Category: Corporate Relocation

What Are Relocation Certifications?

Post author By MIchael Hughes
Post date June 4, 2024

relocation certifications explained — Business people having discussion standing in the office

Learn about the different relocation certifications

Like any decision with multiple options, choosing which relocation management company to work with can be tricky. As an HR professional or manager involved in the procurement or decision-making process for relocating employees, you want to make sure you are signing on with the relocation company that will make moving your employees as smooth as possible. One assessment that should not be overlooked when choosing talent mobility services is the relocation certifications that the firm’s employees have obtained.

While reviewing which corporate relocation company to work with, you will probably notice a series of acronyms by their employee’s names. Each of these acronyms represents professional relocation certification earned through Worldwide ERC®, the guiding body of the global workforce mobility industry.

But what do these certifications mean? And which certifications are important? Two of the more commonly seen certifications include the CRP and GMS. Here, we break down the details.

The Top Relocation Certifications

CRP: Certified Relocation Professional

One of the more common relocation certifications is the Certified Relocation Professional (CRP) designation from Worldwide ERC. This shows that the relocation coordinator has the competency and foundational knowledge of corporate mobility in the United States. CRPs typically understand the common principles and practices of employee relocations, including how to handle and overcome any obstacles that can get in the way. The knowledge gained by the relocation professional during the certification process greatly benefits the relocating employee, allowing them to get the most out of their experience with the relocation company.

How Do You Earn It?

First, you must either be a current member of Worldwide ERC for at least 12 months or be sponsored by a current CRP/SCRP holder who attests to your minimum of 1 full year of corporate relocation-related experience. To earn a CRP designation, obtainers must complete an intensive three-hour exam that tests their knowledge of relocation policies, home sale programs, U.S. tax and real estate compliance, and other trends regarding relocation issues.

Additionally, CRP-certified personnel must earn at least 30 recertification credit hours every three years. This continuing education aims to ensure that CRPs are current with industry trends, issues, and policies.

SCRP: Senior Certified Relocation Professional

The Senior Certified Relocation Professional (SCRP) certification is one step higher than a CRP. Suppose a relocation specialist holds an SCRP designation. In that case, it demonstrates their dedication to advancing their knowledge in the field of mobility and establishing themselves as a prominent figure in the industry through significant time and effort.

How Do You Earn It?

To earn their SCRP designation, the relocation professional must first pass the extensive exam process related to the CRP certification. Additionally, Worldwide ERC recognizes employees for their contributions to the industry, resulting in a Distinguished Service Award. Contributions include active participation in the industry, serving on various ERC committees, authoring articles in industry publications, or serving as a member of multiple industry-related committees.

GMS: Global Mobility Specialist

Another vital certification to look for is the Global Mobility Specialist (GMS) certification. Professionals who have obtained a GMS title prove they have an in-depth understanding of international relocation policies and procedures. A GMS should be able to handle questions and concerns regarding international assignments; family matters related to spouses/partners and children, visa and immigration compliance issues, the interaction between tax laws, and more.

How Do You Earn It?

To complete their GMS, candidates must complete three training modules and pass an exam covering the fundamentals of international workforce mobility and intercultural management skills. To keep current, GMS holders must complete 15 continuing education credits focusing on international management and global workforce mobility every three years.

GMS-T: Global Mobility Specialist-Talent Management

The GMS-T relocation certification for Talent Management professionals provides comprehensive training and guidance on employee mobility. This certification ensures that individuals are updated on global mobility best practices. To maintain the certification, individuals must complete 15 continuing education courses every three years.

How Do You Earn It?

You must register online and complete the entire program to get a GMS-T. There are six modules to complete, and testers must score 70% or higher on the quizzes given at the end of each module. And, of course, you must pass the final exam with a score of 70% or higher. This must be completed within six months of starting and should take an average of about 25 hours.

CMC: Certified Moving Consultant

Although not a standard certification for relocation counselors who work directly with transferees, the Certified Moving Consultant (CMC) designation is essential for transportation personnel involved in every relocation conducted by the company. The American Moving & Storage Association offers the CMC program for employees seeking a comprehensive knowledge of the household goods moving sector. Setting itself apart from the CRP and GMS certifications, the CMC program specifically delves into the intricacies of the household goods (HHG) industry.

How Do You Earn It?

To become CMC certified, you must be an AMSA member in good standing, purchase the program, and complete the eLearning courses. You must pay an annual renewal fee of $150 to renew your CMC certification.

Why Choose A Company With Relocation Certifications?

It is better to work with a relocation management company that can assure partners that their employees and team members are qualified and certified to serve them. Relocation can be stressful for everyone involved, from the HR manager hiring the employee to the employee who is relocating, and the family that is impacted by the move. Including the above-described certifications, Global Mobility Solutions’ employees hold and maintain 23 different designations specific to their unique disciplines. These designations represent every facet of the relocation process, including relocation management, household goods, real estate, information security, quality assurance, and more. We also make an effort to keep our coordinators’ relocation certifications current. Many relocation companies don’t urge or reimburse their employees to renew theirs. By working with a relocation management company like Global Mobility Solutions, you will have the peace of mind that you are working with the best in the industry.

Interested in learning how GMS’ expertise can help you with your corporate mobility objectives? Contact us for a complimentary one-on-one consultation with a GMS mobility professional today!

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18 States Require Written Buyer Agency Agreements

Post author By Michael Barone
Post date May 28, 2024

finical advisor showing couple their options — Meeting with financial adviser

Litigation filed or ongoing in various jurisdictions across the US

As of December 2023, buyer agency agreements will be mandatory in 18 states, each with different rules affecting aspects like dual agency, offering cooperative compensation, and disclosing fees. In 2024, more states are expected to introduce additional buyer agency agreements and laws on fee transparency.

This trend towards increased regulation and transparency in buyer agency agreements reflects a growing emphasis on consumer protection and ensuring buyers are fully informed and represented in real estate transactions. By requiring agents to disclose potential conflicts of interest, such as dual agency, and to be transparent about fees and compensation, states aim to create a more fair and equitable real estate market for all parties involved.

Buyer agency agreements can provide buyers with dedicated representation and advocacy throughout the home buying process, helping them navigate the complexities of the real estate market and negotiate the best possible deal. However, it is essential for buyers to carefully review and understand the terms of these agreements before signing, as they can vary significantly from state to state.

As the real estate industry continues to evolve and adapt to changing consumer expectations and regulatory requirements, we will likely see further developments in buyer agency agreements and fee transparency legislation in the coming years. Buyers should stay informed and work with experienced and knowledgeable real estate agents who can guide them through the process and protect their interests.

Here are the states that now require written buyer agency agreements

Arkansas
Alaska
Georgia
Idaho
Maryland
Minnesota
Missouri
Nebraska
New Hampshire
North Carolina
North Dakota
Pennsylvania
South Carolina
Utah
Vermont
Virginia
Washington
Wisconsin

Stay in the Know with GMS

Buyers need to understand the laws and regulations in their state regarding buyer agency agreements and fee transparency. By working with a reputable real estate agent and relocation management company, buyers can ensure their interests are protected and fully informed throughout the home-buying process. Global Mobility Solutions (GMS) is a reliable resource for expert guidance in real estate services. Stay informed by regularly checking their blog and contacting them with any questions. Buyers can confidently navigate the real estate market with the proper knowledge and support; reach out to GMS today to see how we can assist you and your employees in getting from point A to point B.

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Tags real estate news, real estate topics, real estate trends

Choosing a Relocation Company Corporate Relocation Corporate relocation tips Domestic Relocation Trends Global Relocation Trends

Things to Consider When Planning a Group Move

Post author By MIchael Hughes
Post date May 14, 2024

Relocating multiple employees at once can be challenging; here’s what to know

Effective project management and control are crucial for a successful group relocation. Addressing all the different components involved is essential to ensure a smooth corporate move. Uncertainties can lead to issues and disarray, resulting in crucial tasks needing to be addressed.

Working with a relocation management company (RMC) specializing in international relocation and domestic moves can vastly help improve the employee process. Just handing employees a check to cover moving expenses can lead to a flawed relocation process for the transferee and the employer.

Knowing the Difference Between a Group Move and One-off Relocation

Typically, a corporate transfer refers to the relocation of an individual employee to a foreign country. However, the growing demand for international workers has led to an increase in large-scale corporate relocation projects. This poses various challenges for in-house HR professionals managing such moves.

Moving a group of people has numerous distinctions compared to relocating an individual worker. Every aspect of the process is magnified. Previously, you would have overseen the relocation of a single person, which involved tasks such as shipping, immigration procedures, cultural assimilation, providing support to their family, and more. Now, you must handle the same components but for multiple staff members.

You must also consider additional factors regarding corporate relocation. A collective relocation could involve a whole department or even an entire company. It might be necessary to obtain extra office space in foreign countries, transport office equipment, and get clearance permissions from customs and immigration authorities.

Here are some factors to keep in mind when executing a group move

Communication: Clear and effective communication is critical to a successful group relocation. Ensure that all employees are informed about the move, including its reasons, the timeline, and any changes that may affect them. Encourage open dialogue and address any concerns or questions promptly.
Budgeting: Moving multiple employees can be costly, so it’s crucial to establish a realistic budget. Consider expenses such as transportation, accommodation, and necessary equipment or resources. It’s also wise to allocate some funds for unexpected costs that may arise during the relocation process.
Logistics: Careful logistics planning is crucial to avoid disruptions or delays. Determine the most efficient way to transport employees and their belongings, whether hiring a moving company or arranging company vehicles. The new location must also have the necessary infrastructure and facilities to support the employees’ work.
Employee Support: Relocating can be a stressful experience for employees, so providing support is essential. Offer assistance finding suitable housing, schools for their children, and any other necessary services in the new location. Consider organizing orientation sessions to help employees acclimate to their new surroundings and foster a sense of community.
Legal and Administrative Considerations: Depending on the nature of the move, there may be legal and administrative requirements to fulfill. Ensure compliance with local laws and regulations, such as obtaining work permits or visas for employees moving to a different country. Additionally, employee contracts and benefits packages should be updated to reflect any changes resulting from the relocation.
Time Management: Planning a group move requires careful time management. Create a detailed timeline that outlines all the necessary tasks and deadlines. Assign responsibilities to team members and regularly monitor progress to ensure everything stays on track. Be prepared to adapt the timeline if unexpected challenges arise.

Considering and addressing these factors can increase the chances of a successful group relocation. Remember, effective management and attention to detail are vital in minimizing disruptions and ensuring a smooth transition for all employees involved.

Why You Should Work with GMS for Group Moves

Global Mobility Solutions (GMS) is the global mobility industry leader regarding group moves. We assist clients in providing a seamless relocation process for their employees and their families. Our dedicated team of professional moving specialists can ensure your employees get from point A to point B on time while keeping company costs in check.

There is no assignment we cannot handle. The GMS team can help with international relocation needs and domestic moves for employees and their families. If you plan to move a group of employees in the next 12 to 14 months or have other relocation questions, please contact us today to set up a free call with one of our business development managers.

A GMS representative will reach out to you, listen to your thoughts and needs regarding relocation assignments, and then help you map out the best action to tackle those needs.

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Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

Tags employee group moves, employee relocation, Group Moves

Corporate Relocation

Tight 2024 US Housing Market: The Impact on Relocating Employees and the Companies Moving Them

Post author By Sam Hoey | CRP, GMS
Post date April 23, 2024

The numbers speak for themselves. In most states, the housing market has reached levels of competition that are considered intense by most in the industry. Even those trying to move locally need help finding a home for a price they can afford. But what about those who are moving for a new job? This tight housing market plays a significant role in relocating employees.

Looking at the big picture, moving to another state for a job is stressful enough, but what should companies and employees do if the relocating employee cannot find suitable housing for their family? Are employees declining jobs because of this? Many employees are asking their companies for extensions in their relocation journey. Companies then turn to relocation experts and coaches to review options for extending those policies.

The competitiveness of real estate markets across the country can complicate your moving plans, but there are ways to overcome them.

Tips for Relocating Home Buyers

With the current market’s meager inventory, buyer’s agents must get creative when submitting offers for their buyers in this seller’s market. Seller’s markets exist when there are a large number of buyers competing for a lower inventory of active listings. So here are some workarounds to boost the chances of closing the deal on the home your relocating employee and their family needs:

Cash offers are usually given the highest consideration, followed by Conventional financing, FHA, and VA. Cash is king in so many industries, and the real estate market is no different.
Buyers can buy their title insurance policy. This helps cut down costs for the sellers and can make an offer stand out in the field.
Creative offers that will allow sellers to stay in the home a few days after closing. Sellers will appreciate a few extra days before having to move on, which could make the offer more appealing. After all, the seller is likely in a similar situation related to the competition on properties they may be looking at themselves. There are ways for the seller to stay in the home for up to 30 days at no fee, which is another monetary value the buyer can add to their contract. This is a month of no mortgage for the seller, allowing the seller time to close on another home.
Providing healthy earnest deposits demonstrates a high desire to commit to the purchase. However, this poses a risk to the buyer, as they may lose their earnest money if they breach the contract to purchase.
Waiving contingencies and reducing home inspection timelines can make an offer more appealing.
In some cases, buyers write a heartfelt letter to the seller explaining their situation and why they want to purchase their home. This may set some buyers above the competition.

Be Pre-Approved in Advance

Homebuyers should work with a lender right off the bat so that they’re ready to roll once they view a home that they want to put an offer on. It is highly recommended that they have an actual loan approval that has gone through underwriting for at least the offer amount. Time is of the essence in the current housing market. If a buyer shows up to a preferred home and is not ready to back an offer, it will be unlikely that the sellers will choose their bid.

What Can Employers Do to Help?

It’s safe to say that the current hot housing market is impacting companies hiring or relocating employees. Many companies have noted an uptick in declined or failed relocations due to some employees’ inability to find suitable housing in today’s highly competitive real estate environment. But what can companies do to help mitigate these issues?

Provide or Extend Corporate Housing Benefits

One way companies can assist their relocating employees is through the extension of corporate housing support. Corporate housing offers transferees short-term stays in fully furnished houses, condos, or apartments. However, this solution may come at an added cost, the pricing for such accommodations is also on the rise. Typically companies can offer three or six-month stays in corporate housing. But because relocating employees are having such a hard time finding homes, they are asking for extensions.

Consider Relocation Timeline Extensions

In many corporate relocation policies, employees are typically given one year to utilize their policy benefits. But because of the intense housing market – not to mention delays, closures, and travel bans due to the ongoing global pandemic – many relocating employees are having a tough time completing their relocation within a year. Companies should work with their relocation management company to evaluate their policies and identify areas where benefits or timelines can be extended.

While extending the timeline for your out-of-state transferee’s relocation benefits sounds like a simple fix, it’s worth keeping an eye on the tax implications that are becoming more evident as cash-strapped states challenge each other over where work is being performed. The concept of an employee’s “tax home” is currently under scrutiny as work from home policies became mainstream in 2020.

Lastly, the extension of benefits can lead to a rise in costs for companies with moving employees. A key area to watch is the costs associated with the temporary storage of household goods. As an employee deals with an increasingly longer home finding period (due to the competitive market), that employee’s goods will be sitting in storage, waiting for the day when final delivery can be made to their new home.

GMS is Here to Help

One of the best ways to work around the challenges of a seller’s market is to work with a qualified and certified relocation services company. Here at Global Mobility Solutions, we can help your relocating employees with their move and help them find the right home for them. Our services also include corporate housing options, which we can work with employees to extend stays when necessary.

We can also help companies construct policies that allow the benefit timeframe for employees to be flexible. In a time when moving is complex and uncertain, do not leave it to chance to stress your employees. GMS is here to ensure you’re allowing the proper timeframe for your employees to adjust to their new setting, making them more productive for your company.

Our real estate team and relocation coaches can help guide transferees through the process while giving them peace of mind, knowing that relocation professionals are helping them. Contact us today to discuss your corporate relocation needs.

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What Is Corporate Housing?

Post author By Jules Matz | AHWD, ABR, CNE, CRP, GRI
Post date March 26, 2024

Nice looking apartment complex — Europe modern complex of residential buildings. And outdoor facilities.

A Deeper Look at Short-Term Corporate Housing Benefits

For quick 1-3 night work trips, many companies will offer employees hotel accommodations. Simple and typically supported by business-friendly amenities, hotels are great for meetings that require traveling. But what about work assignments that last weeks or months? What about employees accepting relocation offers to a new city or state? Are there options that the company can provide them?

Corporate Housing options are intended for employees on extended trips or for employees who are relocating alone or with their families. Additionally, extended corporate housing benefits are being used to help employees between homes due to the robust housing market in 2024.

Corporate housing, also known as short-term housing, is a temporary living accommodations network provided by the employee’s company that offers houses, condos, or apartments for the duration of the employee’s assignment or final move. Leases on these properties are typically contracted for 30, 60, or 90 days.

Typically, corporate housing offers fully equipped apartments with a fully stocked kitchen, a complete bathroom, and standard appliances. In more unusual cases, single-family houses may be provided for relocation purposes. Alternative terms for corporate housing encompass short-term accommodation, business housing, executive flats, serviced apartments, and temporary lodging.

Corporate Housing vs Rental Properties

The primary difference between short-term corporate housing options and typical rental homes or apartments is that corporate housing is provided to employees as a part of their relocation or assignment benefits package. Common rental properties are typically not covered as part of the company policy.

For companies with a large volume of employees consistently relocating to the exact location for longer than 30 days, working with a relocation services management company (RMC) could be beneficial. An RMC can broker contracts with a landlord or apartment complex to maintain a predictable long-term rate and consistent availability. This can be more advantageous as the company can cycle relocating or traveling employees through the properties as they move or report for assignments.

Who Uses Corporate Housing Options?

Companies with employees whose work assignments last 30 or more days typically take advantage of corporate housing. A primary reason is comfortability, as corporate housing creates a more at-home feeling to help keep employees focused. However, with the current real estate trends, more companies are shifting towards offering short-term housing options for relocating employees who need extra time to sell or purchase a suitable home.

The perks of corporate housing also offer various benefits to employees who are being transferred. To begin with, these advantages are often part of their employer’s relocation policy, meaning that the company pays for them. This helps alleviate the financial pressure on the employee. Furthermore, staying in temporary accommodation enables the relocating individuals to concentrate on familiarizing themselves with their new city and its environs before they endeavor to buy their own property. Lastly, corporate housing facilitates a transitional period for the relocating employees and their families, allowing them to adjust to the changes that come with moving.

For example, an employee who has to report on a specific start date can do so while staying in corporate housing. As the employee works at their new destination, the family can finish the school year, prepare their property for sale, or oversee the shipment of their household goods before rejoining the spouse/partner. This transitionary period is critical in ensuring the relocation is as stress-free as possible for everyone it impacts.

Furthermore, a transferee’s residence often sells rapidly in a thriving real estate market, leaving the employee with scarce options and a fiercely competitive market at their intended location. This can pose challenges for the buyer in swiftly acquiring a new home, prompting the family to seek temporary accommodations to bridge the gap. In the present real estate landscape, providing temporary housing perks and extensions in such circumstances is increasingly customary.

Industries & Job Types That Commonly Utilize Corporate Housing

While temporary housing is used by a broad range of organizations with relocation programs, the following are more common examples of industries and job types that utilize these benefits:

Healthcare – traveling nurses, doctors, and specialists
Energy – oil and gas company employees
Military – those on temporary duty assignment (TDY) or performing a permanent change of station (PCS)
Finance and banking – commonly auditors on assignment
Technology – IT professionals on projects
Retail – Trainees and managers supporting store expansions
Entertainment – stage crew and performers

Primary Benefits of Corporate Housing

As discussed, corporate housing offers both the company and the employee a solution regarding price and ease of transition. Additionally, the company has multiple employees coming and going from a specific city. In that case, it provides peace of mind knowing that they will have living accommodations available for their employees who are relocating or are on assignment.

Risk mitigation is an additional benefit of corporate housing. Companies who contract with corporate housing facilities know the property is safe and secure and provide priority coverage for the employee if something goes wrong.

For example, if an employee finds that an appliance is not working, that the plumbing has issues, or that there is an electrical problem, the property management team is there to handle it. Conversely, suppose employees are left on their own to rent temporary accommodations. In that case, they and the company are exposed to unnecessary risk, as there are no guarantees that the problem can be fixed promptly.

How to Learn More About Short-Term Housing for Employees

Corporate housing options can benefit all parties involved when it comes to relocating a job assignment, for both the company and the transferring employee. However, it is important to note that temporary housing benefits should be specified in the company’s relocation policies. Working with a full-service global mobility solutions team, like GMS, can help assure your corporate housing policies are clear and concise. Additionally, GMS offers relocation coaching to relocating employees to guide them on their journey and maximize their relocation benefits. Contact us today with any questions about corporate housing solutions or relocation needs.

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Tags corporate housing, Corporate Relocation Services, short term housing

Corporate Relocation Relocation Management Relocation Technology

The Human Touch Dilemma: Relocation Technology Falling Short

Post author By Sam Hoey | CRP, GMS
Post date March 12, 2024

Mature businessman working at home using lap top and smart phone

Learn how and why transferring employees’ needs are being met

In the era of rapid technological advancement, businesses leverage cutting-edge solutions to streamline various processes, and employee relocation is no exception. While relocation technology has brought about undeniable efficiency, there’s a growing concern that it may need to include a crucial element: the high-touch guidance that ensures a seamless and positive experience for moving employees.

Relocating to a new city or country can be a daunting experience for employees. They must adjust to a new work environment and navigate unfamiliar surroundings. This is where the human touch comes into play. Employees need someone who can guide them through the process, answer their questions, and provide the emotional support they may require during this transition.

While relocation technology can provide information, it lacks the empathy and personal connection a human can offer. It cannot understand the unique concerns and anxieties that employees may have. It cannot provide the reassurance and encouragement to make all the difference in ensuring a positive experience.

The Promise of Relocation Technology

Technology for relocation services emerged with the promise of simplifying moving employees from one location to another. Automated platforms offer tools for expense management, housing searches, and even cultural adaptation resources. The efficiency gains are evident, enabling organizations to manage relocations on a larger scale.

The Missing Piece: The Human Element

1. Navigating the Emotional Terrain:

Relocation is not just about logistics; it’s a deeply personal and emotional journey. Technology may efficiently handle tasks like expense tracking, but it must often address employees’ emotional challenges when uprooting their lives.

2. Individualized Guidance:

Every employee’s situation is unique, and their relocation needs vary. Technology tends to offer one-size-fits-all solutions, needing more nuanced and individualized guidance that can make a significant difference in the relocation experience.

3. Cultural Adaptation:

Understanding and adapting to a new culture is a critical aspect of relocation. While technology may provide basic cultural information, it often needs more depth and a personal touch to help employees integrate into their new surroundings.

The Impact on Employees

1. Increased Stress Levels:

Employees may feel overwhelmed without personalized guidance, leading to increased stress levels. Navigating a relocation solely through technology can amplify the anxiety associated with a significant life change.

2. Reduced Satisfaction:

Employees may perceive the relocation process as cold and transactional when lacking high-touch elements. This, in turn, can lead to reduced satisfaction, impacting their overall engagement and commitment to the organization.

3. Risk of Misalignment:

If relocation technology is not aligned with employees’ unique needs, it can result in miscommunication and misunderstandings. This misalignment may have cascading effects, affecting the employee experience and the employer’s reputation.

The Role of High-Touch Guidance

1. Emotional Support:

High-touch guidance provides the emotional support necessary during a relocation. Personalized assistance can address fears, uncertainties, and doubts, helping employees navigate the emotional roller coaster of moving.

2. Tailored Solutions:

Offering individualized guidance allows organizations to tailor solutions based on the specific needs of each employee. This ensures a seamless transition, accounting for personal preferences, family considerations, and cultural nuances.

3. Cultural Integration:

High-touch guidance excels in facilitating cultural integration. It goes beyond providing essential information to offering real-time support and insights, fostering a sense of belonging and community in the new environment.

Finding the Balance: Integrating Technology with Personalized Support

The challenge lies in finding the right balance between the efficiency of technology and the irreplaceable value of high-touch guidance. While relocation technology streamlines processes, organizations must acknowledge that it cannot substitute the empathy, understanding, and human connection required for a successful relocation experience.

Strategies for Improvement

1. Invest in Human Resources:

Allocate resources to a dedicated team of human experts who can provide personalized guidance and emotional support throughout the relocation process.

2. Enhance Cultural Training:

Supplement technology-driven cultural resources with interactive sessions, mentorship programs, and community-building initiatives to aid cultural adaptation.

3. Regular Check-ins:

Implement regular check-ins with employees during and after the relocation. This addresses immediate concerns and builds an ongoing relationship, ensuring continued support.

4. Gather Feedback:

Actively seek feedback from employees about their relocation experiences. Use this input to refine technology solutions and high-touch support, creating a more balanced and practical approach.

Conclusion: Balancing Efficiency and Empathy

Relocation services and technology are valuable assets, but they must coexist with high-touch guidance to meet the diverse needs of employees in transition. Striking the right balance requires integrating technological efficiency with the personalized human touch, ensuring a positive and meaningful relocation experience. In this delicate dance between technology and empathy, organizations can cultivate a workplace culture that recognizes and values the human aspect of every relocation journey.

By combining cutting-edge technology with personalized support, Global Mobility Solutions (GMS) can provide the best relocation services in the industry. Our advanced technology solutions streamline the relocation process, making it more efficient and convenient for employees. From online portals that allow employees to track their relocation progress to automated systems that handle paperwork and logistics, our technology ensures a smooth and hassle-free experience.

So whether you are a company looking to provide relocation services for your employees or an individual needing assistance with your relocation, Global Mobility Solutions is here to help. Contact us today to begin working with us and experience the perfect blend of technology and empathy in your relocation journey.

Our cloud-based MyRelocation® relocation technology is designed to help you streamline your company’s relocation management. Schedule a demo with a Mobility Pro for a no-pressure look at how our technology can help you.

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Benefits of Expanding Hiring into LATAM

Post author By Christina Urrutia
Post date March 5, 2024

Here are some tips for expanding business and hiring efforts in LATAM markets

Statista reports that Chile, Mexico, Puerto Rico, Colombia, and Costa Rica are the leading Latin American nations for quickly conducting business. The benefits of venturing into the LATAM market are the continuously growing consumer base and advantageous time zones.

Latin America holds immense technological potential and is considered one of the most promising emerging economies. It rapidly evolved into a global center for technology and IT services, with numerous untapped opportunities. The region still faces several inefficiencies, making it an ideal market for finance and tech companies to introduce innovative solutions and address local challenges. This scenario is particularly advantageous for startups looking to establish their presence and make a significant impact.

The Latin American market offers excellent opportunities for B2C companies due to its many consumers, particularly in Mexico and Brazil. Even a relatively low-priced product has the potential to generate substantial revenue in this densely populated region.

What’s the Workforce Like in LATAM Markets?

Latin American markets have many proficient workers, particularly in technology. In 2022, there was a significant demand for software engineers, developers, and marketers from Argentina, with the United States being one of the primary countries recruiting them. Apart from possessing these technical skills, employees from Latin America typically have fluency in at least two languages, commonly Spanish and English, and occasionally Portuguese. This linguistic ability provides them with enhanced opportunities to tap into emerging markets.

Accessing the vast talent pool in Latin America allows you to tap into a diverse range of skilled professionals. It provides the chance to acquire this talent at a budget-friendly rate, which can result in reduced expenses for your company while ensuring that you can provide competitive and enticing remuneration packages to the local workforce.

The convenient time zones are another advantage of this workforce. The region’s proximity to the United States and Europe can benefit companies looking to maintain strong connections with these important markets. Latin America is ideally situated for collaboration with companies based in the US and Canada, and it has a significant time zone overlap with most European countries.

Legal and compliance challenges in LATAM

One of the key considerations when entering the Latin American market or hiring talent from the region is understanding the legal and compliance challenges that may arise. Each country in Latin America has its own unique set of laws and regulations, which can vary significantly from those in the United States or Europe.

Navigating these legal and compliance challenges can be complex, but it is essential to ensure that your company operates within the boundaries of the law. This includes understanding local labor laws, tax regulations, intellectual property rights, and data protection laws.

Working with local legal experts who have a deep understanding of the region’s legal landscape can be invaluable in helping your company navigate these challenges. They can guide you on structuring contracts, complying with local regulations, and protecting your company’s interests.

Additionally, it is vital to stay current with any changes in Latin America’s legal and compliance landscape. Laws and regulations can change frequently, and failing to stay informed can result in costly penalties or legal disputes.

Another challenge is the cultural differences that may impact your business operations in Latin America. Each country has unique cultural norms and business practices, and understanding and respecting these differences is crucial for building successful relationships with local partners, clients, and employees.

Language barriers can also pose a challenge, especially if your company needs employees fluent in Spanish or Portuguese, the predominant language in the region. Hiring local talent who can bridge this language gap can be beneficial in overcoming this challenge.

Despite these challenges, the opportunities Latin America offers for businesses are vast. By understanding and addressing the legal and compliance considerations and cultural differences, your company can successfully navigate the Latin American market and tap into its potential for growth and success.

But beware of the absence of regulations: Remote work is still a relatively recent concept in Latin America, resulting in a need for more clearly established laws. To successfully expand a business to this region, it is crucial to have access to expert guidance and local insights to address uncertainties about optimal employment and payment structures.

Will the Culture Difference Come Into Play?

Additionally, it is crucial to consider cultural differences and preferences when expanding a business to Latin America. Latin American countries have a strong sense of community and personal relationships, greatly influencing business interactions. Building trust and establishing personal connections with local partners and clients is crucial for success.

Furthermore, adapting to local business practices and customs is essential. Latin American countries often have a more relaxed approach to time management and deadlines than other regions. Flexibility and patience are crucial when dealing with bureaucratic processes and negotiations.

Moreover, understanding the local labor laws and regulations is vital to ensure compliance and avoid legal issues. Each country in Latin America has its own set of labor laws, which can vary significantly from those in other regions. Seeking legal advice and partnering with local experts can help navigate these complexities.

Flexible options that cater to local preferences are essential for payment models. Cash payments are still widely used in many Latin American countries, so providing alternative payment methods, such as mobile wallets or local payment processors, can greatly facilitate transactions.

Lastly, investing in local talent and providing training opportunities can significantly benefit the business. Latin America has a young and dynamic workforce, and by nurturing and developing local talent, companies can tap into their potential and drive growth.

In conclusion, expanding a business to Latin America requires a deep understanding of the local culture, language, and business practices. By embracing these differences and investing in local relationships, companies can overcome challenges and thrive in this vibrant and promising market.

Contact GMS today for more information on expanding your workforce or business in LATAM markets. Our relocation experts monitor markets worldwide and would love to answer any questions or concerns you may have about relocating an employee to or from a Latin American country.

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Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

Tags latam, latam relocation, relocation services

Choosing a Relocation Company Corporate Relocation Global Mobility Global Relocation

Why Companies Should Provide Relocation Services for New Employees

Post author By Sam Hoey | CRP, GMS
Post date February 20, 2024

young African American couple happy to move into their new home

Here are some benefits of providing employees with global mobility programs

Relocation expenses vary greatly depending on the distance and the employee’s needs. The most common expenses covered by relocation packages include transportation costs, such as flights or gas mileage, temporary housing, and storage fees. Additionally, companies often provide financial assistance for selling the employee’s current home or finding a new one.

One of the main reasons why companies should cover these expenses is to attract top talent. Relocating can be a daunting and expensive process, and offering a relocation package can make a job offer more enticing. By providing financial support, companies show their commitment to helping employees settle into their new environment and alleviate some of the stress associated with moving.

Moreover, covering relocation expenses can also benefit the company in the long run. Employees who feel supported during their transition are more likely to be productive and engaged in their new role. By removing the financial burden of relocation, companies can ensure that employees can focus on their work and quickly integrate into the company culture.

Furthermore, offering relocation packages can enhance the company’s reputation as an employer. Word-of-mouth travels fast, and if employees have positive experiences with their relocation, they are more likely to recommend the company to others. This can lead to a larger pool of qualified candidates and a more robust talent pipeline for future hiring needs.

Key Components to Include in Employee Relocation Packages

A comprehensive relocation policy should include various components to ensure a smooth transition for employees. Some key components to include in employee relocation packages are housing assistance, transportation support, and spouse/partner employment assistance. Housing assistance can involve providing temporary housing or a stipend to help employees find suitable accommodations in their new location. This alleviates the stress of finding a new home and ensures employees have a comfortable place to live while settling into their new roles.

Transportation support is another crucial aspect of a relocation package. Companies can reimburse moving expenses like shipping belongings or renting a moving truck. Additionally, assisting with transportation to and from work, whether through a company car or public transportation subsidies, can significantly ease employee transition.

Spouse/partner employment assistance is often overlooked but can be vital for the success of an employee’s relocation. Companies can offer job search support, networking opportunities, or even financial assistance for spouses or partners who need to find employment in the new location. This not only helps the employee’s family settle into the new community but also shows a commitment to supporting the employee’s overall well-being.

Other components that can be included in relocation packages are cultural integration support, such as language classes or cultural orientation programs, and assistance with administrative tasks like obtaining necessary visas or work permits. These additional elements can enhance the employee’s experience and ensure a smooth transition into their new environment.

A comprehensive relocation package is essential for companies looking to attract and retain top talent. By providing support in critical areas such as housing, transportation, spouse/partner employment, and cultural integration; companies can ensure that employees feel valued and supported throughout the relocation process. This benefits the individual employee and enhances the company’s reputation as an employer of choice, leading to a more substantial talent pool for future hiring needs.

GMS Assists in Building Comprehensive Relocation Packages

In conclusion, covering everyday relocation expenses is a wise investment for companies. It helps attract and retain top talent, promotes employee productivity, and enhances the company’s reputation. By providing support during the transition, companies can create a positive and seamless relocation experience for their employees, ultimately benefiting both the individual and the organization.

Global Mobility Solutions is a complete relocation management firm specializing in aiding companies in developing all-inclusive relocation plans that are advantageous for both the company and the staff member. For over three decades, GMS has supported companies settling their new employees in a different location, ensuring a smooth transition for the transferee. Contact us today if you are prepared to establish or revise your relocation policies.

Global Mobility Solutions (GMS) is a full-service relocation management company that specializes in assisting companies in creating comprehensive relocation packages that benefit both the company and the employee. For more than 30 years, GMS has helped companies get their new employees situated in a new place, assuring the process is seamless for the transferee. Contact us today if you’re ready to set up or update your relocation policies.

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Tags job relocation, relocation services

Corporate Relocation Corporate relocation tips Domestic Relocation Tips Employee Development Global Relocation

How to Negotiate a Relocation Package

Post author By Sam Hoey | CRP, GMS
Post date February 13, 2024

two women discuss relocation packages in a job interview

When interviewing for a new job, make sure your relocation needs are met

Negotiating a relocation package involves understanding what is covered, discussing expectations with your employer, and being willing to compromise. Read on for a comprehensive look at arranging a relocation package with your employer so you can confidently navigate your move with ease and peace of mind.

Understanding what is covered in a relocation package is crucial before negotiations. Typically, a relocation package includes moving costs, temporary housing, transportation, and even assistance with selling or renting your current home. It is essential to clearly understand what expenses will be covered and what will not be so that you can plan your budget accordingly.

Negotiating a relocation package requires a certain level of flexibility and compromise. While it is essential to advocate for your needs, it is also crucial to understand that your employer may have limitations or constraints. Be open to discussing alternatives or finding creative solutions that benefit both parties. For instance, if your employer cannot cover certain expenses, they may be willing to provide a higher salary or additional benefits to compensate.

Remember, maintaining a positive and collaborative attitude is critical to successful negotiations. Approach the conversation with a willingness to find common ground and reach a mutually beneficial agreement. Be prepared to provide supporting documentation or evidence to justify your requests, such as cost estimates for moving services or rental prices in the new location. This will demonstrate that you have done your research and are making reasonable demands.

Here are some points to cover when negotiating for relocation assistance:

Understand What Relocation Expenses are Covered

Employers typically offer a relocation package to assist with the costs associated with moving. This package can encompass various expenses, such as:
– Costs relating to travel, including transportation and hiring professional movers.
– Assistance with selling your current residence or purchasing a new one.
– A lump sum of money is provided to cover general moving expenses.
– Support in obtaining a work visa if necessary.

It is crucial to clarify which expenses will be covered when negotiating your relocation package with your employer. Understanding the specifics beforehand will allow you to plan accordingly and ensure a smoother transition during the relocation process. Whether you must pay for these expenses upfront or are eligible for reimbursement, having this information beforehand is essential.

Discuss Your Expectations

Being honest and open with your employer regarding your expectations and desired outcomes is crucial. Communicate the specific assistance you require from them, and provide any relevant information that could impact their decision-making process. Additionally, it is advisable to inquire about the company’s policy on relocation and the usual support provided. By clarifying these details, you will better understand the extent of their offer and determine the level of additional support you may need. For example, you might need extra time off for the relocation or other funds to cover temporary living expenses.

Do Your Research

After you have clearly outlined the particulars of your relocation and thoroughly discussed your expectations with your employer, it is crucial to delve into the specifics. Take the time to research the cost of living in your prospective new city, and be ready to request additional assistance if it significantly surpasses your current location.

It is advisable to be upfront and straightforward about your specific requirements for the relocation package, whether it be extra time off, a salary increase, or supplementary funds to cover expenses.

One crucial aspect to consider when negotiating your relocation package is the cost of living in the new location. Research the average housing prices, groceries, transportation, and other essential expenses to understand how far your relocation package will stretch. This will help you determine if the financial assistance provided by your employer is sufficient or if you need to negotiate for additional support.

Be Open to Compromise

Final Negotiation Tips

Additionally, it is crucial to familiarize yourself with the local laws and regulations of the new city or country. This includes understanding the visa requirements, tax obligations, and other legalities affecting your relocation. You can avoid any surprises and ensure a smooth transition by being well-informed.

Furthermore, don’t hesitate to reach out to colleagues or contacts who have previously relocated to the same destination. They can provide valuable insights and advice based on their own experiences. They may also recommend reliable real estate agents, schools, or other services to assist you during your move.

Lastly, remember to take care of yourself throughout the relocation process. Moving to a new place can be emotionally and physically draining, so prioritize self-care. Stay organized, maintain a positive mindset, and lean on your support network for assistance.

In conclusion, negotiating a relocation package requires thorough research, practical communication, and a clear understanding of your needs. By following these steps and considering all the necessary factors, you can ensure a successful and stress-free relocation experience.

Global Mobility Solutions (GMS) has provided clients with the best relocation services since 1987. Our expert team can assist in getting employees from point A to point B, no matter how far the move is. Contact us today to set up a free policy review!

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Tags relocation benefits, relocation package, relocation services

Corporate Relocation Domestic Relocation Domestic Relocation Trends

Where is Gen X Relocating to? A Look at the Numbers

Post author By Michael Barone
Post date January 22, 2024

gen x man relaxing in his office after moving to a new city

Top 7 list of cities that Gen X-aged people are moving to

With Gen Xers getting ready to send their children off to college and approaching retirement, this particular age group has had the opportunity to witness the growth of their investments through compound interest as they advance in their careers. Consequently, even though they tend to be less mobile, individual Gen Xers can still significantly impact local economies, surpassing the influence of their younger counterparts.

Considering this, recent data from the U.S. Census Bureau has been used to analyze and rank the top cities for Gen Xers (aged 45 to 54) considering relocating. The data focuses on 268 of the largest cities in the United States, aiming to identify the most favorable destinations for this age group.

Here are the top 7 cities Gen X are moving to:

1) Surprise, Arizona

In 2022, Surprise experienced a notable increase of 4,414 individuals from the Gen X generation. The overall population of this age group now stands at 18,239, accounting for 11.93% of Surprise’s total population of 152,910 residents.

2) Bend, Oregon

Bend has become a sought-after spot for Generation X, drawing in 2,858 fresh faces. This surge has pushed the overall number of residents in this age bracket to 14,965, comprising 14.60% of Bend’s total population of 102,467.

3) Scottsdale, Arizona

In 2022, the number of Generation X individuals in Scottsdale rose by 6,215, bringing the total population of this age group to 32,881. Gen X now constitutes 13.68% of Scottsdale’s population of 240,432 residents.

4) Orlando, Florida

Orlando attracted 7,923 Gen X-aged citizens. Consequently, the population of this age group increased to 40,219, constituting 12.82% of the city’s total residents, which amounts to 313,625 people

5) St. George, Utah

A total of 2,499 individuals from Generation X were drawn to St. George. This demographic constitutes approximately 10.19% of the city’s population, 10,282 out of 100,904.

6) Jackson, Mississippi

The number of Gen Xers in Jackson increased by 3,551, bringing the total number of residents in this age category to 16,829. This accounts for approximately 11.67% of the overall population of Jackson, which is 144,244.

7) Hartford, Connecticut

Hartford attracted 2,527 new residents from the Gen X generation. This influx of people increased the Gen X population in the city to 14,442, accounting for approximately 12.11% of the total residents, which amounts to 119,290 individuals

GMS Is Always in the Know about Relocation

Global Mobility Solutions (GMS) always stays current on real estate and relocation trends.GMS understands the importance of staying up-to-date with the latest trends. By keeping a finger on the pulse of the industry, GMS can provide its clients with the most accurate and reliable information to assist them in making informed decisions. Recent data on Gen X population growth are just one example of the valuable insights that GMS can offer.

With this knowledge, GMS can assist its clients in understanding the potential opportunities and challenges of relocating to these cities. Whether finding suitable housing options, navigating the local real estate market, or understanding the unique needs and preferences of Gen Xers, GMS is equipped to provide comprehensive support and guidance.

GMS ensures its clients receive the highest service and expertise by staying informed about relocation trends and real estate developments. With GMS by their side, individuals and businesses can confidently navigate the complexities of relocation and make informed decisions that align with their goals and aspirations.