"Flight risk" - or to put it another way, the likely length of employee retention, is one of the key things we tend to look at when hiring internationally.
We're based in New Zealand, and many of the applicants seem more motivated by our location - and the fact it is much easier to get a work visa if you have a job offer - than aspects of the company, the role, or the product.
From our perspective, hiring and relocating people internationally is a long and expensive process.
As a result, looking carefully at "flight risk" is a key part of our interview and selection process.
As a general comment, with 40+ applicants for every role, I have the luxury of not just selecting someone who wants "a" job, but someone who quite specifically is excited and motivated about this job, and will stay in the role long enough to bring us - and them - value.
The key things we look at are :
- has the person done their research?
Do they know what we do, why we do it, who are market is and what our competition is?
I expect people to have reviewed our website, and if they are unfamiliar with what we do to have conducted a little bit of research into our industry through a source like Wikipedia. I also expect them to have an opinion of our products, based on this research, and be prepared to make suggestions for our products appropriate to their role
- can they explain why they are interested in the role?
Specifically what are the things they are looking to get from this role, and how long will it take to get them? Depending on where they are in their career arc I expect them to be able to explain why this is the next logical step, or what it is that motivates them about this role as compared to where they are now. I am looking for positive reasons to take my job, as opposed to negative ones for leaving their current position.
- have they fully understood the implications of relocating to where we are?
A long distance move has implications, and some people have thought this through. Essentially this is really have they understood the lifestyle they will have when they come to work for us, and do we think that they are being realistic.
- does their image of the role match the reality
Some people have a very different impression of what the role will entail than our vision; this can be a really good thing - if we get excited about what they have to say - but usually it isn't.
- their achievments
I generally look in more detail at what someone has achieved in their previous roles than their position descriptions. The key question is whether they moved on because of a natural "break" in their career where they had achieved what they (or the company) wanted, or whether they seemed to move on for other reasons.