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Immigration Rules Talent Mobility Visas and International Travel

How to Build a Visa & Immigration Strategy That Supports Global Talent Acquisition

What HR and Talent Acquisition Teams Need to Know

Hiring great talent has never been more competitive, or more global. Today’s most in-demand candidates aren’t always located near your offices, and for many organizations, the best person for the job may live in another country entirely.

That’s where visa and immigration strategy moves from a back-office compliance task to a critical advantage in talent acquisition.

For HR and talent acquisition leaders, the question is no longer “Can we sponsor visas?” It’s “How do we build a scalable, predictable immigration strategy that helps us win talent faster?”

A thoughtful approach to visa and immigration support doesn’t just reduce legal risk; it shortens hiring timelines, improves the candidate experience, and strengthens your employer brand in a global market.

Here’s how to build a strategy that works:

Align Immigration With Workforce Planning

Too often, immigration is reactive. A hiring manager identifies an international candidate, and HR scrambles to figure out sponsorship requirements after the offer is extended.

Instead, leading organizations treat immigration as part of workforce planning from day one.

Start by identifying:

  • Roles that are consistently hard to fill domestically
  • Locations where global talent pipelines are strongest
  • Positions likely to require sponsorship

By forecasting visa needs in advance, HR teams can budget appropriately, anticipate processing timelines, and avoid last-minute delays that jeopardize offers. This proactive approach helps recruiters move quickly and confidently when the right candidate appears.

Standardize Your Immigration Policy

Inconsistent processes create confusion, slow approvals, and expose companies to compliance risk.

A formal immigration policy provides clarity for HR, hiring managers, and candidates. It should outline:

  • Which roles or levels qualify for sponsorship
  • Types of visas the company supports
  • Budget parameters and cost responsibilities
  • Required documentation and timelines
  • Internal approval workflows

When everyone understands the rules, decisions are faster and fairer. Standardization also prevents one-off exceptions that drive up costs and create employee relations challenges later.

Partner With the Right Experts

Immigration law is complex and constantly evolving. Trying to manage it entirely in-house can overwhelm HR teams and lead to costly mistakes.

Partnering with experienced immigration counsel and mobility providers ensures:

  • Up-to-date compliance
  • Accurate filings
  • Clear guidance on visa options
  • Reduced risk of delays or denials

For HR teams, this partnership shifts the burden from administrative troubleshooting to strategic talent planning. Instead of chasing paperwork, you can focus on candidate experience and business outcomes.

Build Visa Timelines Into Your Recruiting Process

One of the biggest frustrations for recruiters is losing candidates because onboarding takes too long. Visa processing times can add weeks or months to the hiring journey if they aren’t accounted for early.

Successful talent acquisition teams:

  • Discuss sponsorship needs during initial screening
  • Set realistic start dates
  • Communicate timelines transparently with candidates
  • Begin paperwork as soon as offers are accepted

When expectations are clear, candidates feel supported rather than left in limbo. This transparency builds trust and reduces the risk of drop-offs.

Prioritize the Candidate Experience

Relocating internationally is stressful. Candidates are navigating legal paperwork, housing logistics, family considerations, and cultural changes, all while starting a new job.

Companies that stand out treat immigration as part of the overall employee experience, not just a legal transaction.

Consider offering:

  • Dedicated HR or mobility contacts
  • Relocation assistance
  • Status updates throughout the visa process
  • Resources for spouses and families

A smooth immigration experience sends a strong message: We invest in our people. That level of support can be the deciding factor when top talent is choosing between multiple offers.

Track Metrics and Continuously Improve

Like any business function, immigration strategy should be measured and optimized.

Key metrics to track include:

  • Time-to-start for sponsored hires
  • Visa approval rates
  • Cost per sponsorship
  • Offer acceptance rates for international candidates
  • Employee retention after relocation

These insights help HR leaders identify bottlenecks, justify budgets, and demonstrate the ROI of a well-managed global mobility program.

Turning Immigration Into a Competitive Advantage

In today’s labor market, geographic borders shouldn’t limit your hiring strategy. Organizations that embrace visa and immigration planning gain access to deeper talent pools, greater diversity, and faster growth.

By aligning immigration with workforce planning, standardizing policies, partnering with experts, and prioritizing the employee experience, HR teams can transform what was once a compliance headache into a strategic advantage.

Because when global talent is essential to your business, your immigration strategy shouldn’t be an afterthought; it should be a competitive edge. If you’re ready to incorporate visa and immigration policies into your talent mobility programs, contact GMS today.

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Global Mobility Global Relocation Immigration Rules Relocation Programs Talent Mobility Visas and International Travel

Employee Visa and Immigration Trends for 2026

What Global Mobility Teams Need to Know

As global workforces continue to expand and companies increasingly rely on international talent, staying ahead of visa and immigration trends is essential for smooth employee mobility. In 2026, organizations that proactively adapt to shifting regulations and emerging mobility patterns will have a competitive advantage in attracting and retaining top talent.

Digital Immigration Processes Continue to Grow

The trend toward digital-first immigration processes is set to accelerate in 2026. Many governments are expanding online visa applications, e-permit systems, and digital tracking systems, thereby reducing processing times and paperwork. Global mobility teams should ensure employees are aware of online portals, electronic submission requirements, and potential automation tools to streamline compliance.

Rising Demand for Remote Work Visas

Remote and hybrid work arrangements are here to stay. Countries are introducing specialized visas for remote workers and digital nomads, allowing employees to work abroad legally without relocating permanently. In 2026, mobility teams will need to factor remote work visas into workforce planning, balancing talent mobility with tax, legal, and compliance considerations.

Increased Scrutiny on Compliance and Immigration Risk

Governments are tightening regulations to prevent overstays, tax underpayment, or unauthorized employment. For companies relocating employees internationally, compliance risk management will be more critical than ever. Organizations should partner with experienced immigration providers and implement robust tracking systems to avoid penalties and ensure timely visa renewals.

Talent Shortages Drive Visa Flexibility

With global talent shortages in tech, healthcare, and other key industries, countries are updating visa policies to attract skilled workers. Expect faster processing times for specialized visas, priority handling for in-demand roles, and streamlined pathways for permanent residency in some regions. Companies will need to stay informed of these opportunities to remain competitive in global recruitment.

Focus on Employee Experience

Beyond compliance, employee experience remains a key driver of mobility success. Streamlined visa processes, clear communication, and proactive support can significantly reduce relocation stress. In 2026, integrating immigration services with overall relocation programs will be critical for employee satisfaction and retention.

How GMS Can Help with Visa and Immigration Needs

At GMS, we stay ahead of global visa and immigration trends so your mobility program runs smoothly, whether for domestic or international transfers. Our expert team helps your employees navigate complex regulations, ensuring a seamless relocation experience while keeping your organization compliant.

Contact us today for a consultation on enhancing your 2026 mobility strategy.

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Global Mobility Global Relocation Trends Immigration Rules United States Economy Visas and International Travel

Preparing for California’s AB 692: Key Compliance Steps for Employers and Mobility Teams

California’s AB 692 is set to significantly impact how employers structure repayment agreements, especially those tied to training, relocation benefits, and visa sponsorship. To stay compliant and avoid costly legal issues, employers and global mobility teams should begin reviewing internal policies now.

Below are the essential steps organizations should take to prepare:

Audit All Existing Repayment Agreements

Conduct a full review of any agreements that require employees to repay training costs, relocation expenses, or visa-related fees. Identifying outdated or non-compliant documents is the first step toward AB 692 readiness.

Create Separate, Standalone Agreements

AB 692 prohibits repayment clauses from being buried inside employment contracts.
Employers must provide clear, independent repayment agreements that include:

  • A mandatory five-business-day review period

  • Transparent terms and repayment timelines

  • No coercion or pressure to sign immediately

Update Repayment Terms to Meet AB 692 Rules

Repayment provisions must now be:

  • Interest-free
  • Prorated over time
  • Limited to a maximum of two years

These changes ensure that repayment obligations are fair and compliant with California’s new standards.

Review and Revise Mobility Policies

Relocation and visa reimbursement policies should be evaluated to ensure they do not include unenforceable repayment clauses. This provides mobility guidelines, assignment letters, and relocation program documentation.

Train HR, Mobility, and Talent Teams

Teams responsible for relocation, immigration, or global mobility must understand the new rules. Providing training ensures compliant administration and clear communication with employees considering an assignment or relocation.

Explore Alternative Retention Strategies

Since AB 692 restricts how repayment agreements can be used, employers may need to adopt new retention strategies. Consider:

  • Retention bonuses

  • Deferred compensation or benefits

  • Performance-based incentives

All of these can support employee commitment while remaining compliant with AB 692.

By taking proactive steps now, organizations can protect themselves from legal risk and maintain efficient, employee-focused mobility programs.

What AB 692 Means for Employees Who Relocate or Go on Assignment

AB 692 provides employees with expanded protections when participating in employer-sponsored training, relocation programs, or visa sponsorship. Employees can expect:

  • No unexpected repayment demands for relocation or visa costs if they leave a role early.

  • Clear, standalone repayment agreements—not clauses hidden within employment contracts.

  • Fair and limited repayment terms, including prorated repayment and a two-year cap.

Overall, the law promotes employee mobility and career flexibility, reducing the financial penalties that once discouraged employees from taking new opportunities. Employees should carefully review any agreement presented and ask questions if the terms seem unclear, inconsistent, or burdensome.

Final Thoughts on AB 692 and Repayment Agreements

California’s AB 692 is reshaping the way organizations handle repayment agreements tied to relocation, training, and mobility benefits. While the legislation strengthens employee rights and transparency, it also challenges employers to modernize their policies ahead of the January 2026 compliance deadline.

At Global Mobility Solutions (GMS), we are closely monitoring every shift in the mobility landscape—from relocation policies and visa regulations to complex immigration trends. Our team continually analyzes new legislation, such as AB 692, to help organizations stay compliant, proactive, and fully prepared.

As AB 692 and other regulatory changes redefine global mobility, GMS ensures our clients remain informed, compliant, and confident as they navigate the road ahead.

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Immigration Rules Talent Management Talent Mobility Visas and International Travel

2025 U.S. Immigration Trends: What Employers Need to Know

U.S. immigration trends in 2025 continue to play a significant role in whether companies can achieve their corporate goals. Access to a skilled workforce is often the foundation of corporate success, and many organizations rely on global talent to stay competitive. As immigration policies evolve and global mobility demand increases, employers must remain informed to manage their hiring, relocation, and retention strategies effectively.

Key Facts About U.S. Immigration

According to the Migration Policy Institute, immigrants remain a significant part of the U.S. labor force. In 2025, more than 28 million immigrants will be active in the workforce, representing nearly 18% of all U.S. workers. Immigrants also make up roughly 14% of the total U.S. population, highlighting their vital role in sustaining economic growth.

The Pew Research Center reports that approximately 36 million immigrants legally reside in the U.S. Current immigration policies are shaped by two main priorities:

  • Employment-based migration to fill critical skills gaps.
  • Family reunification ensures strong social and community ties.

2025 U.S. Immigration Policy Updates

In recent years, U.S. immigration policy has shifted toward a balance between employment-based needs and humanitarian considerations. For 2025, several key updates are shaping immigration trends:

  • Visa Modernization: The Biden administration has emphasized reducing green card and work visa backlogs, with new digital processing systems being rolled out.
  • STEM and High-Skill Focus: Expanded opportunities for foreign nationals with advanced degrees, particularly in science, technology, engineering, and mathematics (STEM).
  • Family Reunification: Continued prioritization of family-based visas to support immigrant communities.
  • Public Charge Policy Reversal: The restrictive 2019 “public charge” rule has been rescinded, reducing barriers for lawful immigrants applying for permanent residence.

How U.S. Immigration Trends Impact Companies

Immigration policies have a direct impact on organizations competing for talent. According to the 2025 Envoy Global Immigration Trends Report, employers are adapting their strategies in several ways:

  • Global Assignments: Companies are increasingly sending employees to international hubs for training, development, and retention while awaiting U.S. visa approvals.
  • Simplification: Businesses are seeking a more predictable and transparent immigration process, advocating for streamlined regulations.
  • Sponsorship: Offering employer-sponsored green cards and covering immigration costs has become a critical differentiator in attracting global talent.
  • Employee Experience: Companies are improving internal processes to provide a smoother immigration journey for employees and their families.

What Employers Should Do

To remain competitive in the global market for skilled workers, employers should:

  1. Stay informed about immigration policy updates and visa quota changes.
  2. Leverage Relocation Management Companies (RMCs) to design compliant, efficient relocation programs that attract international talent.
  3. Develop proactive sponsorship strategies to support long-term employee retention.
  4. Adopt technology-driven solutions that simplify relocation and immigration management.

Work with the Right RMC

As U.S. immigration continues to evolve in 2025, companies that stay ahead of policy changes will be best positioned to recruit and retain global talent. Partnering with an experienced RMC like Global Mobility Solutions (GMS) ensures employers can navigate the complexities of immigration while supporting both corporate growth and employee success.

GMS was the first relocation company to register as a .com, created the first online relocation tools and calculators, and continues to lead the industry with its MyRelocation™ technology platform. Recognized by HRO Today’s Baker’s Dozen Customer Satisfaction Survey as a top provider, GMS delivers innovative solutions that drive results.

Contact our team today at 800.617.1904 or 480.922.0700, or visit us online to learn how we can help your company adapt to 2025 U.S. immigration trends.

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Talent Management Talent Mobility Visas and International Travel

How to Get an IMM 5257 Visitor Visa (Temporary Work Visa) in Canada

Here's what you should know

If you aren’t a Canadian citizen or permanent resident, you are a visitor, which allows you to do a few things. First, you can come to Canada on vacation, to see family, or to conduct some manner of business. Your stay is restricted, and you need to follow some rules. One of them might be that you need a visa, especially if you plan to work in Canada.

These IMM 5257 visas will be significant for you to enjoy your stay in Canada, and they are also a little complicated to get (though, are only some government documents? Thankfully, rather than dealing with the headaches that can arise when you try to get a visa alone, you can instead focus on reading this article and getting all the help you need.

What Temporary Work Visas Can You Get?

There are two different types of work visas that you can apply for. The first is an employer-specific work permit that allows you to work in Canada while you follow the conditions on the license. These conditions include the name of the employer you can work for, how long you can work, and sometimes where you can work.

You will also need a full copy of your employment contract and the offer of employment number or a copy of the labor market impact assessment. This can be useful if a specific employer in Canada already hires you and is entering the country to work a particular job.

An Open Work Permit allows you to work for any employer in Canada during your stay, except for those on the list of blacklisted employees. 

Additionally, you may need a medical exam if you have lived in certain territories or countries for 6 months or more or have applied to come to Canada within one year. Additionally, suppose you plan to work in certain occupations (such as in the field of healthcare, with children, or within agriculture occupations). In that case, you will need a medical exam no matter what.

You will not need a medical exam if you want to work in Canada for six months or less and do not meet the above conditions. Once you have your work visa and all the paperwork from your employer, you can begin the application process.

Using an IMM 5257 PDF Template

Having a template to work off of can be a lifesaver, especially with government documents. You need to work off of an IMM 5257 PDF Template, and one that is correct and fully updated. Then, you can confidently fill in the blanks and submit your information correctly. No worries, no fuss, and you can work in Canada if your other documents are handled correctly.

How To Apply For A Temporary Work Visa

You can apply for a temporary work visa online and must submit various forms. These can include, but are not limited to, IMM 1295—Application for Work Permit Made Outside of Canada, Schedule 1—Application for Temporary Resident Visa, and Family Information Form IMM 5645.

Additionally, you will need a valid passport, two applicable photos of yourself, police record certificates, and bank statements proving you have enough funds to remain in Canada while having enough funds to return home, as well as your resume. You will also need extra documents if you bring your spouse and family members.

Now, all of this can be extremely overwhelming, and if you make a mistake, forget to include a document, or have another problem happen, you will need to start over. That can be a massive problem, especially if you have a job that can’t wait.

Can I Extend My Temporary Work Visa?

If your work permit is still valid, then you can extend it. Whether you have fallen in love with the job, the country, the food, or the people, you can extend your temporary work visa while in Canada as long as you meet the following conditions. 

You must make any changes, alterations, or extensions at least 30 days before the visa expires, and you can’t extend your work permit beyond the expiration date of your passport. However, other than those conditions, extending your temporary work visa is pretty straightforward. Whatever drew you to Canada, you can continue experiencing it until your passport expires.

No matter what you plan to do, you can get a temporary work visa in Canada. Just make sure you get the steps right the first time!

Contact Global Mobility Solutions today for more information on work visas and relocating to Canada.

We're Here to Help! Request a Courtesy Visa Program Consultation

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

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

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

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Visas and International Travel

E-2 Visa Delays Holding Up Foreign Investors

How E-2 Visas are still feeling the ripple of the Pandemic

The E-2 visa, or investor visa, is a highly sought-after option for foreign investors looking to establish or grow a business in the United States. This visa permits investors and their families to reside and work in the U.S. for up to five years. Renewal of the visa is possible in five-year intervals as long as the investor’s business remains operational in the country. Each year, around 43,000 E-2 visas are granted to eligible applicants.

Even though the E-2 visa is widely used, it is more complex to obtain and requires a significant financial investment from the applicant. One of the critical criteria for the E-2 visa is that individuals must be citizens of one of the 72 countries with a valid treaty with the United States. Additionally, a minimum investment amount must be met.

To obtain an E-2 visa, the business must be actively operating, and the investor’s financial contribution must be significant. The USCIS does not set a specific minimum investment amount, but most E-2 investors invest at least $100,000 in their business. Additionally, investors cannot just be a source of funding; they must also have a vital role in the company that allows them to oversee and guide its operations. This visa requires the investor to participate actively in the business’s management and development.

Before the outbreak of COVID-19, it typically took several months to secure an E-2 visa. However, since 2020, wait times have significantly lengthened, leading to investors needing help accessing their U.S. businesses.

B-1 Visas Are an Alternative to E-2 Visas

During the visa approval process, confident investors have decided to enter the United States as business visitors. Temporary B-1 and B-2 visas are issued for individuals traveling to the U.S. for business or tourism reasons. The B-2 visa is for tourism activities like vacations or visiting family, while the B-1 visa is for business-related tasks such as meeting with business partners and discussing contracts.

Investors from Canada who do not require a visa can enter the United States without needing a B-1 visa and spend a maximum of six months in the country. On the other hand, investors from visa-exempt nations such as the European Union, Commonwealth countries, and Japan are restricted to a 90-day stay in the U.S. Additionally, individuals from non-visa-exempt countries can apply for a B-1 visa. Still, they must schedule appointments at U.S. consulates beforehand. If the visa is approved, they can stay in the U.S. for up to six months.

After Canadian investors’ B-1 visas run out in six months, they will likely be refused entry back into the U.S. This rejection is due to an unofficial policy that bars Canadians from staying in the U.S. for over six months a year. Investors from other visa-exempt nations encounter comparable regulations. Once their B-1 visa expires in 90 days, they may have the option to re-enter the U.S. a couple of times, but there is a restriction on the duration of time they can stay in the country.

Experts in immigration law are advocating for E-2 visa candidates to be granted the ability to remain in the United States for a maximum of one year, possibly extending for an additional six months. The option of an 18-month provisional stay would benefit investors who require time to oversee their business operations in the U.S. while awaiting in-person interviews overseas. This interim measure aims to alleviate the challenges foreign investors face during the delays in E-2 visa processing times.

We're Here to Help! Request a Courtesy Visa Program Consultation

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

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

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

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Corporate Relocation Global Relocation Global Relocation Tips Relocation Best Practices Visas and International Travel

Company Relocation Policy Checklist for 2024

Things to keep in mind when reviewing Relocation policies

Offering relocation benefits to new or promoted employees is a great way to ensure that your company can hire the most qualified candidate for the position. As the new year is now upon us, HR managers should start to review their company’s relocation policies. Most relocation assistance companies recommend checking and renewing policies annually, usually in Q4. As the global mobility industry sees continuous change over time, reviewing policies at least once per year helps ensure that the relocation policies offered are still competitive within your industry, and ensure cost efficiencies are adapted to your current business environment. 

Whether you are going out to bid for a new relocation company or just want to ensure that your relocation policies are above the standard, use this 2024 relocation policy checklist to ensure all of the joint pain points are met.

Our recommendations for global mobility planning cover both short-term and long-term initiatives. Here is the 2024 relocation checklist:

Short-Term Assignment Policy Review Points

  1. Identify all instances relating to immediate and upcoming needs for your relocating employees, including visas, work permits, immigration status changes, and cross-border travel. Determine appropriate action plans for each case.
  2. Document policy exceptions relating to the pandemic. Consider adjusting the company relocation policy or adding an addendum to account for the effects of the pandemic and other major relocation disruptions.
  3. Review all assignments that were placed on hold during 2022 and 2023. Determine if they are still critical to corporate objectives for 2024. If yes, implement a talent acquisition plan.
  4. Examine all data sources and information flows for integrity and accuracy. Form a relocation integration program project team to Identify instances that can be automated with effective relocation advanced programming interfaces (APIs).
  5. Identify current short-term assignments that can be further extended in support of corporate objectives. This will reduce costs relating to repatriation and re-assignment.

Long-Term Assignment Policy Review Points

  1. Determine areas in the relocation process where the company owes a higher duty of care than previously expected. Examples include programs and costs relating to transferees unable to return to their original locations due to pandemic-cause restrictions.
  2. Correlate talent acquisition and management programs to ensure consistency in achieving objectives across the company.
  3. Leverage virtual relocation solutions that enhance the transferee’s experience and provide added value to the company.
  4. Focus on process simplification and cost reduction. Use the lessons from 2020’s expanded virtual relocation solutions to modify your company relocation policy to adopt new technologies and procedures.
  5. Look to future corporate initiatives to determine appropriate company relocation policies, plans, and budgets. Ensure alignment with company objectives relating to growth, expansions, mergers, acquisitions, and divestitures.

Get in Touch with GMS for More Helpful 2022 Tips

At GMS, we understand that each company runs differently, meaning everyone will have different needs regarding relocation benefits. Our team has been helping companies construct some of the most competitive relocation packages for over 25 years. With 2024 now here, it’s time to ensure all your bases regarding relocation are covered. GMS recommends that clients thoroughly review their company relocation policy every 12 to 18 months. Following all the impacts of the COVID-19 pandemic on relocation, this review is critically important to ensure your company can respond effectively for regulatory, tax, and reporting purposes.

If you found this company relocation policy checklist useful, please refer to our Knowledge Base for more helpful blogs, case studies, and industry news. If you want to continue success with your employee relocation program and relocation packages, please feel free to reach out to Global Mobility Solutions for all your corporate relocation needs. 

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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Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Talent Management Talent Mobility Visas and International Travel

Global Talent Shortage Can Be Mitigated With Global Relocation

Learn how offering relocation benefits can help hire top talent

It’s no secret that your company must set itself apart from the competition if you want top talent for job openings. What factors can put your company above the rest when hiring for vacant positions?

Offering relocation benefits to those who have to move for the job could be a great way to lure top talent. But just how much does the offering of global relocation packages help persuade candidates to your side?

Korn Ferry’s study “Global Talent Crunch” highlights the skilled talent shortage impacting countries and specific industries worldwide. Many countries are already facing a skilled talent shortage across several industries. The study examines the talent shortage issue across twenty major developed and developing countries, including:

  • Americas: Brazil, Mexico, United States
  • EMEA: France, Germany, Netherlands, Russia, Saudi Arabia, South Africa, United Arab Emirates, United Kingdom
  • Asia Pacific: Australia, China, India, Indonesia, Japan, Malaysia, Singapore, Thailand

Which industries are most at risk due to talent shortage?

The financial and business services industries are the most at risk due to talent shortage. According to the study, these industries could be facing a shortage of nearly 11 million workers by 2030, with about $1.3 trillion negative impact. Across the globe, technological advancement is at risk due to a skilled talent shortage of over 4 million Technology, Media, and Telecommunications (TMT) workers by 2030. Additionally, manufacturing will have a surplus of workers through 2023, quickly becoming a skilled talent shortage of nearly 8 million workers by 2030.

Which countries are most at risk due to talent shortage?

The greatest vulnerability to talent scarcity lies in advanced nations. France and Germany in Europe and Japan in Asia encounter the highest levels of risk. The United States and Australia also confront a significant deficit in skilled personnel, with the US anticipating a staggering loss of approximately $1.8 trillion in yearly earnings by 2030. Conversely, India stands alone among the countries examined, as it remains in possession of an excess of skilled talent until 2030.

What should employers expect?

Employers should expect to find it increasingly difficult to recruit and hire in several countries and industries. Those with plans to expand into new markets should consider this as they develop their hiring plans and corporate objectives.

Employers finding difficulties hiring and recruiting for positions in specific countries and industries should consider highlighting their relocation program’s benefits in their recruiting materials. The healthcare industry has been facing a critical talent shortage for several years. Healthcare employers have responded in several ways, including:

  1. Providing Exceptional Candidate Experiences
  2. Using Data to Enhance Recruiting
  3. Recruiting for Cultural Fit
  4. Creating a Superior Employer Brand
  5. Speeding the Process to Keep Candidates Engaged

Relocation Management Companies (RMCs) are ideal sources for information on global candidate recruitment and relocation. Pre-Decision Services are critical for employers as they provide valuable information about a candidate’s ability to accept a position and be successful. Assessment data can be paired with structured interview questions to understand better the candidate’s interests, goals, and motivations.

Contact GMS for More Resources

The team of professionals at Global Mobility Solutions (GMS) specializes in assisting companies with corporate relocation, creating effective relocation programs that can successfully appeal to and maintain skilled employees. By implementing industry-leading strategies, our team can help your company design a relocation program that enhances your ability to attract and retain new employees and alleviate the challenges of a talent shortage. 

GMS became the inaugural relocation firm to become a registered .com. Additionally, they developed the initial digital tools and calculators, which significantly changed the relocation sector. GMS persists in leading the industry by introducing pioneering innovations and technological solutions through their exclusive MyRelocation™ technology platform.

Contact our experts online to discuss your company’s relocation program needs.

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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Global Relocation Challenges Global Relocation Tips Global Relocation Trends Visas and International Travel

What is Good Guanxi in China’s Culture?

Learn more about Relationships and Doing Business in China

What is good guanxi (pronounced gwon-she) in China’s culture? 

In some cultures, the task at hand is the primary focus of business. These cultures tend to use clear language and have direct communication styles. It is easy to see whether a product, a transaction, or an activity benefits each party. Relationships are not the primary driver of economic activity.

In China, the main priority in business is building and maintaining relationships rather than focusing solely on completing tasks. The culture in China places great importance on whether a relationship can bring about connections or benefits for both parties. The term “guanxi” embodies these relationships.

Parties that accept guanxi must return it in equal measures. While guanxi can take many forms, it should be seen as given voluntarily. Exemplary forms of guanxi may result in lower obstacles to doing business in China. Guanxi must also be maintained going forward to keep the relationship adequately positioned.

How Should a Company Build Good Guanxi?

A few general guidelines exist for companies that want to do business in China. The company should build a business network with a focus on good guanxi:

  • Introductions should be made by those who already have good guanxi with the prospect
  • First meetings should be in person, not by electronic devices
  • Remember that the relationship is at the personal level, not the organizational level
  • It may take longer to build good guanxi than you might expect
  • Dependability and reliability must be hallmarks of the relationship
  • Trust is with the network and the connections, not with the organization

What are Important Points to Consider for Good Guanxi?

While understanding guanxi will generally help those looking to do business in China, the concept has essential nuances. As a result, working to generate good guanxi may result in poor business relationships. Points to consider include:

  • The downsides to guanxi that sometimes correlate with questionable business practices
  • Fundamentals of business are essential, and good guanxi alone may not provide solutions
  • You must view guanxi across individuals, government structures, and corporate organizations
  • Good guanxi may vary by location, industry, and corporate focus

What Does This Mean?

Companies looking to develop operations or expand business opportunities in China must understand guanxi. China has a distinct culture and rich history, just as all countries do. 

As a result, there is rarely a single answer or a simple guide for a company seeking to do business in China. Research, education, and understanding the importance of business relationships and good guanxi will help companies determine how to proceed with their strategic objectives.

What Should Employers Do?

Companies with plans for business expansion should work with an experienced and knowledgeable Relocation Management Company (RMC). RMCs provide the necessary insight and solutions, including cultural and language training. A trusted RMC can help companies understand China’s culture, history, government, and industrial sectors. Companies should also learn the concept of guanxi and examine how to develop a network of business relationships.

Companies looking to test their expansion efforts in China might benefit from an International Professional Employer Organization. This is a global employment solution where a third party in a foreign country hires employees on your company’s behalf.

Companies contemplating the relocation of newly hired employees or transferees to China ought to assess their relocation schemes to guarantee their competitive edge and ensure that their employees receive top-notch relocation benefits and services.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how they can quickly expand their business operations to new locations. Our team can help your company understand how to develop in China, focusing on good guanxi through relocation or utilizing an International PEO.

Learn best practices from Global Mobility Solutions, the relocation industry, and technology experts dedicated to keeping you informed and connected. Contact our experts online to set up a free consultation.

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

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Global Relocation Immigration Rules Relocation Best Practices Visas and International Travel

How to Get an IMM 5257 Visitor Visa

Visitor Visa (Temporary Work Visa) in Canada

If you aren’t a Canadian citizen or a permanent resident of Canada but have plans of relocating up north, there are a few options you have for visas. First, you can come to Canada on vacation; you can come to see family or conduct some manner of business in Canada. Your stay is restricted, and you need to follow some rules. and one of them might be that you need a visa, especially if you plan to work in Canada.

These IMM 5257 visas will be significant for you to enjoy your stay in Canada, and they are also a little complicated to get. Are there certain visas and government documents those applying need? Thankfully, rather than dealing with the headaches that can arise when you try to get a visa alone, you can work with a full-service relocation company that can assist with all the hardships of applying for the IMM 5257. Check out the rest of this article to get all the help you need.

What Temporary Work Visas Can You Get?

There are two different types of work visas that you can apply for. The first is an employer-specific work permit that allows you to work in Canada while you follow the conditions on the license. These conditions include the name of the employer you can work for, how long you can work, and sometimes where you can work.

You will also need a full copy of your employment contract and the offer of employment number or a copy of the labor market impact assessment. This can be useful if a specific employer in Canada already hires you and is entering the country to work a particular job.

An Open Work Permit allows you to work for any employer in Canada during your stay, except for those on the list of blacklisted employees. 

Additionally, you may need a medical exam if you have lived in certain territories or countries for 6 months or more or have applied to come to Canada within one year. Additionally, suppose you plan to work in certain occupations (such as in the field of healthcare, with children, or within agriculture occupations). In that case, you will need a medical exam no matter what.

You will not need a medical exam if you want to work in Canada for six months or less and do not meet any of the above conditions. Once you have your work visa and all the paperwork from your employer, you can begin the application process.

Using an IMM 5257 PDF Template

Having a template to work off of can be a lifesaver, especially with government documents. You need to work off of an IMM 5257 PDF Template, and one that is correct and fully updated. Then, you can confidently fill in the blanks and submit your information correctly. No worries, no fuss, and you can work in Canada as long as your other documents are handled correctly.

How To Apply For A Temporary Work Visa

You can apply for a temporary work visa online and must submit various forms. These can include but are not limited to IMM 1295 – Application for Work Permit Made Outside of Canada. Schedule 1 – Application for Temporary Resident Visa. Family Information Form IMM 5645.

Additionally, you will need a valid passport, two applicable photos of yourself, police record certificates, and bank statements proving you have enough funds to remain in Canada while having enough funds to return home, and your resume. If you bring your spouse and family members with you, you will also need extra documents for them.

Now, all of this can be extremely overwhelming, and if you make a mistake, forget to include a document, or have another problem happen, you will need to start over. That can be a massive problem, especially if you have a job that can’t wait.

Can I Extend My Temporary Work Visa?

If your work permit is still valid, then you can extend it. Whether you have fallen in love with the job, the country, the food, or the people, you can extend your temporary work visa while in Canada as long as you meet the following conditions. 

You must make any changes, alterations, or extensions at least 30 days before the visa expires, and you can’t extend your work permit beyond the expiration date of your passport. However, other than those conditions, extending your temporary work visa is pretty straightforward. Whatever drew you to Canada, you can continue experiencing it until your passport expires.

No matter what you plan to do, you can get a temporary work visa in Canada. Just make sure you get the steps right the first time!


Contact Global Mobility Solutions today for more information on work visas and relocating to Canada.

We're Here to Help! Request a Courtesy Visa Program Consultation

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

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

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

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