Category: Global Relocation Tips

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Why Choose Traditional Temporary Housing?

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With all of the housing options available to you, why should you choose traditional temporary housing provided through a Relocation Management Company (RMC)? Newer providers like online “bnb” websites or rentals offered by owners seem to offer so much more flexibility to meet your travel needs. From studio apartments and lofts in artsy places, to luxurious vacation rentals, the supply of interesting and exotic abodes seems endless. Also, the draw of quick and easy rentals as well as anecdotal stories of great bargains make these places seem irresistible to savvy travelers and transferees alike. With so much to choose from, what could traditional temporary housing offer in comparison?

Before you book yourself and your family into a rental through online providers, look into these four specific areas to be sure the rental meets your full requirements:

1. Security Standards

Do you know if there is a security system at the location? Is the rental’s location in a safe and family-friendly neighborhood? What about the Wi-Fi System? Traditional temporary housing locations receive evaluations on several criteria. Employees must undergo background checks. Building security undergoes an assessment. Even if a rental location is advertised as having good security, or is claimed to be in a safe neighborhood, has this been verified? Do you know if the area changes character depending on the day or hour?

2. Cleanliness

Temporary housing must meet specific cleanliness and quality standards, and undergoes professional cleaning prior to rentals. Is this what you will find through an online rental provider? Travelers often see and remark on the differences in cleanliness standards among hotel chains. Do you know if there are any cleanliness standards at the online provider’s rental unit? Will you have to perform cleaning services yourself? How would you know if surfaces are clean and sanitary? Would you be able to determine if surfaces have simply been wiped down with a single cleaning rag throughout the entire rental unit?

3. Move-in Inspection

Traditional temporary housing provided by an RMC includes a full move-in inspection covering several points. This inspection is to ensure the renters can verify the state of the unit. They also have an opportunity to note any discrepancies within the rental paperwork before moving in to the unit. However, many online rental providers are not onsite to greet renters and may not offer a move-in inspection. As such, renters are often at risk if something is not in working order, missing, or broken, and they are unable to provide proof the item was in that condition prior to their moving in.

4. Maintenance and Emergencies

Traditional temporary housing provided by an RMC includes information and processes for renters to follow should any item require maintenance, or should an emergency arise. Major equipment receives maintenance and service on a regular schedule. However, online rental providers may not provide specific instructions and processes for maintenance. Also, they may not be in a position to assist the renters during emergencies. Major equipment may not be maintained by professionals on a regular basis. Also, there are usually no guarantees in place should the renter determine the unit no longer meets their needs even if major equipment does not work properly.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients find traditional temporary housing that fully meets transferring employees and their family member’s requirements for security, cleanliness, and move-in readiness. As a result, we can help your company find the best temporary housing options for your relocation program. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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Five Tips to Help Your Company Move Employees to Remote and Challenging Locations

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What is the best method to help an employee agree to take a relocation assignment at remote or challenging locations? Or to help a candidate accept a new job offer at a similarly challenging location?

Companies that are not familiar with the relocation process may not realize how important it is to put in the extra effort early on to gain acceptance for assignments while also reducing overall relocation costs. Look for a Relocation Management Company (RMC) that has experience working with clients to place employees in remote and challenging locations. The RMC will provide valuable insight to help your company increase job acceptance rates.

Here are five tips that will help your company move employees to remote and challenging locations:

Five Tips to Help Move Employees to Remote and Challenging Locations

1. Pre-Decision Services

GMS is recognized as the RMC that pioneered the development and usage of many of today’s most effective “pre decision” services.

The use of pre-decision services has emerged in the mobility industry as a critical tool in the retention of an organization’s talent and helping employees relocate to challenging locations. Our corporate clients will tell you that the implementation of this program for both a domestic move and a global assignment results in employees that start work sooner, stay longer, and are a better fit in the corporate culture.

Our systems and processes including high-touch customer service, policy expertise, benchmarking, and flexible reporting options allow clients to manage employee relocation programs with better ease and efficiency.

Pre-decision services include the following:

  • Candidate Assessment – Assess candidate expectation, skills, personal qualities, family circumstance, and financial preparedness.
  • Cost of Living analysis – Cost of living comparison of origin and destination cities to help determine acceptable or competitive salary range.
  • Market analysis – Determines the likely home sale timeline and identifies potential home sale challenges such as negative equity.
  • School Reports – Public and Private School reports provided to the relocating employee to aid community selection.
  • Moving Cost Estimates – Cost estimates on household goods transport, helps budget for relocation costs.
  • Community Search and Tours – Coordinates community orientation tours to familiarize relocating employees to their new location, and assist in selecting an area that fits their particular interests.

2. Community Tour of Challenging Locations During Interview

Companies should work with an RMC to set up a community tour during an interview. The focus should be on the many positive aspects of the location. This will help position the company and the location in the best light possible.

For example, a client might be experiencing a loss of candidates due solely to the fact that the candidate arranged their own transportation from their hotel to the company’s facility. If the candidate’s hotel is located near an airport and the surrounding area is not scenic, the candidate will not see any desirable neighborhoods and local points of interest. Partnering with an RMC to provide community tours can address this issue. RMCs provide upfront education on the area to help the candidate see the many positive aspects of the location. As a result, the RMC will help the client increase job acceptance ratios.

3. Include the Family

When a company has determined a candidate is a good fit for the position after the initial interview, a second interview should help finalize the decision process. Companies should consider flying the candidate and their family out for the second interview, before finalizing the job offer.

Including the candidate’s family shows them that the company cares about their well-being, and wants them to feel comfortable in the new location. Work with an RMC that can help the family members learn more about the community, schools, activities, and other points of interest. The RMC will learn what is important to the candidate and their family members during the pre-decision process. The RMC can use this information to highlight the new location in the best manner.

4. Offer Spousal or Partner Assistance

When an employee is offered a relocation opportunity in challenging locations, their spouse or partner’s needs should be considered as well. Often a new job for a transferee may mean a job change for their spouse or partner, in addition to relocating to a new location. The more support and information a company provides for spouses and partners, the more likely the relocation will be successful.

Companies should consider offering services that will help the candidate’s spouse or partner and their family members during the relocation process. Such services can include spouse or partner employment support, counseling services, and stress management assistance.

Spouse and partner career support programs promote successful relocations. Employees expect their company’s relocation programs to provide a wide range of services, technology, and tools. These resources will help make for an easy and smooth relocation process. Along with services targeted specifically for the transferee, the most successful company relocation programs also provide support programs for spouses and partners. Employee’s family members participate in the relocation process, and as such their buy-in and support can ensure a successful assignment.

5. Destination Spotlights for Challenging Locations

Employees considering a relocation assignment are looking for information to help convince them that a relocation assignment will be a valuable experience. Companies with successful relocation programs provide as much information about new and challenging locations as possible. This helps their employees and family members gain a favorable impression and acceptance of a relocation assignment.

A destination spotlight showing highlights and exciting activities provides peace of mind. Also, it boosts the confidence of employees considering a relocation assignment. RMCs can provide information on North America and Global destinations that will help employees learn the best features about the new location.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients move employees and candidates to remote and challenging locations. We can help your company understand how to design your relocation program. As a result, your program will highlight the best features of a location, and increase job acceptance ratios.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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What is the Best Way to Recruit Top Talent in a Tight Job Market?

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What is the best way to recruit top talent in a tight job market? Many recruiters and human resource professionals face this question on a daily basis. When an economy is growing, employment opportunities are plentiful. This in turn increases the difficulty of finding top talent for open positions. Competition for highly skilled and talented employees means employers must examine their processes and find new ways to gain an advantage in tight job markets.

Some employers have found unique ways to expand their recruiting efforts. Others have found advantages in offering programs that appeal to job seekers as well as their families. Often, employers must look inward to determine the specific reasons why employees choose to accept or decline their job offers. With this knowledge, employers can improve their recruiting processes to appeal to a larger number of candidates.

Here are five ways employers recruit top talent during a tight job market:

1. Leverage Social Media to Recruit Top Talent

The Society for Human Resource Management’s survey of HR professionals on whether they are using social media for talent acquisition shows that 84% of organizations are currently using social media for recruiting, and an additional 9% have plans to do so. Also, over 30% of organizations are targeting smartphone users with mobile recruiting efforts.

Most of these recruiting programs focus on passive job candidates. Efforts may be as simple as sharing job openings on company Linkedin pages, or digital advertisements targeted to appear when job seekers enter specific terms into a search engine. 71% of companies report these efforts are effective in decreasing the time to fill non-management salaried positions. Interestingly, companies report that these efforts are not as effective for recruiting executive and upper management positions, nor are they as effective for non-management, hourly employees. This divergence may be due to a number of factors including access to social media, interest in maintaining such connections, and overall time commitments impacting these groups in different ways.

2. Pre-Decision Services

Companies that are considering job candidates who may require relocation assistance can gain many benefits from using pre-decision services. Putting in the extra effort early in the relocation process delivers quantifiable results for productivity and cost reduction.

Pre-decision services include:

  • Candidate Assessment – Assess candidate expectations, skills, personal qualities, family circumstance, and financial preparedness.
  • Cost of Living Analysis – Cost of living comparison of origin and destination cities to help determine acceptable or competitive salary range.
  • Market Analysis – Determines the likely home sale timeline and identifies potential home sale challenges such as negative equity.
  • School Reports – Public and Private School reports provided to the relocating employee to aid community selection.
  • Moving Cost Estimates – Cost estimates on household goods transport helps budget for relocation costs.
  • Community Search and Tours – Coordinates community orientation tours to familiarize relocating employees to their new location, and assist in selecting an area that fits their particular interests.

Companies benefit from using pre-decision services in many ways:

  • Job acceptance ratios increase; failed relocations decrease.
  • Budget accuracy increases.
  • Eliminates the risk of non-acceptance by the transferee/assignee.
  • Streamline new location orientations.
  • Minimizes policy exceptions.
  • Identifies candidates unable or unwilling to relocate so efforts are re-focused on viable options.
  • Reveals concerns and issues prior to relocation, such as cultural differences or family concerns.
  • Proven overall cost savings.

3. Leverage Relocation Package in the Hiring Process to Recruit Top Talent

Companies that struggle to fill positions using traditional hiring methods may not understand how to use their relocation program to attract qualified candidates. In industries with many competitors all trying to attract the same candidates, it is often difficult for a smaller or less well-known company to be seen as an employer of choice. Also, the company may not be able to offer the same level of perks and amenities to job candidates. However, offering benefits such as more flexible work arrangements might help a company attract new hires.

Relocation programs are great vehicles to clearly demonstrate to job candidates how much a company values them and their families, as we have shown in our Case Study on Technology Industry Relocation Programs. Companies can communicate specific relocation program areas that reflect industry best practices, as well as highlight their job offer and relocation assistance package in the best manner to recruit top talent. Depending on the relocation program’s specific features, companies might highlight the package’s home buying assistance, spouse and partner assistance, and full destination services for the transferee’s needs.

4. Policy Exceptions for Relocation Packages

The moving process can be challenging, time-consuming, and result in significant delays for candidates to start their new position. When moving to a new location, house-hunting might require a number of trips to search for homes, neighborhoods, schools, and nearby amenities. Relocation packages should offer some flexibility so that candidates can more easily accept a job offer without having concerns about their ability to successfully complete their relocation.

Companies should have a defined process in their relocation policy that tells candidates how to request a policy exception. Candidates with special needs and requests will feel more comfortable knowing how they should proceed. Companies can also use this information to learn whether their relocation program might need adjustments in certain areas to reduce exceptions as well as to attract new hires.

5. Increase Compensation

Companies may need to increase compensation as a way to recruit top talent that is highly skilled and experienced. Depending on the industry, length of assignment, and job requirements, higher levels of pay that are reflective of the critical need for talent might help a company attract new hires.

Industry growth and increases in employment opportunities may also lead to a rise in compensation, as can be seen in the computer/information technology and healthcare industries. Positions requiring extensive skills, technical training, and significant investment in education and internships often result in higher wages than the median annual wage for all occupations. An increasingly important specialism in IT is cybersecurity, and salaries reflect high demand for new hires who possess the requisite skills and experience.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients design relocation programs and market them effectively to enhance the attractiveness of their employment offerings and recruit top talent. As a result, we can help your company understand how to increase your recruiting program’s success by using best practices to design a relocation program that provides a clear and distinct competitive advantage.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

New SafeRelo™ COVID-19 Knowledge Portal

GMS recently launched its new SafeRelo™ COVID-19 Knowledge Portal featuring a number of helpful resources including:

  • Curated selection of news and articles specific to managing relocation programs and issues relating to COVID-19
  • Comprehensive guide to national, international, and local online sources for current data
  • Program/Policy Evaluation (PPE) Tool for instant relocation policy reviews

Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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United Kingdom Changes Immigration Rules for Tier 2 Sponsored Visas

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The United Kingdom Home Office is changing the Immigration Rules for Tier 2 Sponsored Visas effective July 6, 2018. The change is in response to growing concern within the business community over the negative impact the current immigration rules are having on hiring efforts for technical occupations.

What is the change to the Immigration Rules for Tier 2 Sponsored Visas?

Starting on July 6, doctors and nurses who apply under the Tier 2 (General) Sponsored Visa rules will be exempt from having to also apply for a Restricted Certificate of Sponsorship (RCoS). This removes these workers from the cap on skilled worker visas.

What is the reason for this change?

Currently, over 8,000 RCoS requests have been refused since December 2017 due to the available quota reaching its limit. Since December 2017 those with salaries below £50,000 have been unsuccessful in obtaining an RCoS. Applicants must receive an RCoS before they can submit a visa application. Thousands of doctors have been denied Tier 2 Visas due to the immigration quotas. The National Health Service has been pressing the Home Office to exempt skilled employees from Tier 2 visa requirements as the immigration quotes restrict their ability to hire medical staff. Starting on July 6, there will be no requirement for prior approvals, and a Certificate of Sponsorship (CoS) can be assignable to an individual following the completion of a Resident Labor Market Test (RLMT).

What is the impact of this change?

This change will allow the National Health Service to recruit talent from outside of the United Kingdom and European Union. This change in turn also increases the availability of up to 1,600 RCoS that health workers no longer require. Employers can use these RCoS for highly qualified professionals in other areas such as Information Technology, Engineering, and Teaching.

What should employers expect with this change?

Removing health workers from the monthly allocation should open up opportunities for recruitment in other business sectors under the RCoS. The business community is hoping that the minimum salary threshold will soon be reduced from the current £50,000 threshold, to further increase the availability of labor for businesses in the United Kingdom.

What should employers do?

Employers should review their hiring plans for foreign professionals in the United Kingdom to determine their eligibility with these changes. They should also monitor the United Kingdom Home Office’s future changes to rules. Changes that may reduce the minimum salary threshold below £50,000 would further expand the available pool of labor.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and visa requirements. We can help your company understand how to gain the most benefit from the changes to the United Kingdom’s Tier 2 Sponsored Visas. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Singapore Named Most Livable City in Asia

City metro area at night
Singapore skyline at night.

Singapore has been named the most livable city in Asia and the 25th most livable city globally, according to Mercer’s 20th Annual Quality of Living survey. Mercer produces its annual survey in part to help multinational companies and organizations determine how to compensate employees who take international assignments.

Diverse and Mobile Workforce

Companies recognize that increasing globalization comes with many challenges. They face a distinct challenge in attracting and retaining qualified and highly-skilled employees. Companies seek a mobile workforce that is diverse and that has several new and different ideas as to how they want to work and where they want to locate. As a result, robust relocation programs should provide a wealth of services and benefits. This in turn will help employers stay ahead of competitors in the market for talent.

Singapore Success Leads to Most Livable City Designation

When it comes to cities, those that are seen as most livable can easily attract talented candidates. Singapore has achieved success unparalleled in Asia, propelling it to first world economy status and setting it up for the future of work. The other cities in the top three in Asia are both located in Japan: Tokyo and Kobe. Hong Kong ranked 71st globally, while Shanghai ranked 103rd and Beijing 119th.

Global Relocation Programs

Singapore has an amazing achievement as the highest ranking city in Asia on the most livable index. As a result, this makes Singapore a highly desirable location for transferees and their families. As a result, global relocation programs should tailor this information to enhance employee recruiting efforts. Clients planning to hire new employees in Singapore should find it easy to present their opportunities in a most favorable light. Clients looking to transfer current employees to Singapore or the nearby region should experience greater acceptance rates for relocation opportunities.

What Should Employers do to Attract Job Seekers to the Most Livable City?

Employers should review their hiring plans for foreign professionals in Singapore and the surrounding area. They should determine whether the time is right to implement these plans. They should also use the many benefits of a Singapore location within their relocation program and talent recruitment materials to attract and retain highly-skilled professionals.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements. Therefore, we can help your company understand how to gain the most benefit from Singapore’s ranking as the most livable city in Asia. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Shanghai Streamlines Foreign Expert Residency

Young couple take a selfie portrait with the modern district of Pudong skyline, as seen from the Huangpu river banks on the Bund.

Shanghai has streamlined the procedures for highly skilled foreign experts to get their residence permits, easing foreign expert residency. This is the city’s latest measure to attract and retain top international talent. The initiative in Shanghai is the first and only measure of its type in China. It simplifies the application process, and establishes a globally competitive talent system.

What are the key features of the initiative?

National and local authorities who manage human resources or the affairs of foreign experts will identify the highly skilled foreign professionals who may benefit from the initiative. Those eligible can visit an online portal to submit their documents. Permits will be available after three working days from the Exit-Entry Administration Bureau of the Shanghai Public Security Bureau.

The new procedure is a large improvement from the previous process. Previously, applicants had to visit exit-entry offices in person. They also had to participate in interviews and provide supplementary materials. The average application took seven working days for completion.

Who is eligible under the initiative?

Highly skilled professionals employed by over 8,000 companies which are viewed as key leaders in Shanghai’s quest to become a global technological innovation hub by 2030. The enterprises include high-tech and new technology companies, financial companies, strategic emerging fields, regional headquarters of multinational companies, and research and development centers that include foreign investment.

What should employers expect with this initiative?

Employers who have plans to hire highly-skilled foreign professionals for positions in Shanghai should expect an easier entry process.

What should employers do?

Employers should review their hiring plans for foreign professionals in Shanghai to determine eligibility under the new initiative. They should also use the features of the new initiative within their relocation program and talent recruitment materials to attract and retain highly-skilled professionals.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements. We can help your company understand how to gain the most benefit from the streamlined foreign expert residency requirements in Shanghai. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Switzerland’s Federal Council Approves List of Occupation Types

Swiss Alps mountains in winter

Global Mobility Solutions previously noted a new requirement of employers to communicate Switzerland job openings in specific occupation types with higher than average unemployment rates beginning July 2018, according to a December 8, 2017 Federal Council decision. The Federal Council’s requirement for mandatory registration will start July 1, 2018 for positions that have 8% or higher unemployment, and then increase on January 1, 2020 for positions that have 5% or higher unemployment.

What is the new requirement starting July 1?

Under the new requirement, employers must register their job openings with the local job center and then wait five business days before advertising these openings through other venues. The local job center must forward applications from local job seekers who meet the requirements of the job opening within three business days. Companies must invite local candidates that meet the requirements of the job opening to an interview. They must also report the job openings they are able to fill through this channel to the job center. The temporary withholding of job opening information helps job seekers who are registered with the local job center to get priority access to the job advertisements.

What are the occupation types affected by this new requirement?

Switzerland’s Federal Council has now approved the following list of occupation types that fall under the job registration requirements:

  • Agricultural assistants
  • Other professions in the watch industry
  • Warehousemen
  • Other professions
  • Concrete constructor, cementer (inside): Construction
  • Other professions of the construction industry
  • Plasterers, stucco workers
  • Insulators
  • Public Relations Professionals
  • Marketing Professionals
  • Runners and Couriers
  • Teleoperators/Operators and Telephone operators
  • Receptionists and Porters
  • Service staff
  • Floor, laundry and Economat staff
  • Kitchen staff
  • Domestic farm managers
  • Actors
  • Manpower with indeterminate manual employment

What should employers expect with this requirement?

Employers should expect to register their job openings with the local job center. They must follow the new requirement if the job is on the list of occupation types. They should also expect to keep records to ensure they can verify they are following all aspects of the requirement, and to report on the job openings they are able to fill through this process. Employers can use the Check Up Tool to verify if their job opening is on the list that requires registration.

What should employers do?

Global Mobility Solutions recommends that employers review their hiring plans in Switzerland to determine the impact of the new requirement on their employment and job advertising processes. Employers should also examine their record-keeping processes to ensure they can accurately record and report on their activities related to fulfilling the new requirements.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment and job requirements. We can help your company understand how to comply with the job registration requirements in Switzerland, as well as review record-keeping processes to ensure reporting capabilities are sufficient. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Australian Senate Approves Skilling Australians Fund Levy Legislation

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The Australian Senate has recently passed the Skilling Australians Fund (SAF) levy legislation aimed at developing a fund to provide training for Australians. This legislation is part of a larger group of initiatives that will change requirements for employers who would like to employ foreign workers to come to work in Australia. The SAF requires employers who sponsor temporary or permanent visas to pay levies. The SAF, while not yet fully implemented, is on track for implementation once the bill passes through Parliament.

The Skilling Australians Fund is seen as an important part of the Australian Government’s commitment to the private sector, growing the number of apprenticeships and traineeships and working in partnership with state and territory governments. The purpose of the SAF levy is to require employers who want to hire foreign workers to contribute to the skills development of Australians. This ensures those businesses that benefit from employing skilled foreign workers will also support training for Australians.

What are the key features of the Skilling Australians Fund legislation?

The SAF is designed to provide funds for Australian trainee and apprentice programs. When the legislation goes into effect, it will replace the current training requirement for employers. Currently, employers must demonstrate they are spending a sufficient amount of their business’s payroll on training programs.

Visa programs for which the levy will be assessed include:

  • Temporary Skill Shortage (TSS) (subclass 482) visa
  • Employer Nomination Scheme (ENS) (subclass 186) visa
  • Regional Sponsored Migration Scheme (RSMS) (subclass 187) visa

The applicable levies will be assessed in the following manner:

Temporary Skills Shortage (TSS) (482) Nomination

  • Small Business A$1200 per year
  • Large Business (turnover A$10million or over) A$1800 per year

Employer Nomination Scheme visa

  • Small Business A$3000
  • Large Business A$5000

Additional changes in the legislation impact Labor Market Testing requirements. The changes included in the legislation require the following:

  • Conduct testing no more than four months prior to submission of a nomination application
  • Advertising must increase and run for four weeks, instead of the current 21 days

What should employers expect with this legislation?

Employers who have plans to hire foreign workers for positions in Australia should prepare for upcoming changes in labor market testing and advertising requirements. Employers should also plan for increased budgetary impacts due to the new SAF levy.

What should employers do?

Employers should review their hiring plans for foreign workers in Australia to determine timeframes for labor market testing and position advertising. Employers should also review the budget impact of the new SAF levy as it applies to temporary and permanent visa sponsorships.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements. We can help your company understand how to plan for the SAF levy requirements in Australia. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Taiwan Launches Employment Gold Card

Taiwan flag in Liberty Square, in front of Chiang Kaishek Memorial Hall,Taipei

Taiwan has introduced a new Employment Gold Card visa category. This visa category provides many benefits for those eligible. The new visa category was created in response to Taiwan’s legislature passing the Act for the Recruitment and Employment of Foreign Professionals to attract and keep international professionals in the country. Taiwan has been experiencing a skilled worker shortage and recognizes the global economy’s intensely competitive environment. To remediate Taiwan’s technical talent shortage, the Act was drafted and put into effect in February 2018. Several other laws were created or amended to reduce restrictions and develop a friendly environment for foreign professionals.

What are the key features of the Act?

The Act relaxes work, visa, and residency requirements for foreign professionals. It also relaxes residency rules for parents, spouses, and children. The Act creates additional benefits for retirement and pension coverage, national health insurance coverage, and three years of tax exemption for half salary income in excess of US$102,187.

How long is the Employment Gold Card valid?

The Employment Gold Card is effective for 1 – 3 years in accordance with the validity of a work permit issued by the Taiwan Ministry of Labor.

Who is eligible to apply for the Employment Gold Card?

Foreign nationals in the following fields are eligible to apply:

  • Architectural Design
  • Arts
  • Culture
  • Economics
  • Education
  • Finance
  • Law
  • Science and Technology
  • Sports

What should employers expect with this new Taiwan Employment Gold Card?

Employers who have plans to hire highly-skilled foreign professionals for positions in Taiwan should expect an easier entry process. The Employment Gold Card visa category includes an online application portal for quick and easy processing. Additionally, the Ministry of Economic Affairs’ online job matching platform, Contact Taiwan, combines resources from the Ministry of Foreign Affairs, Ministry of Education, and other agencies to form a single online portal for international talent recruitment.

What should employers do?

Employers should review their hiring plans for foreign professionals in Taiwan to determine eligibility for the Employment Gold Card. They should also use the many benefits of the Employment Gold Card within their relocation program and talent recruitment materials to attract and retain highly-skilled professionals.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements. We can help your company understand how to gain the most benefit from the new Taiwan Employment Gold Card visa category. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Understanding Why Traditional and Self-Service Relocation Program Models Stay Relevant in Healthcare

There are various relocation program models that companies can use to provide transferees and their families a range of benefits to ensure a successful relocation. Global Mobility Solutions’ Medical Industry Benchmarking Report shows that among healthcare companies:

  • 86% offer a traditional program
  • 14% offer a lump sum/managed cap (self-service) program
  • 22% offer both types of programs

A best practice consideration is to adopt a combination of traditional and managed cap programming models. Reviewing the basic features and benefits of traditional and self-service relocation program models can help companies understand which programming model is the right choice for their unique requirements.

What is a Traditional Relocation Model?

A traditional relocation program generally provides for ongoing employee support services, supplier management, candidate selection, relocation benefits, and expense management. Corporate relocation programs frequently vary by company due to size, need, or destination. The overall process of employee relocation is usually divided into one of four service brackets including:

A robust pre-decision process is one of the most important things that contribute to high satisfaction rates among relocating employees. Recognizing its importance to overall satisfaction, there has been a significant increase in pre-decision service usage within the healthcare industry.

Additionally, 84% to 90% of healthcare companies utilize a tiered policy approach to relocation. The most common are by position level or homeowner versus renter status.

Providing additional benefits in a relocation program to attract highly skilled new hires will give a healthcare company a competitive advantage. For example, home selling and buying assistance might be a very attractive benefit for a talented healthcare professional who is considering a relocation offer from a prospective employer. Levels of assistance in this area can vary based on position. A relocation policy with a strong communication plan will clearly define and describe the exceptional value that this benefit provides to new hires.

What are Self-Service Relocation Program Models?

Self-service relocation models include lump sum and managed cap programs. The point is that employees direct their own relocation process. The difference between lump sum and managed cap programs is whether the employee or the RMC manages the relocation process.

Lump Sum Program

In a lump sum program, companies provide employees with an allocated lump sum payment and let the employee choose their relocation providers and process. Some Relocation Management Companies (RMCs) offer programs such as a dedicated debit card where funds are electronically transferred to the employee after their expense report is audited. The employee has immediate access 24/7/365 via ATMs and point-of sale retailers nationwide. In addition, funds can also be electronically transferred from the card to their personal checking account.

The success of a lump sum program rests solely upon the relocating employee. They do not have the benefit of expert guidance and counseling that an RMC can provide.

Managed Cap Program

In a managed cap program, companies provide employees a specific amount of funds to spend. Employees benefit from the support services offered by the RMC. These services include policy counseling to the employee on the best allocation of their funds when choosing from an array of relocation services. In addition, they receive guidance on the taxation of particular components, saving the company a FICA tax match and gross-up on particular benefits, such as the household goods shipment and final move trip.

A managed cap program contributes to fewer budget overages and higher satisfaction levels than the lump-sum option, maximizing the benefit for both the company and the employee. Consider tiered policies by level, under a managed cap methodology. This will inherently produce greater efficiencies than other relocation program models, provide employees choice, enhance quality, and contain costs.

Healthcare Industry Talent Recruiting Trends

According to Healthcare Source’s Healthcare Talent Management Trends for 2018, healthcare companies increasingly face skilled labor shortages in several employment fields. The aging population leads to increasing demand for healthcare talent. Also, the number of retiring healthcare professionals leads to a declining talent pool, creating a gap. Traditional employment recruiting strategies are not effective in closing the talent gap. Healthcare companies can attract employees by offering relocation programs with attractive benefits.

Leveraging Relocation Program Models to Attract Healthcare Talent

Most healthcare companies report a willingness to pay for relocation. In order to get the best results from their talent recruiting efforts, healthcare companies should promote their relocation program as a highly valuable benefit. This will help the company attract and retain talent that is looking for assignments in new locations.

Communicating their interest in attracting new hires and their willingness to help employees during their relocation process helps strengthen and broaden a healthcare company’s employer branding efforts. Many healthcare companies are investing significantly in building their employer brands to attract and engage top quality talent. A well-defined and attractive relocation program that follows industry best practices tells prospective employees the company is an employer of choice within the industry.

Healthcare talent acquisition programs must attract a variety of new hires, with many different skill levels. Offering a combination of traditional and managed cap programming models, along with a tiered policy approach, provides healthcare companies with a wide range of options to attract new hires.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts have helped thousands of our clients develop relocation program models that attract and retain qualified employees. Our team can help your healthcare company by using industry best practices to design a relocation program that combines traditional and managed cap models within a tiered policy to provide the widest range of options, increasing your company’s ability to attract and retain new employees.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your healthcare company’s relocation program needs, or give us a call at 800.617.1904 or 480.922.0700 today.

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