Comment pouvez-vous faire en sorte que la relocalisation des candidats à l’international se fasse en douceur et sans stress ?

1. Develop a Relocation Policy: Create a comprehensive relocation policy that outlines the company's support for global relocations. This policy should cover expenses, timelines, and any additional support offered to the employee. 2. Assign a Relocation Coordinator: 3. Prepare a comprehensive relocation plan, which should address below facts; • Provide Financial Assistance: • Offer Housing Assistance: • Assist with Visa and Work Permits: • Offer Cultural and Language Training: • Offer Spousal and Family Support: 4. Familiarize with Local Laws and Regulations: 5. Facilitate Networking Opportunities 6. Provide Ongoing Support: 7. Create a Welcome Kit 8. Stay in Touch During the Transition 9. Gather Feedback

With a decade of experience in global candidate relocation, To ensure a smooth and stress-free transition, I prioritize comprehensive support by offering dedicated relocation coordinators, clear communication, and competitive packages covering housing, transportation, and cultural training. Familiarity with legal and visa requirements, coupled with assistance in areas such as tax, healthcare, and spousal support, is fundamental. Ongoing support, access to Employee Assistance Programs (EAP), and regular feedback mechanisms allow for continuous improvement. Organize welcome events, team-building activities, and networking opportunities to help candidates feel integrated into the company culture and local community.

Before we even start the process for the relocation approval, there should be a pre move consultation call with the relevant candidate and business. This helps you determine the package required and various other factors based on which relocation will happen. Therefore a pre move consultation call even before the relocation package is approved is mandatory.

Immigration and visa requirements vary greatly based on the destination country and the proposed role. Once you have identified the candidate and the location, you must determine what options, if any, appropriately align with the business goals and candidate's personal/professional wishes. There may be restrictions for visas and work authorization including the following factors and many others: duration of visa status, visa processing costs and timelines, benefits for dependents, education requirements, specific roles/job duties, paths to residency, etc. Understanding the legal requirements for immigration and visas can help you to manage business and candidate expectations.

Comprehending the legal landscape of the target country for recruitment, alongside industry-specific regulations, holds significant importance. Some sectors enforce stringent rules concerning work permits, necessitating comprehensive background checks and additional due diligence for prospective employees. A proficient recruiter must possess the insight to anticipate and manage these potential challenges proactively at the outset of the recruitment process.

One addition I found beneficial was hiring a third party travel and relocation firm to assist with all relocations when it comes to the hiring process. Hiring a third party coordinator, can implement this piece into your hiring process and make this a next step at the end of your process. This creates a seamless process to hand off this major piece to this third party to coordinate travel, moving services, temp housing etc.

The company's may opt for a ala carte policy suite and this may help in pick and choose option based on candidate's need. The Global Mobility partner based on the discussion with the business and candidate should be able to suggest.

If you have a steady stream of candidates going to the same country or even same city/region, you can prepare materials that you can share at appropriate steps throughout the relocation process. Meeting various milestones with consistent and well prepared messaging provides a clean and professional experience for employees. Consistent messaging also builds a strong relationship and sense of trust so that the employee feels confident that their relocation is being managed appropriately. This trust then ensures that even if some aspects of the relocation don't go according to plan, that you can clearly explain what alternative options exist or how you plan to remedy the situation.

I agree that effective communication is key to guarantee a smoth transition to the new location. The global mobility manager must communicate effectively not only with the candidate/ assignee, but also with the external vendors and local HR teams.

A candidate contemplating relocation seeks more than just a job; they aspire to find a new home, build a future, and become part of a community. These multifaceted considerations are pivotal. Platforms such as Numbeo serve as valuable tools, enabling comparisons of the cost of living across various cities. This facilitates a more realistic assessment of the budget required for the relocation process.

Es prioritario que el equipo de "Movilidad del Talento" revise con el/la futuro(a) colaborador(a) los apoyos por transferencia incluidos en su carta oferta para resolver dudas, además de explicarle el alcance de cada servicio y las diferentes fases como: viaje de reconocimiento, trámites migratorios, búsqueda de casa, entre otros, incluyendo una línea de tiempo con fechas estimadas estratégicamente para hacer posible que el/la colaborador(a) llegue al lugar y en el tiempo establecido por su futuro líder. También, una vez que el/la colaborador(a) llegue a su lugar destino, nuevamente tener una sesión con él/ella para explicarle los siguientes pasos. Estás acciones disminuirán el estrés causado por la incertidumbre al cambio.

An international assignment is far more than 'just a job'. Its impact extends beyond the executive's career and influences every facet of the family's life. After having a stressful relocation experience with my family, I started Interoots. I now work as an expat advisor, guiding and supporting expat executives and families, ensuring they are prepared, empowered, and confident for a smooth journey. By building awareness, equipping partners with valuable tools, and crafting practical plans, we ensure your executive can focus on high performance, unhindered by family concerns.

This is most important. The process is generally streamlined for new hires and not for internal mobility employees. There should be a defined onboarding process for internal transfers.

The most valuable insights often come from newcomers. Newly onboarded individuals within an organization are more inclined to offer objective and unbiased feedback on the overall process. Their input holds substantial weight and shouldn't be underestimated. Leveraging this feedback is vital in refining the relocation and onboarding experience for all involved.

There should be a detailed process and policy document which clearly defines the process and policy. This helps guide the business and the candidate and clear expectations are being set. This also makes the experience a smooth one for everyone.