Cost-effective global mobility?

It’s not as hard as you’d think.

It’s no secret that you can find world-class talent by looking internationally. More potential candidates mean a wider selection of people keen to join your business. But global mobility can be an expensive, time-consuming exercise.

Even large corporates with dedicated teams can see this type of recruitment as cost and resource heavy. So, what to do? Shift focus to local only recruitment, or take the pain?

How about a third option: retain all of the choices but work smart to avoid the pain.

Read on to find out how…

'It's prudent to create and define a process for additional funds should they be needed. No business wants to lose the right person for the sake of a small increase in budget. '

Let the computer do the work

In an increasingly digital world, there are more options than ever to have your computer takeover time consuming and mundane tasks.

We’re used to technology which digitises payroll and budgeting processes, but what about mobility? It’s now easier than ever to use software to track and report on visa applications, for example. By automating this type of process, you can remove human-error, ensuring a faster turnaround of applications coupled with a higher success rate.

Create clear rules

As with all things in business, global mobility should have clear, defined policy surrounding it. Not only to manage expectation for talent, staff and management, but to control costs.

By creating expenditure policies for accommodation, relocation and travel, your business can have clear visibility of costs before they happen. That said, it is also prudent to create and define a process for additional funds should they be needed. No business wants to lose the right person for the sake of a small increase in budget.

Stay up to date

Creating the policies above will need a constant review and feedback process to be in place. As cost of living is under consistent pressure from inflation, year-on-year costs can vary greatly.

It’s therefore important that policy is informed by the latest real-world information for accommodation, relocation, travel and cost of living prices. By having grounded figures, you can drastically reduce the time taken in negotiation of new contracts. This will also reduce the need for requests for additional funds, keeping your budgets inline with expectations.

Give the paperwork away

Finding a suitable partner to take on and manage the paperwork around talent acquisition can result in strong savings.

Moving visa applications to an expert third-party will not only take more paper off your desk but will also result in a quicker answer and better outcomes. Having someone focused solely on that aspect of the move will enable them to keep up the pressure for you.

Plan for success

All of the time and energy spent on bringing a new member of your team into the company is only a good investment if they stay. This makes the period after they sign the contract as important as the time before.

Having a process of cultural integration is, therefore, essential. This should start from the moment that they arrive. Taking advantage of relocation agents can be crucial here. They will help your recruit find their feet in their new home. From accommodation to local expat social groups, there’s a wealth of up to date, helpful information which will help your new team member settle in and decide stay.

It can also be useful to have someone within your business who is there to help the new person settle in. A familiar face, introduced early in the process, there to help the move be successful inside the office and out.

Think of the children…

For long-term relocations, recruits may want to bring their family. Establishing a process of how, and where your business will support this is essential. Again, this is both about managing the expectations of the talent, but also capturing and forecasting your business’s expenses for each relocation.

Consider that helping families relocate can be much more in depth. School, travel and accessibility considerations will need to be taken into account. If you’d like more information on the importance of moving families, then check out our Industry Update, here.

Keep on top of what’s next

This ties back into automation but ensure that you have planned follow-up actions for each new member of your team. Having an established process will ensure that nothing is missed, and no-one needs to remember crucial actions.

What would we put in here? Planning ahead for visa renewals, starting the process well ahead of renewal dates to avoid rush charges. Also, speaking to each person to see if there are better options for them, whether that’s a different type of visa or full residency, understanding their needs early will result in better outcomes for all.

By creating a formal, but flexible global mobility strategy, you can take control of your talent acquisition. This will not only give you access to the best candidates, but it will also save you money and time.

If you’d like to find partners who can become a trusted part of your global mobility strategy, you should take a look at the list of our members, here.

 

 

 

 

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