Category: Domestic Relocation Tips

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What Does The Employee Relocation Timeline Look Like?

Breaking down the standard outline preparation of the relocation process

Relocating for a new job can be an excellent move for both career and personal reasons. New scenery for work and life can provide new growth opportunities. If you accepted a position with a different company, there is probably a lot going through your head. That’s normal, moving can also be a testing process. 

 

If your new company is providing you and your family with corporate relocation benefits, it’s essential to review all aspects of those benefits to take advantage of each one. 

 

It is also highly recommended to speak with a representative from the relocation management company (RMC) that your new company works with for their talent mobility needs. Most companies work with an RMC to set up their corporate relocation programs, and RMCs in some cases, will provide one-on-one consultations for all transferees. The point of this is to keep the employee relocation process as understandable as possible. 

 

Moving to a new job can raise many questions, especially if there is a tight start date with the new company. Of course, the relocation timeline is not always the same for every employee, but some commonalities can be covered to ensure the process can be completed in a timely manner. Here are a few things to review when you are about three to four weeks out from moving to your new destination:

4 Weeks Out

Many corporate relocation packages will include a destination visit. This will give employees a chance to see their new office, maybe do some meet and greets with teammates, and hopefully have time to check out some real estate options. 

 

When researching places to live, it could be a good idea to add soon-to-be teammates on LinkedIn to ask them about the office building, parking, and commutes from certain areas. As far as housing options go, it would be worth asking the RMC if corporate housing can be utilized. 

 

Corporate housing options are places where relocating employees can stay anywhere for 30-90 days while they look for their new home. Companies tend to provide corporate housing so that employees are not forced to make real estate decisions on the spot within the four weeks they typically give for their start date. 

 

This gives you more time to look for a home in which your family will be happy and comfortable. Short-term housing options also allow you to go ahead while kids finish school or your partner finishes their notice at their current job. 

 

It should also be noted that prepping for household goods to be moved should start almost as soon as the offer letter is signed for your new position. Anything that can be wrapped, boxed, or packed now helps save time before the moving rush hits. 

3 Weeks Out

Once all the major pieces like home buying and selling and packing have been set in motion, it is a good idea to review the budget for the actual move. The relocation timeline moves quickly, you want to make sure you know everything your talent mobility benefits cover so that you do not go over budget. 

 

A reliable RMC will provide transferees with cloud-based technology so that they can track their move with expenses and receipts in order to stay within budget. Having a platform to track the move also helps the RMC, company, and employees know exactly where they are at in the process. 

The three-week mark is always a good time to plan with the movers. Assure they will be able to come to get your household goods, leaving enough days for them to travel to the new destination and unload. Depending upon your corporate relocation package, there can be different ways to go about paying for movers. Some packages will be through employee reimbursement, other packages will be worked out by the company to have already moving vendors paid for. 

GMS Is a Top RMC Who Is Here to Help

Global Mobility Solutions (GMS) is the industry leader when it comes to providing corporate relocation programs. We help companies build, or update, talent mobility packages that are sure to attract the top talent for any job. 

 

We provide each of our transferees a relocation coach. This coach is a relocation expert who will guide the moving employee every step of the way. On top of personal coaches, we also set every transferee up with a Relocation login. This is a cloud-based platform that assists moving employees track their relocation timeline from start to finish. 

 

For over 30 years, GMS has assisted companies with their employee relocation needs. If you have any questions, please set up a free online consultation. We will listen to your needs and help you take the best course of action, getting your employees from point A to point B while staying within your budget. 

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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.

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Everything You Need to Know about Pet Relocation Services

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Young couple moving in new house. They are happy and organizing boxes.

Pets are more than just animals, they should be comfortable during the move too

There’s no doubt that moving to a new state, or even a new country, can be a stressful process. Relocating for a job or for personal reasons can also bring a fresh start. Often, when someone moves for a job promotion or career change, they bring their entire family. Candidates who accept a relocation position should take advantage of every talent mobility perk offered. 

Talent mobility refers to the relocation package offered by a company to a new or promoted employee. In simpler terms, a relocation package will let the new employee know what moving costs and services are covered, in part or full, by their new employer. While every company will have different talent mobility options, one crucial factor that employees should ask for is pet relocation services. 

Pets are not just animals, they’re members of the family. And in turn, anyone who is going through the relocation process should insist that pet relocation services are provided in their relocation package.

What is Included in Pet Relocation Services?

Each relocation services provider will offer different services for moving pets from point A to point B. The basics that should be covered include safe animal transportation. No one wants their furry friend to get too hot or too cold while traveling by automobile or plane. Making sure that the correct size kennel is provided should be another key point to bring up. And of course, it should go without saying that pets should be provided with food and clean drinking water during the trip. 

The most common reasons for using a pet relocation service are when someone is relocating with a long drive or has to go by plane for international relocation. All these can make it challenging to travel with a pet, which is why a pet relocation service can help assure that the four-legged family member is comfortable during the trip.

What to Look for in Pet Relocation Providers

The first point to ask about is the company’s certifications. Any reliable pet moving experts should be USDA certified. On top of vet-like certifications, any pet owner wants their pet to be safe while traveling. So, working with pet transporters who are strict when hiring drivers is a must. The company of choice should have their drivers certified in operating the car, truck, or plane they are operating. And drivers should undergo thorough background checks and be able to pass a drug test. 

Communication is another key when selecting which company is lucky enough to transport your pet. Owners will want to know where their pet is at every step of the way on their journey to their new home. Ask the company what they do to not only track pets but how they relay that info to the owner on either an hourly or daily basis.

GMS Is Here for You and Your Pets

Global Mobility Solutions (GMS) is the industry leader in employee relocation. We take pride in making a seamless process for transferees and their family members. And when we say family members, we know that includes pets. Our team only works with the best pet relocation service providers. Each of our providers goes through a thorough vetting process to ensure we’re providing the best relocation programs possible. 

To get more information about the relocation process for humans and pets alike, check out our blog in our Knowledge Base. And if you have any questions about the relocation process, then reach out to schedule a free consultation. GMS is always happy to answer any questions.

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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.

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What Should be Included in New-Hire Relocation Packages?

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Colleagues enjoying to meet and talk in the office

What does an employee relocation package typically include?

There are numerous approaches to take when putting together employee relocation packages, but in the end, every company is trying to do the same thing; that is, to find the perfect middle ground on relocation benefits that don’t blow the company’s budget while also being lucrative enough to attract the right candidate for the open position. 

It’s not uncommon for a company to try to construct relocation policies on their own before realizing they are in over their head and need the assistance of a relocation management company (RMC). RMCs give insight and can provide statistics and studies that help companies form relocation packages that land in that happy middle ground mentioned before. 

But even working with an RMC, it can be hard to know what should be included in talent mobility options offered to newly hired employees. So here’s a look at some of the common aspects that should be covered in relocation packages:

House-Hunting Trips

That’s why it is recommended that companies cover at least one or two house-hunting trips. These trips allow employees to scoop out their new destination and view some homes with a specialized relocation agent. Employees can also check out some schools for their kids.

Temporary Housing

Temporary housing, also known as corporate housing, is usually given from 14 to 90 days. This can help the employee transition to the moving process. There are a few different factors that require a new-hired employee to need corporate housing. The most common is if the relocating employee’s new home isn’t ready. Another common is if the employee could not purchase a place to live within the timeframe given. 

RMCs can help companies set up corporate housing leases with apartment complexes or townhome owners so that it is affordable for the company and extremely helpful for the transferee.

Family and Spousal Support

It’s not always just the employee moving, and it can be their whole family. Language and spousal career support add some family assistance benefits to relocation packages. Language training is an obvious one for those who are relocating internationally with kids. Giving them the resources to learn a new language can help them in school. 

And the transferee’s spouse may have to leave their job when the relocation occurs. This is why it can be beneficial for the family if the relocation policies include career services such as help with the job hunt and resume review assistance.

Real Estate Assistance

Employees’ main stress points about relocating are selling and buying a home. Real estate transactions can take weeks or months, making it a scary process when the move takes place in a short period. Any reputable RMC would recommend relocating employees with some home buying and selling programs. 

Three of the most used real estate assistance programs RMCs refer to are Direct Reimbursement, Buyer Value Option (BVO), and Guaranteed Purchase Offer (GPO). Of course, each will have different advantages depending on the transferee’s needs. But giving the new-hired employee some help in either buying or selling their home can help assure they can get to their new destination promptly.

Shipping of Household Goods

When people think about the relocation process, it is the only part that comes to mind but moving a transferee’s household goods is a crucial stage so it should not be overlooked. Packing, moving, and storing the employee’s furniture and belongings should be done by a reliable moving professional who can provide a great price. Every transferee’s nightmare is that the movers will not show up on the right day or their stuff will get broken. 

Any knowledgeable RMC will get multiple quotes from moving companies for the transferee. This way there are options to assure both the company and the employee are being taken care of for costs and customer service.

How Much Should Companies Spend on Relocation Packages?

That is the age-old question that is hard to answer. Too many variables must be reviewed before a realistic quote can be given on how relocation costs should be allocated. Some variables on this include number of relocations per year, distance on the moves, what relocation services the company is willing to cover, and visa and immigration services needed? 

One of the best ways to keep relocation costs under control is to update relocation policies every 12 to 16 months at a minimum. Service prices change so much that if companies are not updating their relocation packages, they could be spending unnecessary money or in some cases, they might not be spending enough money, forcing qualified candidates to walk away from the job.

GMS Will Help Put Together the Best Relocation Package

Global Mobility Solutions (GMS) is the industry leader in employee relocation. Our expert team has been assisting companies put together comprehensive and competitive relocation packages for 30-plus years. We listen to your needs and then tailor relocation policies that best suit those needs at a cost-efficient price so that you can get your employees from point A to point B in a seamless transition. In addition, we will make sure that all the relocation services you need are included in all new hire’s offer letters.

GMS strives to be the best in customer service, so we will assign a relocation coach to each of your employees to help in the relocation process every step. If you’re ready to hear more about how GMS can help, contact us today to schedule a free consultation. And to get other questions you may have about talent mobility answered, check out our Knowledge Base.

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2022 Gas Prices Impact Relocation Costs and Estimates

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Large semi truck hauling freight on the open highway in the western USA under an evening sky.

Learn how higher fuel prices impact the shipment of household goods

There is no question that the recent rise in fuel prices has had an impact across the board on many industries. From pain at the fuel pump to increases in prices at the local grocery stores, people are spending more on a weekly basis. The talent mobility industry hasn’t been immune to the effects of increased fuel prices. However, the industry is making strides in developing more accurate estimates that account for higher gas prices. In the relocation industry, these costs are typically passed down from vendors to relocation management companies (RMCs) which, in turn, results in increased direct costs for companies relocating their employees.

In a typical relocation or assignment, anticipated relocation costs are calculated via a needs-based estimate. Meaning each relocation assignment is unique and could cost a different amount, depending on the employee’s needs. But just how much does the price of gas affect how much it is to move an employee? Which aspect of the relocation process is hit the hardest when fuel is expensive? Here is a breakdown has to why relocation costs go up when fuel prices increase:

Shipment of Household Goods

The largest impact of high fuel prices on relocation naturally resides within the process to ship household goods (HHG) from point A to point B. The packing and transporting of furniture and other belongings is a critical component of any relocation program. Companies that offer relocation benefits often will make sure to include covering, or at least reimbursing, an employee’s need to have their household goods shipped to their new destination. Industry-leading RMCs will obtain multiple bids from moving vendors to help ensure the best possible cost. In most cases, the RMC will have established partnerships with numerous vendors who are vetted and reliable, but they could reach out to a newer vendor for a better deal if need be. These bids from transportation companies are largely estimated on how many pounds of household goods need to be moved and how many miles away the destination is. These are two of the more obvious figures that are directly connected to gas prices and the total cost of the move.

What is the Impact of Fuel Surcharges on the Shipment of Household Goods?

With fuel prices quickly on the rise, take this opportunity to learn how fuel surcharges are calculated for domestic relocation HHG shipping. On the first Monday (or Tuesday) of every month, the van lines each go to the US Department of Energy’s (DOE) database to access the average cost of diesel for the entire United States. The average price has a corresponding number on a chart that most HHG vendors use, which will indicate what percentage to use for the fuel surcharge. 

For example: If diesel is at an average of $4.84 per gallon, then the common surcharge would be 16%. The new fuel surcharge will be applied to any shipments loading after the 15th of that month. 

HHG estimates are completed using the current fuel surcharge. The difference between the fuel surcharge when the estimate is completed and the load day fuel surcharge will result, sometimes ending in an increased amount, depending on market conditions. Relocation experts have seen this happen before when fuel surcharges spiked in 2009 and impacted moving expenses. 

It is worth mentioning that fuel surcharges are always non-binding, even on talent mobility policies that may hold some type of guarantee not to exceed cost estimates. This type of HHG estimate is commonly used by RMCs as part of an overarching, comprehensive cost estimate that is used to help companies gain a clearer picture of the total projected cost of relocation.

Do Companies Need to Update Relocation Policies?

Many companies look into what are called “Capped Relocation Policies.” Meaning, there is a pre-approved, maximum budget the company is willing to pay up to for moving the new employee. Working with an RMC helps companies to stay within that cap for each employee who is transferred. This policy design method is effective in helping to contain runaway costs and can provide a measure of consistency with your total mobility program spend.

However, in today’s environment, some capped policies are quickly eaten up by increased fuel surcharges. This is making it difficult for companies to stay within the approved budget while relocating. In some cases, the budgeted amount isn’t enough to fully execute the move and is leaving the employee to make up the difference. If a company finds this to be occurring frequently, a review of your policy caps might be in order.

This is another great advantage of working with an experienced RMC to ensure that your company is not overpaying for relocation costs while offering competitive relocation benefits within your industry.

GMS Is Here with Explanations on Relocation Costs

We know that the relocation process and the costs associated with it can be confusing. That’s why Global Mobility Solutions (GMS) offers free consultations to anyone who has questions about talent mobility. Our relocation experts will walk you through a common outline of relocation packages and their structure during this online or in-person consultation. From there, you make the decision if you would like us to help you either create or rewrite your relocation policies. When a company offers relocation policies to job candidates, they open their hiring field to a wider range of top candidates for any given position. Let GMS assist you in all of your relocation needs, contact us to start getting all of your questions answered. 

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4 Products in Low Supply: Impact on Relocating Employees

Two men, one with beard and wearing a red shirt, other wearing a blue short, former California residents move a sofa into their new home in Nevada

Pricing on these products could affect relocation

It can be more complicated than just hiring a moving company to ship their household goods when relocating an employee. Many factors need to be taken into consideration when getting a transferee to their new destination. One of the significant factors to think about is the cost of living difference between their current home and the new destination. When certain products or materials are harder to get or are experiencing pricing increases, it can place additional pressure on the employee and jeopardize the relocation. 

Since the COVID-19 pandemic began, there have been supply chain issues and shipping delays around the world. Some products are back-ordered for months at a time, ultimately increasing prices on many products, further complicated by lack of manufacturing productivity. This can affect those moving for a new job through increased prices on common cost of living items such as food and fuel, potentially increasing employees’ wage requirements. While companies can’t always raise salary expectations right away, keeping the cost of living changes in mind when sending the employee an offer letter is recommended. 

If your company relocates employees, these four product shortages might affect their lives in their new destination:

Food Costs

This one probably hits close to home for a lot of people. With grocery stores also having labor challenges and with problems in food production, grocery prices may stay higher than usual in 2022. COVID-19 and its variants upended operations in food manufacturing plants around the world. As workers called in sick or day-to-day production policies had to be changed to keep workers safe, many fell behind in their order fulfillment and still have not caught up yet. Food product shortages are also due to the trucker driver shortage that the US and Canada are experiencing right now. 

When you look at the difference in food costs from city to city, that alone creates a cost of living increase or decrease. Typically, groceries are more expensive in high-end markets such as San Fransico, CA than in Topeka, KS. The addition of product shortages and shipping problems adds to the total price for someone moving from a mid-sized or small city to a larger one.

Lumber

Lumber prices have soured as of late to the point where homebuilders are increasing prices in an attempt to offset the demand. Many lumber mills were forced to shut down during the pandemic due to safety concerns. Then when the mills reopened, they were already behind in producing enough lumber to fulfill the extreme housing market needs. The real estate trends in calls for lumber were not just new-build homes either. As many workers started working from home and mortgage rates dropped to new lows, there was a rise in home remodeling. 

Many people might not realize that the price of wood also impacts moving supplies such as paper and cardboard. Lumber prices for the shipping industry also impact items such as shipping crates and pallets, which are produced for moving companies. Increases in material prices are naturally passed along to the end-customers who are moving.

Furniture

Always known as the “hidden cost of moving,” buying furniture for a new home is something that most people don’t calculate when making offers on houses. The furniture industry saw a boom when work from home became the new normal for many workers. People were more likely to spend more updating their furniture in order to be comfortable while spending most of their days from home. Because many U.S. furniture parts come from China, the global shipping container shortage has delayed many shipments that have some furniture companies months behind on orders. Once again, because of all the issues with shipping containers, the furniture industry can only ship out so many sets each month.

Semiconductors

Demand for computer chips has naturally lowered supply. Many companies are shifting their workforce remotely, meaning more laptops and computer products are needed for employees working from home. Semiconductor manufacturers are trying to ramp up production, but with sky-high demand, it is hard to see them catching up to the curve before the end of 2022. 

Additionally, semiconductors are used in vast swathes of products these days, including vehicles. Near the onset of the pandemic, rental car companies sold perceived excesses in their fleets. Demand surprisingly skyrocketed, but due to shortages in semiconductors, vehicle manufacturers couldn’t keep up with rental fleet production demand which, in turn, caused shortages of rental vehicles. This has caused significant increases in rental car costs for employees who are relocating and need temporary transportation while traveling.

GMS Keeps You Up to Date with Industry News

At Global Mobility Solutions (GMS) we take pride in being the industry leader for providing global mobility services. Our team assists companies in relocating employees and providing benchmarking studies specific to our clients’ industries. We also keep our customers on top of industry trends in relocation, real estate, transportation, and more. Fill out the form below to receive courtesy information on your particular industry today!

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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.

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How to Overcome Relocation Challenges

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Downtown Denver, Colorado, USA Drone Skyline Aerial Panorama.

The most significant obstacles when relocating an employee

Relocating employees can be a trying process. There are lots of moving parts involved. From handling the company’s needs to the employees’ wants, along with the vendors’ schedules, there are various pieces to fit perfectly to make the relocation process as seamless as possible. Like with any other corporate process, some challenges may occur. Relocation challenges can affect both the company and the relocating employee in many ways. 

While each talent mobility assignment is different, companies can stay ahead of these obstacles by setting relocation policies. These policies are typically built in collaboration with and managed by a relocation management company (RMC), which provides the services through a vetted vendor network. Having relocation packages ready to go can help, but that does not mean that relocation challenges will not arise through the employee’s move. 

Global Mobility Solutions (GMS) has provided companies with comprehensive and award-winning relocation services for employees since 1987. With that said, we’ve overcome our fair share of challenges while assisting people through the relocation process. Our qualified team developed unique solutions to these challenges in each case, ensuring a stress-free move for our transferees and their families. These challenges listed below are not a definitive list for potential issues that may pop up, but are some of the more common relocation challenges:

Relocation Costs

Probably the most direct challenge to point out is providing new hires or promoted employees with relocation benefits will cost the company money. But, again, working with an RMC can help assure that the company offers the right amount of benefits while paying an affordable amount. You have to spend money to run a business. If you do not provide any financial backing to an employee for a move, you are only shrinking your talent pool because only local candidates will apply. This makes spending money to relocate employees worth it, knowing your company can get the right person in the right seat.

Buying and Selling Homes

A primary concern many employees have before moving is selling their current home and buying a new house. While the real estate market is up right now in most major cities around the US, there is still a chance that the employee may need time to prepare their home to be sold, or it could be on the market for a while. This may affect the employee’s available start date. Additionally, when relocating to a new state, it can be difficult for most people to buy a new house without freeing up the equity from their current home.

When putting together relocation packages for your relocating employees, including real estate sale programs such as a Direct Reimbursement or Buyer Value Option program is strongly recommended. These special home selling programs give employees more options during their move and are an excellent way to overcome this relocation challenge.

Job Start Date

Another tricky situation many run into when hiring out of state is knowing when to set the employee’s job start date. Because each relocating employee will have different needs, it can be hard to know precisely how long the process will take. Once the job offer letter is signed, employees typically put their two-week notice in with their current employer. Then the question becomes, what period of time is reasonable to expect the employee to be at their destination? Timeline differences may arise between a college graduate who is a renter and a VP homeowner with a large family. Consideration should be given to each employee and their situation.

A good workaround for employees moving with families is to offer corporate housing options. This allows the employee to get to their new destination to start work and have a reliable place to live for about 30-90 days while their family is given more time to finish the move at the origin location.

Household Goods Shipping

When an employee has to move, they’ll need their household goods to get from point A to point B. This step of the relocation process can be a headache if not handled correctly. The last thing the employee wants or needs is to have their belongings show up late due to a kink in the system. If working with an RMC, it is worth asking how they vet their moving companies and what they look for when assigning movers to employees. Significant cost savings can be realized through a competitive bidding process where the RMC gathers multiple quotes from moving companies for company approval.

GMS Can Help Overcome Relocation Challenges

While all of these relocation challenges widely vary, the best way to cover all of them is to work with a qualified RMC such as GMS to help write and manage your relocation policies. Our team’s goal is to help make your employees’ relocation process as stress-free as possible. We have team members who specialize in both domestic and international relocation. 

Feel free to reach out to us today to get started on a courtesy consultation with our industry experts, where we can review and provide feedback on your current relocation programming. If your company does not currently offer talent mobility benefits, we can also help you in your efforts to create a competitive relocation benefits program. Don’t let relocation challenges keep you from hiring and obtaining the top talent in your industry.

We're Here to Help! Request a Courtesy Consultation

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.

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The Most Googled Questions About Relocation Services

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A beautiful young woman planning an overseas trip on the internet

Answering common questions about relocation packages and the global mobility process

Companies that are just starting to research information about relocation services may need to get some of their basic questions answered. Global Mobility Solutions (GMS) has been a leading relocation company for over 34 years. Our team members are all highly qualified for their positions and are experts in their specialty regarding relocation services. As there are a lot of moving parts when it comes to relocating employees, our team put this guide together in hopes of providing some answers to the most Googled questions. Most of these questions are commonly asked when companies with in-house programs (or no program) are considering outsourcing their mobility programs to an experienced relocation management company.

Here are those Q & A’s:

What Are Relocation Services?

Also known as talent mobility or global mobility, corporate relocation services are benefits provided by an employer or agency to an employee who has to move for a new position or promotion. In simple terms, relocation services are “moving perks.” When the employee accepts the position, they are provided with some different options to help them get to their destination smoothly in time for their start date. Depending on what type of benefits are offered, relocation services usually can be applied to individuals and families alike. International relocation and domestic relocation services are slightly different, but the idea remains the same. 

In most instances, the hiring company will have already signed on with a relocation management company (RMC) to construct and deliver comprehensive relocation packages in order to ensure their talent acquisition program is as competitive as possible.

What’s Included with Relocation Services?

Relocation packages offered to employees should be tailored to fit the company’s objectives, along with employees’ wants and needs. Relocation services can vary in what is offered to, and utilized by, the employee. Common benefits range from assistance in selling a home to temporary housing assistance, school/area tours, and more.

Often, the most common theme among talent mobility perks is financial help with moving costs and shipping of household goods. Sometimes, the company will even offer to cover the cost of hiring moving services completely. Other companies may offer reimbursement options for relocation costs, meaning the employee foots the bills upfront to get to their new destination and the company repays them usually via check or EFT payment. 

Side note: GMS recommends that companies offer employees relocation packages instead of reimbursement options. At GMS, we assign each moving employee a dedicated single point of coordination (a U.S. Domestic Relocation Coach or a Global Assignment Manager). This certified GMS team member is highly experienced in their field and will provide guidance to your employee every step of the way during the relocation process.

How Much Can You Expect to Spend on Relocation Services?

That’s an excellent question. From the hiring company’s standpoint, paying to provide relocation services will depend on a number of variables. How many employees need to be relocated? Are these employees individuals or moving a family with them? Is the company willing to cover the costs of the entire move or just partial support? Are real estate perks offered in the package? 

Going back to the idea that relocation benefits should be tailored to fit the company’s objectives and employees’ needs, it’s hard to put a price range on just how much relocation services cost. Relocation costs are typically worth it in the long run because it increases the chances of getting the right candidate in the right seat for the vacant position. These employees arrive stress-free and ready to work, and are shown to stick around longer. Without global mobility benefits, your company runs the risk of having to hire and train multiple people over because only local talent is applying for the job.

What’s the Average Timeline for Relocating?

When helping companies create their relocation benefits, GMS usually recommends that there be a designated timeframe in which the policies can be utilized. This timeline will vary from company to company, or position to position. In many cases, a 90-day window for employees to start their relocation process does the trick. Employers need to keep in mind that these new-hire employees may have families, and trying to move a family with children is something that cannot always be done within a few weeks. Additional factors should be taken into account as well, such as the time it takes to sell the employees home, or the availability of transportation services for their household goods.

In extreme cases, the company might give the employee a start date within a month of the offer. But the downfall with this approach might be the employee may decline the offer, or the company’s relocation costs will increase if services are needed ASAP and not planned out.

What if an Employee Doesn’t Use/Need Every Relocation Benefit Offered?

GMS prides itself in our proactive relocation coaching. By having a Relocation Coach or Global Assignment Manager assigned to each employee, GMS helps to ensure the relocator is using the right mix of benefits for their unique situations. This can help them to get the most out of their available and applicable benefits, whether it be helping with moving costs, spousal support, or language training. GMS’ relocation experts help to pinpoint why employees may or may not utilize certain benefits to make sure the employee is getting the support they need without contributing to inflated mobility program costs due to the use of unnecessary services.

What Is Corporate Housing?

When thinking about accepting a job out of state, one of the most sought-after relocation benefits is corporate housing. Also known as short-term housing, this benefit is recommended for employers to provide as it might seal the deal for the new hire to sign on.

Corporate housing is usually a 30, 60, or 90-day stay in a furnished apartment or townhome that is covered by the employer. The reason this is such a draw for relocating employees is because it gives the employee and their family a transitional period to get their feet wet and learn a little bit about the lifestyle of their new destination. This period of time is also valuable as it provides the employee a place to live during the period of time it takes for them to secure a new place to live and await the delivery of their household goods. It also can be used for a situation where the employee has to go ahead of their family for the job, while their family finishes up any loose ends before the relocation completely takes place such as kids finishing the school semester.

How Often Should We Review Relocation Benefits?

GMS urges companies who are offering relocation packages to look into reviewing or updating those benefits every 12 to 18 months. The reason being, industries become more competitive and employee needs can evolve. If a competing company in your industry is offering more money or benefits to new hires, it could make it harder for your company to attract the top talent you need.

GMS Is Here to Answer All of Your Relocation Questions

When it comes to your talent mobility strategy, there are thousands of questions about where to begin or how to improve. The relocation experts at GMS have been helping companies move their employees for over three decades. If you have any questions about creating, reviewing, or improving your mobility program or relocation services, please reach out today. Our team can answer any questions you may have while offering insight into alternatives and enhancements to already existing relocation packages.

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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.

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Corporate Relocation Corporate relocation tips Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Employee Development Talent Mobility

Why Small Business Relocation Benefits Are Important

small business owner working with employees

What Small-To-Medium Sized Businesses Need To Know About Offering Relocation Services To Candidates

Small to midsize businesses offer employees different advantages from larger corporate entities. Many employees gravitate towards smaller organizations because they feel like they’re treated as a person instead of a number. They may also feel that the job at hand is making a difference and feel included in major decisions. However, many smaller companies often have a tough fight to get top talent when hiring. When a highly qualified candidate is available for a position, it’s common for a larger company to out-match any offer the smaller company can muster. From salary and benefits, companies with deep pockets can spend what is needed to attract and retain their talent. This includes benefits such as relocation services for attracting candidates who might live outside of your immediate region.

When a company, no matter the size, can provide relocation services to their employees through a relocation management company (RMC), it opens up the talent pool for job openings. Most HR reps from smaller companies will probably just assume that their company cannot afford to offer relocation packages to interview employees. But when working with a qualified and experienced RMC, balanced relocation policies can be developed that are both affordable for the company and help your HR team find the best candidate for the job. 

Let’s take a look at how offering relocation services to job candidates can help smaller companies when hiring for an open position:

Relocation Services Open Up the Talent Pool

When posting an open position, companies want the highest qualified candidates to apply. If the company is willing to relocate employees for new positions or promotions, then the talent pool is much wider since they’re able to cast a wide net that can include candidates from out-of-state or even internationally. Being able to choose from numerous resumes for an option position is a good problem to have and will give the hiring manager a wide range of skills and experience to consider for the role.

Reduce Vacancies with Relocation Services

Not every open position is filled within a few business days. If your company is only able to hire candidates from your local metropolitan area, it could take longer to find the right person. When anyone, from anywhere, is able to throw their name in the ring it can help with a quicker hiring timeline.

It Speaks Well to the Company's Culture and Brand

If a company were to just promote a position in the state where they have operations, and hire with whatever applications they were given (even if they are not the best possible talent), it may come across as a cost-saving measure. The offering of relocation benefits goes a long way to show that the company values its workforce and will do whatever it takes to get the right person in the right seat to ensure success for the entire team.

Improving Employee Retention with Relocation Services

Relocation benefits often are associated with new employees, which might be true in most cases. Many companies don’t realize that if they offer relocation packages it can also help existing employees and their ability to develop and move up within the company to new roles. For example, if an employee outgrows their current position and into a leadership role, the company can move that employee to a new location for the new position. This can also help improve your company culture because employees can be confident that they can grow within the company and that the company isn’t afraid to invest in their workforce. 

It’s also a benefit to the company because they can move existing employees to varying locations to fill any skill/capability gaps instead of always needing to hire from the outside. Relocation services open up new possibilities for small to medium-sized businesses through capabilities such as short-term and long-term assignments, allowing your employees to oversee temporary projects in other company locations, open new offices supporting your company expansion, or perform other valuable functions that require a long-term (but not permanent) presence.

GMS Is Here to Help Small Businesses Compete with Relocation Packages

Global Mobility Solutions (GMS) has been helping companies of all sizes create competitive relocation policies for companies for almost 30 years. A full service relocation company, we listen to your wants and needs, then help develop a mix of the best relocation services possible for your organization. Our consulting team will make sure you are keeping up in your industry and offering the best perks possible to get the best candidate. 

If you’re a small or midsize business owner or business HR manager and have questions about global mobility policies, please reach out to GMS today. Our relocation experts can help you through the entire process of creating or updating your relocation program.

We're Here to Help! Request a Courtesy Consultation

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.

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Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Relocation Policy Review Relocation Programs

Relocation Policy Review: Anticipating Changes and Challenges

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Why Companies should review their Relocation Policies?

It is important, and highly recommended, that companies review their relocation policies at the start of each year. This will help your company remain at the forefront of your industry, ahead of your competitors, and in line with best practice recommendations. Most companies are not completely immune to global forces, market changes, and unique challenges such as the COVID-19 global pandemic. Often these issues directly impact employees on international assignments.

There are several reasons why companies need relocation benefits. Often, relocation perks are used for hiring a recruit for an open position. Other times, companies may use relocation to transfer knowable employees to different job sites or as part of a development program offered through the company when promoting an existing employee. But no matter the reason, all sizes of company who offer talent mobility should have their relocation policies reviewed with some regularity. Here is a breakdown of why relocation policy review is important:

 

Address Strategic Objectives in Your Relocation Policy Review

Growing companies often have strategic plans that guide activities and investments. Many of these plans lay out specific goals and actions. For example, a company that wants to grow into a new market might leverage their relocation policy review in several ways to achieve this goal. This may include investigating the services of an International Professional Employer Organization (PEO). PEOs can help a company establish a presence in a new market within a very short timeframe and with no direct investment. As a result, companies can focus on achieving strategic objectives and responding nimbly to market changes. In return, the company saves time, effort, and resources. Also, the overall costs of service fees and financing international employees’ payroll are significantly lower than the cost of establishing a foreign entity.

Cost Reductions and Process Improvements Can Be Found

Relocation Management Companies (RMCs) with extensive industry knowledge and experience can help identify cost reductions. There may be several areas that offer cost reduction opportunities during a relocation policy review. Also, the mobility industry often changes rapidly in response to needs, preferences, and regulations. As a result, knowledgeable RMCs can easily identify and share new ideas for cost reductions.

RMCs are often drivers in the mobility industry for process improvements. Technology can lead to dramatic increases in productivity. For example, a Relocation API can replace many time-consuming data entry tasks and responsibilities. In turn, valuable resources are freed up to focus on critical business and department issues.

Maintaining Your Company’s Competitive Market Position

Every relocation policy review should include and reference benchmarking studies. These studies should show what your company’s industry competitors are providing in their policies. Your company should have information to know whether its relocation policy provides benefits that at least match the competition. A thorough relocation policy review can help identify areas that need to change in order to maintain your organization’s competitive position.

Ensures Company Policy Remains Compliant

National and international regulations can frequently change. Constant changes in visa requirements, immigration, tax laws, health recommendations, and other regulations directly impact relocation programs and employees. Conducting a relocation policy review helps your company learn what is changing, what may change in the future, and how to adjust your relocation policy accordingly. The review also provides information that your company can share with internal company stakeholders and employees who utilize the policy.

When Should Relocation Benefits Be Reviewed?

Companies should arrange a relocation policy review about every 12 months. As markets and global dynamic forces change at an ever faster pace, transferees are often some of the first employees to face direct impacts. As a result, the company’s relocation policy should be current and provide industry-leading solutions. This will result in greater employee satisfaction, and enhance talent acquisition and retention efforts.

GMS’ team of global relocation experts has helped thousands of our clients with their relocation policy review. Our mobility consulting team understands the dynamic nature of the corporate relocation market. GMS provides expert guidance for relocation policies, as a result, our team ensures that our clients’ transferees receive immediate assistance as required, clients remain competitive, their relocation programs maximize efficiencies, and they can leverage several cost reduction opportunities.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

To schedule your relocation policy review or to receive an industry-specific policy benchmarking overview, contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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.

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Career Services Corporate Relocation Corporate relocation tips Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends

States and Cities with Great Relocation Incentives

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Madrid, Spain financial district skyline at twilight.

These Cities Are Offering Government Relocation Incentives

New Year’s is the time for new beginnings. It’s usually around this time of year people start to reflect and make major changes. For many, there is no life change larger than moving to a new city or state. If you’re moving for a job offer, hopefully, the new company is offering a competitive relocation package to help with moving costs. But what about the people who were informed this year that they will be working remotely full time moving forward? If you could live and work anywhere, where would you go?

Many companies announced in 2021 that they do not plan to ask employees to come back to work in an office building with any regularity. With that said, now that many employees no longer have a daily commute to a cubicle, they are starting to think about where to live. Places with good weather and affordable housing are, of course, on top of everyone’s list. Since many of these moves are the personal choice of the employee, very few companies are providing relocation benefits. However, there are numerous relocation incentives being offered by cities and states that can help reduce relocation costs. The list below is a follow-up to our previous blog about reducing moving costs through relocation incentives that are being offered by certain cities. 

Moving can be expensive but taking advantage of these government relocation incentives can help ease the financial hit. Check out what these cities are offering:

Topeka, KS

A very lucrative relocation incentive deal, Choose Topeka is offering those who move to the city to work on-site up to $15,000 in funds for the purchase of a home and as much as $10,000 in funds for renters. There is also an option for remote workers who move to the area that equals $10,000 in home purchase assistance and up to $5,000 for those looking to rent.

Newton, IA

For most, one of the most costly needs involved when moving is buying a new home. Newton, Iowa is willing to help with that cost. If you move to Newton, you can receive up to $10,000 cash plus a “Get to Know Newton” package. This offer is for single-family homes that begin construction before 2023. This program is for new-build homes. Unfortunately, renters do not benefit from this relocation incentive.

Chattanooga, TN

Chattanooga, Tennessee is quickly becoming a well-known hub for entrepreneurs and innovators. GeekMove is a program designed to assist computer developers in relocating to Chattanooga. The biggest perk of this package is GeekMove’s offer to offset the initial costs of homeownership by providing a second, forgivable mortgage. This should provide more housing options for prospective buyers as it will make houses more affordable to the average buyer. The catch is that this offer is only good in pre-defined neighborhoods. On the flip-side, there are plenty of great neighborhoods to choose from, including some revitalized historic areas.

Alaska

Alaska has long been known for offering incentives to move there. There are numerous programs that help future residents reduce the cost of their move to the state. One of the more sought-after relocation programs is the Trade Act. The Trade Act offers allowances to help people move to Alaska once a position is accepted. In some cases, up to 90% of relocation costs can be covered for the employee and the immediate family. This allowance can be used towards the shipping of your household goods, one of the most expensive facets of any relocation. As a bonus, most people can qualify for a lump sum payment of $1,250 to help them get settled into their new Alaskan home.

GMS Relocation Programs

GMS is here to help you craft competitive relocation policies while taking advantage of the relocation incentives programs offered by various state and local governments mentioned above. Contact us today to talk about how your company can obtain and retain the best talent from anywhere. Don’t let location prevent your company from having the best candidate in the right position.

We're Here to Help! Request a Courtesy Consultation

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.

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