee engagement.

Our three-way communication model (consisting of employer partners, the supported employees, and Bányai Consulting) ensures that language differences are not obstacles and that every voice can be heard.

 

 Summary

Knowledge is power. Our program aims to equip employees with this knowledge so they can start their new life in Hungary with confidence and security.
The five tips are not only about transferring information but also about helping to overcome culture shock, which can be one of the biggest obstacles to successful integration in foreign employment.

We believe that development never stops: we ourselves are constantly learning, improving our services, and working together with our partners to ensure that employees not only work but also truly feel good and build a new life here.