Category: Domestic Relocation

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3 FAQs About Working with a Relocation Specialist

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Here are some common questions about working with a global relocation provider

Moving to a new state for a new job isn’t easy. The relocation process alone can be a daunting task just to think about. All the packing and planning can make anyone stressed out. But to make the process go by with as little fuss as possible, it is highly recommended to work with a relocation specialist. 

If the new job you are moving for provides a relocation package, then there is a good chance that the opportunity to work with a relocation specialist is included. If talent mobility coaching is not provided in your package, it may be worth asking the relocation management company (RMC) that you are working with if one-on-one relocation management is possible to add on. Either way, working with a designated specialist has numerous advantages. 

Here are 3 FAQs and answers about working with a relocation specialist:

1) What Is a Relocation Specialist?

In simple terms, a relocation specialist is assigned to help an employee handle all of the logistics of their move as they prepare to work for their new company. There are a lot of moving pieces when it comes to executing a successful relocation process. A relocation specialist will bring knowledge, expertise, and experience in talent mobility. 

A reliable relocation specialist will be able to explain all aspects of the new company’s relocation package. They can help you review real estate programs, including home buying and selling assistance. As well as assist in coordinating with a moving company to get multiple quotes and schedule which day the movers can show up to move household goods.

2) How Much Do Relocation Specialists Charge?

There is no easy or short answer to this question. It depends upon each employee’s needs and wants when it comes time to move. Global relocation service providers offer a long list of services that can be covered, but it depends on the relocation package the hiring company offers their new employees to move. 

This should be asked by the employee in the negotiation stage of hiring. If the company mentions a move is mandatory for the position, the employee should follow up by requesting a list of relocation costs and services that the company will cover fully or partially. It’s also worth asking how the costs are covered because there are different types of relocation policies. Some companies may offer lump sum relocation packages, others may go the route of old-school reimbursement policies.

3) What’s the Process Like to Work with a Relocation Specialist?

Each RMC will have a different process for domestic and international relocation services. Most relocation specialists will start by hearing all of the employees’ pain points about the move, then proceed swiftly to assist in overcoming those pain points. Each relocation expert will have their own checklist on how to go about handling predestination stages all the way to getting the employee to their first day at the new position, from listing the employee’s current home to getting corporate housing in order, to helping with all the formal paperwork needed for a move. 

The relocation specialist’s main job is to keep the move smooth while keeping the employee’s relocation process on a timeline.

GMS Has Relocation Specialists Ready to Help

Global Mobility Solutions (GMS) has been leading the international relocation services industry since 1987. We only hire and work with the best relocation specialists in the business. Our team is thoroughly trained and qualified to help get employees from their current homes to their new destinations. 

GMS provides companies with relocation packages that have options to give each transferee their own relocation coach. This coach will provide one-on-one assistance to the employee they are assigned to in order to make the most seamless relocation experience possible. If you are ready to hear more about our relocation coaching options, please reach out to schedule a free consultation today and always feel free to check out our blog in our Knowledge Base to get any other relocation questions answered.

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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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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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What Should be Included in New-Hire Relocation Packages?

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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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Rising Interest Rates Impact Job Relocation Transferees

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Some options to include in relocation packages to help offset high-interest rates costs

As we enter peak move season, many are taking notice of the rising interest rates on mortgages. There is no doubt that this affects anyone who is relocating for a new position. In addition, interest rates have a significant say in the bottom line of monthly mortgage costs, which could sway a transferee’s decision on a home purchase. 

Add rising interest rates to the significant increase in average home prices, and the impact on purchase power shifts for many who are relocating to a new state. But why is this happening? And what can companies do about it to help employees in their relocation process? 

While there’s no magic relocation package that can include a lower interest rate or first dibs at bidding on a home, there are a few workarounds that might be able to ease the process for the transferee.

Will Interest Rates Continue to Rise?

Many real estate experts would predict that interest rates will continue to rise in the immediate future. With rates going up, the Federal Reserve has begun to pull back on the purchase of mortgage-backed securities (MBS). This will likely hike up interest rates because the return rate on mortgage bonds has to be higher to bring in investors. 

The Federal Reserve controls the percentage of the Fed funds rate. But that does not mean there is a direct correlation between short-term interest rates on funds from banks and consumer interest rates. If it becomes more expensive for banks to borrow, they are more likely to pass that cost on to consumers through higher interest rates. This is the main reason for those predicting interest rates to rise in the coming month.

It’s worth mentioning that interest rates were low for so long to boost the economy while the world dealt with the COVID-19 pandemic. This favored higher home prices because lower interest rates meant that buyers’ budgets could be stretched further.

Updating Relocation Policies Can Help Offset Higher Interest Rates Costs

Hiring and maintaining top-level employees can be challenging. To get the right person in the right seat, companies should look into offering relocation packages to ensure they have the best chance of landing top talent. But what should be included in a talent mobility package to help offset these higher interest rates? 


Here is a breakdown of some different relocation policies that can help transferees on the real estate front.

Please note that all numbers and figures used are for example purposes only and not to be used as quotes for the home buying process.

Offer to Pay for Points

It is common for companies to include prepaid interest assistance in their relocation benefits. Buying points is a way of lowering the interest rate on a loan by putting money down upfront. If companies can include this option in their relocation packages, it could save thousands of dollars over the course of the loan. 

For example, let’s say the home the moving employee is looking at is $300,000. To keep the example easy we’ll just say the loan rate is 4%. If the company is willing to add prepaid interest assistance in their benefits, the company could pay $6,000 upfront to buy two points, which gets the interest rate down to 3.5%. While this doesn’t sound like such a difference-maker, it could save the home buyer just over $30,000 on a 30-year loan. 

Add a MIDA to the Relocation Package

Another great option to help transferees deal with high interest rates is to have a Mortgage Interest Deferral Assistance (MIDA) program included in the relocation benefits. This is another form of buying points down, but instead of paying for the decreased points upfront, the company would offer to pay the difference in interest between the former mortgage and the new mortgage. 

How this works is let’s say the moving employee has a current interest rate of 5%, but due to the market conditions when they move for the job, the interest rate they get locked into is 6.5%. The business could pay the employee the price difference on the monthly payment. This can help the employee stay afloat financially and still have some wiggle room when searching for a home in their new destination. Typically MIDA has a cutoff of about 1-3 years once the transferee’s relocation process is complete.

Include a Dollar-Based Mortgage Subsidy

This option works best for companies who want or need to know how much they will spend on mortgage assistance for moving employees. A dollar-based mortgage subsidy works because the organization is willing to pay a total of $25,000 to help the transferee with mortgage and interest rates. Instead of giving all the money upfront, the company could provide the employee 40% in the first year, 30% in the second year, then 20% in the third year, and finally, give them the last 10% in the fourth year. 

This strategy is popular for relocation managers because it lowers the transferee’s monthly mortgage payment while the company knows precisely how much they are spending upfront for the four-year option.

Work with GMS for Relocation Needs

Global Mobility Solutions (GMS) has been the relocation industry leader since 1987. Our expert team of relocation specialists has helped countless transferring employees get from point A to point B. In addition, we take pride in offering companies a way to tie in real estate programs into their relocation policies that provide options to help with rising interest rates. 

Many pre-decision services can also help the moving employee gain some buying power for their new home. For example, when working with GMS, clients have access to the best relocation technology, such as our mortgage calculator. 

When working with GMS, companies and transferees are not tied down to work with one mortgage broker. Instead, we work with a long list of vetted and qualified lenders to ensure moving employees get the best rates. In most cases, transferees can get lower interest rates than if they shop independently. In addition, our extensive lender list gives transferees different home buying and selling options for relocation. 

GMS knows firsthand how hard it can be to hire and retain top talent, so we want to help create competitive relocation packages that make the talent mobility process seamless for employees. Reach out to us today to schedule a free consultation on how our team can help set up mobility programs.

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Choosing a Relocation Company Corporate Relocation Domestic Relocation Domestic Relocation Challenges Relocation Best Practices Relocation Challenges Relocation Programs Talent Mobility

Why Relocation Services Should Include Spousal & Partner Support

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Happy couple carrying cardboard box and pot plant in new house

The Importance of Providing Spouse & Family Support for a Successful Relocation Process

Relocating for a job can bring many new opportunities to one’s professional career. But moving to a new destination for a job can also mean uprooting a partner, or even an entire family. When a candidate accepts a new position and agrees to move for the job, many negotiate to get relocation costs covered by the new company. Companies that are regularly involved in the talent mobility process work with relocation management companies (RMC) to construct relocation packages that are enticing and helpful to employees. 

But do these relocation benefits ever include any support for the transferee’s spouse or family? Any modern RMC representative would highly recommend including partner/spousal support and family support offerings to recently hired employees. There are many reasons companies should be happy to help ease the transition for their new employees’ families. For example, if the employee knows their family will have an easier time moving, they are more likely to accept the position. Finding the right candidate quickly cuts down on the time of the job search. Also, knowing their family will be taken care of during the relocation process because of special relocation benefits, the employee can have their mind on their work. 

There is no one size fits all relocation package. Each talent mobility assignment is different and should be treated as so. With that being said, there are numerous relocation services that RMCs can provide to moving employees’ spouses and other family members. Let’s look at some of the more common programs worked into the relocation process.

Area Orientation Trips

Orientation trips are a relocation benefit that tends to get overlooked. Many RMCs would recommend that companies cover at least one or two (if not more) orientation trips for the employee and their partner/spouse. The main reason to add this into a relocation package for the employee to utilize it as a house-hunting trip. Including this service helps the employee and their family get somewhat familiar with the lay of the land for their new destination. These trips can also be used to check out different schools and activities for those relocating with children. Taking a tour of a local school might help the family decide which neighborhood they might want to settle in. If the transferee’s kids play sports or participate in other after-school activities, then take advantage of the trips to meet and greet with coaches and directors so that they are not starting from square one once arriving in the new city. Area orientation trips can give kids and spouses a new, exciting spin on the move if a dream house is discovered while house hunting.

Spousal Career Services

Another perk that should be included in relocation packages is career services for the moving employee’s spouse or partner. It’s not unusual for a domestic partnership to make up a dual-career household; this means if the family is moving for one person’s job, there is a chance the other will have to quit or alter their career. But there are ways that companies can work with RMCs to include spousal career services in their talent mobility benefits. These programs can offer comprehensive career assistance along the lines of: 

  • Quick Start Job Search Preparation (marketing tools, job search assistance manual)
  • Job Search Assistance (market information, access to searchable data)
  • Personal Branding (online profiles, personal website, blog, video)
  • Partnering Services (online courses for job search execution)
  • Resume Writing Services (resumes, cover letters, LinkedIn profile)

Spouses who are moving with their partner can use this time to their advantage. Some people hold off on a career change, but right after a relocation could be a perfect time. If the moving spouse has to resign from their current position anyway, then it could be a new beginning they need to switch industries or positions, maybe even start their own business. In very lucrative relocation offerings, there may even be grants and financial support benefits for the employee’s spouse to get special training for a new job. And sometimes, some RMCs might even work in entrepreneurial opportunities for relocating partners.

Language Training

For international relocation services, language training might be one of the most essential benefits needed. Those who relocate to a new country with a spouse and children will more than likely have to learn a new language. Learning a new language can be difficult if the family has not been preparing for it for a few years leading up to the move. Companies that plan to interview, and ultimately hire, global candidates should seriously consider covering or reimbursing for classes and tutoring for the employee and their family members to learn the language of their new home. Language training programs give the spouse and family a better chance of adjusting and liking their new surroundings making it more likely that the employee can succeed at their new job as well.

GMS Offers Relocation Services with Spousal Support

For international relocation services, language training might be one of the most essential benefits needed. Those who relocate to a new country with a spouse and children will more than likely have to learn a new language. Learning a new language can be difficult if the family has not been preparing for it for a few years leading up to the move. Companies that plan to interview, and ultimately hire, global candidates should seriously consider covering or reimbursing for classes and tutoring for the employee and their family members to learn the language of their new home. Language training programs give the spouse and family a better chance of adjusting and liking their new surroundings making it more likely that the employee can succeed at their new job as well.

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

The Most Googled Questions About Relocation Services

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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.

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

Why Small Business Relocation Benefits Are Important

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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.

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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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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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