Category: Global Relocation

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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

Vector of nice Australian flag.

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.

Request your complimentary relocation policy review

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Leveraging Relocation Benefits to Attract and Retain Talent in Healthcare

Family With Children And Pet Dog Outside House On Moving Day

Leveraging Relocation Benefits: Hiring and keeping employees who are talented and have extensive skill sets is an increasingly challenging proposition for many healthcare companies. Health eCareers notes in their 2017 Healthcare Recruiting Trends Report that over the past several years and into the future, demand for healthcare services is predicted to increase dramatically, while at the same time the supply of healthcare providers will decline, with shortages of qualified employees throughout all levels of the industry. Thirty-five percent of healthcare companies plan to broaden their talent searches to a wider geographic region, and sixty percent of healthcare companies are offering to pay for relocation.

According to the Society for Human Resource Management’s 2017 Employee Benefits Survey, HR professionals are increasingly leveraging employee benefits to attract and retain employees. Typically, the range of benefits include health insurance, retirement savings and 401K plans, family and medical leave, and flexible work schedules.

Benefits Attract Talent

Healthcare companies recognize that having a full range of desirable benefits gives them a competitive edge attracting new hires. Many healthcare companies increased their overall benefits during 2017, in order to remain competitive in the talent marketplace. Up to two-thirds of healthcare companies reported difficulty in their recruiting efforts and a shortage of employees with specific skills. Expanding recruitment efforts to include global destinations increases the complexity of the search for talent.

The Benefits Survey notes that HR professionals reported that offering more flexible work arrangements was one of the most effective benefits their company could provide in attracting new hires. This indicates employees are looking for innovative ways to fulfill their job obligations while pursuing active lifestyles themselves and with their families.

Leveraging Relocation Benefits

Since the majority of healthcare companies report a willingness to pay for relocation, their relocation programs should be considered as a highly valuable benefit to attract and retain talent. Leveraging relocation benefits helps employers communicate their interest in attracting new hires and their willingness to help employees overcome challenges related to taking an assignment in a new location. Some of the benefits that healthcare companies can highlight in their recruiting strategies and use to attract new hires include:

Pre-Decision Services

  • Candidate Assessment
  • Cost of Living Analysis
  • Market Analysis
  • School Reports
  • Moving Cost Estimates
  • Community Search and Tours

Pre-Assignment Services

  • Work Simulations
  • Candidate Assessment
  • Orientation Tours
  • Cost Projections
  • Specialized Educational Assessment
  • Cultural Adaptation Assessments

Assignment Services

  • Assignment Management Coordination
  • Visa & Immigration Services
  • Cultural & Language Training
  • Education Assistance
  • Home Finding Assistance
  • Spousal/Partner Assistance
  • Corporate Housing Assistance
  • Vehicle Purchase or Leasing Assistance

Repatriation

  • Consultation and Exit Procedures from Host Country
  • Assignee and Family Reintegration to Home Country

Healthcare Company Relocation Programs

Relocation programs for healthcare companies should be designed to provide companies and their employees the resources and tools they need to ensure a smooth and successful relocation process. A robust program should account for ongoing employee support services, supplier management, candidate selection, relocation benefits, and expense management.

Healthcare companies should consider outsourcing their relocation management to an experienced Relocation Management Company (RMC), one that is a leading industry expert in relocation services management. The RMC will help the healthcare company:

  • Better maintain quality control of the relocation process
  • Quickly adapt to seasonal staffing fluctuations without increasing cost per relocation
  • Leverage cost through economy of scale by spreading costs over a broad client base
  • Provide ongoing support to relocating employees with a single point of coordination
  • Provide expertise in consultative resources, improving organizational and employee productivity

Conclusion

Global Mobility Solutions’ team of corporate relocation experts have helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your healthcare company by using industry best practices to design a relocation program that is attractive to your new hires, and effectively communicates your company’s value proposition in the healthcare industry.

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.

Request your complimentary relocation policy review

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Singapore Fair Consideration Framework and S Pass Eligibility

Singapore Skyline reflection

The Singapore Ministry of Manpower is currently in the process of expanding the Fair Consideration Framework (FCF) to cover more employers and jobs, effective July 1, 2018. Advertising requirements will increase to at least fourteen days for companies with 10 or more employees and for jobs that pay a fixed monthly salary of less than S$15,000 SGD. This is a change from the current advertising requirement for firms with at least 25 employees and for jobs that pay a fixed monthly salary of less than S$12,000 SGD.

Additionally, starting in January 1, 2019, S Pass eligibility will change. Currently the minimum qualifying salary for S Pass is S$2,200 SGD. The new minimum salary for S Pass will increase to S$2,400 SGD in a two-step incremental process:

  • January 1, 2019 S Pass minimum salary increases by S$1,000 SGD to S$2,300 SGD
  • January 1, 2020 S Pass minimum salary increases by S$1,000 SGD to S$2,400 SGD

What is the Singapore Fair Consideration Framework?

The FCF is part of the Government’s effort to strengthen the Singaporean core in the workforce. It sets clear expectations for companies to consider Singaporeans for job opportunities, through the use of Jobs Bank advertising of open positions.

The FCF applies to all companies in Singapore. These companies must also comply with the Tripartite Guidelines on Fair Employment Practices and have fair employment practices that are open, merit-based and non-discriminatory.

Who does this new Singapore Fair Consideration Framework affect?

Employers based in Singapore with at least 10 or more employees whose fixed salaries are less than S$15,000 SGD.

What should employers expect with this new Singapore Fair Consideration Framework?

There will be less jobs exempt from the job bank advertising requirement. Applications will require a longer time for submission.

What is the Singapore S Pass?

The Singapore S Pass allows mid-level skilled staff to work in Singapore. Employees need to earn at least S$2,200 SGD a month and have the requisite qualifications and work experience.

Who does this new Singapore S Pass Eligibility affect?

Employers based in Singapore with employees holding S Passes whose fixed salary is S$2,200 SGD.

What should employers expect with this new S Pass Eligibility?

Positions will need to meet the new salary requirements on January 1 of each year to maintain eligibility.

What should employers do?

Employers should plan for the increased advertising requirements and the increasing salary requirements so their recruitment plans can be revised accordingly.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements, and we can help your company understand how to comply with the new Singapore Fair Consideration Framework and S Pass requirements. 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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What are the 2018 Global Relocation Trends?

Happy young couple sitting on the mattress in their new apartment in the morning and using laptop together. Cardboard boxes in the background.

What are the major 2018 global relocation trends shaping the industry? As workforce mobility and employee relocation continues to increase, several trends change how clients respond to increasing employee requirements regarding their relocation needs. Also, global changes in how employees are able to accept transferee assignments, such as limits on working visas and work permits, further impact company plans for mobility.

Our team of global relocation experts have identified five key trends that are shaping 2018 Global Relocation.

2018 Global Relocation Trends

Growth in Partner and Spouse Career Support Programs

As companies continue to expand globally, the need for a mobile workforce to accept transferee assignments has increased exponentially. Along with this mobile workforce, services designed specifically for spouses and partners have become increasingly important to employees. Spouses and partners are critical to ensuring transferee success. It is important for clients to provide support and information specifically for spouses and partners to help them with their relocation process. Specifically, pre-decision support, an online job search and assistance portal, and professional career services are important programs and services for spouses and partners. Transferees can be secure in the knowledge that their spouses and partners will receive as much assistance as they need to be successful in their new location.

Flexible and Responsive Global Relocation Programs

Global relocation programs need to provide enough flexibility to anticipate and provide for challenges and opportunities that are unique to specific locations. Many multi-national clients have designed a corporate-level relocation program, which then is further customized for each international headquarter location. Relocation programs designed at the corporate level need to provide for a multitude of options and differences across locations. Our recent Case Study on Implementation Success Factors describes in detail the importance of identifying all stakeholders and engaging them early in the process to ensure implementation success.

Immigration Challenges

Countries are increasingly placing limits on the number and types of working visas and work permits that allow transferees to enter the country legally for work assignments. Some countries such as the United Kingdom have seen the number of applications exceed the monthly quota. Other countries such as China have changed requirements and set up a Working Permits Points System that emphasizes transferees with specialized knowledge. The United States has instituted travel restrictions for specific locations, and has increased enforcement of immigration requirements. As countries around the world respond to migration challenges, the impact on global relocation programs will continue to evolve.

Technology Advances

Global relocation programs continue to respond to evolving technology changes. Increasingly, mobile technology must be responsive to provide transferees with information and solutions during their relocation process when they need it, wherever they are located. Transferees should be able to get information on the go, and upload expenses for quick reimbursement. Mobile enhanced relocation technology solutions such as MyRelocation should be available, as it is platform-responsive and able to be accessed anywhere, making it the most useful solution for a mobile workforce.

Outsourcing Relocation Programs to Industry Experts

Global relocation programs must cover a wide array of specialized issues such as tax, visa applications, and compliance reporting. Furthermore, it is to a client’s best advantage to consult with experts who have knowledge and experience in the specific aspects of these areas as they relate to global relocation programs. Companies can benefit from an outsourced solution that specializes in unique relocation needs. Working with relocation experts who have extensive experience in these and other areas can help a company avoid risks and respond more effectively to transferee’s requests for guidance and advice.

Conclusion

Thoroughly reviewing your global relocation policy and benchmarking to industry best practices keeps your company at the forefront of your industry peers, reinforces employee satisfaction, and promotes successful relocations. The global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company remain at the forefront of 2018 global relocation trends, and offer your employees the best relocation experience.

Contact our team of experts to discuss your global relocation policy needs, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Video Series of Spotlights are Great Tools to Help Employees Accept Relocation Assignments

Happy young couple sitting on the mattress in their new apartment in the morning and using laptop together. Cardboard boxes in the background.

Companies with successful relocation programs provide as much information about new locations as possible. This helps their employees and family members gain a favorable impression and acceptance of a relocation assignment. A well-designed video spotlight as part of a video series highlighting many aspects of a location’s offerings and experiences will bring the location to life. The video lets the employee see first-hand how their lives will be enriched with this new experience.

These are the four major benefits of using video for relocation programs:

1. Builds Trust

Companies that provide helpful information build credibility and trust among employees and their families that their welfare and happiness are of great importance in choosing a new location. A video spotlight showing highlights and exciting activities provides peace of mind. Additionally, it boosts the confidence of employees considering a relocation assignment.

2. Brings Location to Life

For employees who have not traveled to a new location, or who have only visited briefly, a video spotlight literally brings the location to life. Images of people visiting local attractions and visually engaging presentations of daily life show the vibrancy of an area. The video gives employees assurance and they can see themselves in the same positive and appealing environment.

3. Easy to Share

Employees often rely on their family, friends, and colleagues in their decision process when it comes to considering a relocation assignment. Since humans process images and scenes much faster than they can process words or sentences, a video is an ideal format to quickly communicate information about a new location. A video spotlight is also easy to share and provides an entertaining presentation. This helps decision-makers feel confident in their recommendations and guidance.

4. Increases Acceptance

Employees considering a relocation assignment are looking for information to help convince them that a relocation assignment will be a valuable experience. Videos have been shown to be highly effective at increasing conversion rates. A robust video spotlight is a valuable tool to help employees and their families decide to accept relocation assignments.

Conclusion

Video spotlights are a highly effective resource that help increase employee acceptance of relocation assignments. Global Mobility Solutions (GMS) provides its clients with video spotlights and several other helpful resources they can share with their employees to promote successful relocations.

See our Seattle Video Spotlight here:

Our team of relocation program experts can provide a wealth of video spotlights, Global Spotlights, North America Spotlights, and other highly valuable resources for your company and your employees. To learn more about our award-winning services, contact us online or give us a call at 800.617.1904 or 480.922.0700 today.

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Global Mobility Solutions Produces Video Spotlight Highlighting Seattle for Relocations

Profile of a happy couple browsing a tablet in the street.

If your company’s relocation plans include Seattle, Global Mobility Solutions (GMS) has created the perfect way for your employees to visit the city from the comfort of their home, office, or anywhere they may be located. GMS Video Spotlight for Seattle and other locations help viewers learn more about new and exciting places.

GMS is producing Video Spotlights at the request of our clients who want to share as much information as possible with their employees to ensure successful relocations. Showing the highlights and attractions of an area helps prospective employees, transferees, and their families gain a sense of comfort and lets them quickly acclimate to a new location.

GMS’s Video Spotlight for Seattle highlights the following five main topics:

1. Climate and Geography

The weather in a new location might have an impact on an employee’s decision to accept a relocation assignment. Seattle is located in the US Northwest, an area of dense forests, mountains, and islands located on the Puget Sound. Seattle is widely known for its rainfall, and has been named “The Emerald City” for its abundance of lush vegetation and greenery. The city and surrounding area boasts an enviable amount of outdoor activities for enthusiasts. The climate is mostly moderate and average high/low temperatures range from 47 °F / 37 °F in January to 76 °F / 56 °F in August.

2. Cost of Living and Transportation

Employees and their families benefit from knowing how the relocation assignment will provide for their economic welfare. Knowledge of an area’s cost of living, range of housing options, and transportation venues including air, rail, ferry, and highways help employees make informed choices for their new home and understand commute travel times. Premier airports such as Seattle-Tacoma International Airport (SEA) provide a sense of comfort for employees and their families who may have relocated a far distance.

3. Lifestyle, Sports, and Attractions

A major metropolitan area such as Seattle provides a wide range of attractions to suit nearly any interest. Outdoor adventures abound within parks and trails, art enthusiasts will find many museums and installations including the Chihuly Garden and Glass, and sports fans have major teams such as MLB’s Seattle Mariners and NFL’s Seattle Seahawks. The Video Spotlight will take your employees and their families on an exciting visual journey to major attractions including the iconic Seattle Space Needle.

4. Shopping, Dining, and Culture

Employees and their families can learn first-hand where major shopping venues are located. They can find their favorite stores and locate the services they need. This helps them feel “at home” in this new location. They can also find out which restaurants helped Seattle earn a top spot on Conde Nast Traveler’s list of the 20 “Best American Cities for Foodies” so they can make plans for a great meal and feel they are a part of this exciting city.

5. Schools and Education

Employees with school age children or teens preparing for college can learn about all of the public and private school choices available to them in their new location. Notable colleges and universities include the world-renowned University of Washington and the Art Institute of Seattle.

Conclusion

Providing a wealth of resources for employees with relocation assignments helps companies remain competitive in their industry. Our clients have noted how helpful our Global and North America destination spotlights are for their employees. Global Mobility Solutions (GMS) continues to extend the many valuable resources we provide to our clients into new technologies and easy to use formats.

See our Seattle Video Spotlight here:

To see one of our exciting Video Spotlights, or to learn how our team of relocation program experts can help your company provide industry-leading resources to your prospective employees and transferees, contact us online or call us at 800.617.1904 or 480.922.0700 today.

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How to Choose Relocation Technology

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There are many points to consider when it comes time to choose relocation technology for your company and transferees. The choice should provide information that is useful to companies for managing the relocation process, and be easy to use for transferees as they go through their relocation.

A good way to start determining how to choose relocation technology is to examine what is most important to departments that need information from the solution. Talk to internal stakeholders and document their most pressing data needs. Keep track of the topics and then create a chart to see if multiple departments have similar data needs. This is similar to creating a gap analysis, and will provide clarity and identity areas in need of attention.

With the gap analysis in hand, you can easily determine the parameters a relocation technology should provide. At a minimum, you should choose relocation technology that will provide the following:

Reports and Processes

  1. A full range of customizable reports to give all stakeholders information they need

Look for a relocation technology that provides advanced financial reporting and the ability to create custom reports on demand. Stakeholders will be able to design reports that provide the exact information they need to manage the process, whether it is expense accounting, benefit administration, or location-specific reporting for international residency compliance.

  1. Easy to use processes for transferees to access helpful information and report expenses

Choose relocation technology that has a good user interface. The interface should have easy to find options and menu choices that are quickly and easily understandable. Transferees on the go should be able to submit expenses quickly and anticipate fast reimbursements with a solution that has a built-in approval process.

Integration and Scalability

  1. Integration into company systems such as payroll and benefits

Relocation technology should be easily integrated into company systems to eliminate duplication of information and non-value added processes such as data rekeying. An integrated solution will utilize the same company data sources so information is based on company records and is instantly updated when company data is updated.

  1. Scalability so as your company grows, the solution can easily grow with your relocation program

A relocation technology should be scalable so you can add new transferees as needed. As your company grows, the relocation technology should accept new initiations easily and quickly. It should also have the ability to access resources and information on a global basis. This ensures that as your company’s needs and locations change, information is readily available to help transferees.

Security and Platform-Neutral

  1. Choose relocation technology with full data security and compliance

Any relocation technology must provide full data security and compliance to ensure the safe transmission of information. Look for a solution that provides encryption during use and controlled access. This ensures company and transferee information cannot be accessed, viewed, or compromised. The solution provider should have a publicized privacy policy. Their privacy policy should clearly define their responsibilities and the actions undertaken to ensure data security.

  1. A platform-neutral solution so users can access the technology from any device, anywhere

Choose relocation technology that is fully platform-neutral. This allows users to access the solution at a desktop, a tablet, a mobile phone, or a laptop without losing any functionality. This ensures users have the most flexibility in how they access the technology.

Conclusion

When you identify each stakeholder’s important parameters, you can easily choose relocation technology by identifying if the solution meets the minimum provisions noted above. The corporate relocation experts at Global Mobility Solutions (GMS) understand relocation technology and can help your company find a robust solution that not only meets identified parameters, but exceeds your expectations for functionality, service, and flexibility.

Contact our team of experts to discuss how we can help you choose relocation technology that provides everything your company and transferees need, or call us directly at 800.617.1904 or 480.922.0700 today.

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