With cost savings and a consumer-like experience, a customized à la carte approach to relocation is empowering organizations and employees alike.
By Debbie Bolla
Perhaps an unexpected outcome of the COVID-19 pandemic is a recent uptick in relocation in some areas. Highly dense and expensive cities like San Francisco and New York City have experienced residents moving to locales with greener pastures. In fact, according to moveBuddha, searches in NYC suburbs have increased nearly 250% compared to the same period last year. This type of data shows that employees have not ruled out relocation—and neither have organizations.
Annual research shows that flexibility and transferee support are keys to a superior relocation experience.
By Debbie Bolla
Even before the COVID-19 pandemic impacted the global workforce, organizations had a clear focus on cost containment and flexibility when it came to their relocation programs. Relocation remains a main strategy for filling skills gaps and placing top performers in the right locations to support the business. With this in mind, organizations and HR leaders are putting the transferee first when it comes to the relocation experience.
Blending technology and access to experts provides the ideal transferee experience.
with Anthony Horton, CEO of CRI
Relocation remains an important part of the talent ecosystem, allowing top performers to grow skills while providing organizations the opportunity to seamlessly fill important roles. But as workforce preferences have evolved, driven by demographic and technological advances, expectations of transferees have changed as well. Here, Anthony Horton, CEO of Corporate Relocation International (CRI) details how organizations can experience the best of both worlds through a hybrid approach that blends technology with a human touch.
HR leaders are finding ways to adapt their mobility programs while keeping employee safety top of mind.
By Marta Chmielowicz
Talent mobility has long been a key business strategy for organizations facing skills gaps and labor shortages. Prior to the coronavirus, skilled talent and leadership moved fluidly across borders and mobility was leveraged as a development and retention tool for early-career employees eager to explore the world.
A mobility audit can improve more than just the services offered—employee retention and engagement can increase as well.
By Debbie Bolla
Relocating one employee is often described as stressful at best, so for Cathy Spencer, senior vice president and head of human capital at AllianceBernstein, overseeing the relocation of the entire employee population from New York City to the new headquarters in Nashville, Tennessee, required the utmost planning and attention to detail.
with Steven John, President and CEO, HomeServices Relocation
As the global landscape created by COVID-19 continues to evolve, organizations that rely on employee relocation programs have been challenged in new and unprecedented ways. From contending with travel restrictions to navigating shifting government regulations, mobility professionals have had to act swiftly in response to the needs of their distributed talent. With so much complexity abroad, organizations should be able to rely on their relocation management companies (RMCs) to manage their programs simply and reliably—but many fall into the trap of pricing models that only increase costs and tax burdens. HomeServices Relocation has shifted the paradigm, adopting a new pricing approach that delivers a more transparent and efficient mobility program.
New research uncovers four trends that elevate talent mobility programs.
By Mary Stoik Dymond
The profound impact of COVID-19 on the workforce is the latest reminder that talent mobility is always evolving. With advances in technology, changing employee expectations, and shifts in country-by-country regulations, what worked for HR leaders and mobility professionals one year may not produce exceptional relocation experiences or support company business goals the next. Today, the industry is preparing to adjust and reinvent itself when the post-coronavirus new normal arrives.
View the top-rated relocation program providers in the industry.
By The Editors
HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis.
With Barry Morris, CEO, CapRelo
HRO Today: In recent blog posts you’ve discussed the importance of Employee Experience (EX). Why now?
Morris: With the battle over talent being more critical, EX is a crucial driver of HR value. Onboarding new employees is expensive while keeping existing employees is more cost effective. I have found that many global mobility groups see EX as a critical indicator of the ability to attract and retain top talent.
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