Tag: Healthcare Industry

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Healthcare Corporate Housing Solutions: Covering All the Bases

A group of doctors with face masks looking at camera, corona virus concept.

During the COVID-19 global pandemic, there is a dramatic rise in the need for healthcare corporate housing solutions. Many GMS clients in the healthcare industry suddenly find an increasing demand for a truly mobile workforce. These clients need to deploy their professional staff quickly and efficiently to several different locations.

Since GMS has many clients that already use corporate housing solutions, our team can implement a program almost instantaneously. This allows our client’s front line healthcare workers to focus on their immediate task and gives them peace of mind for their housing solution in a new destination.

What Do Healthcare Corporate Housing Solutions Include?

Direct Experience and Metrics That Matter

Clients seeking healthcare corporate housing solutions should expect a coordinated approach to its housing needs. Solutions should include a very high-touch level of service quality to reflect the needs of the client’s employees. Providers should have direct industry experience with proven long-term results. Metrics such as a 100% client satisfaction rating are indicative of an industry-leading program. As such, this reflects unparalleled dedication to service and quality by the provider.

Healthcare Corporate Housing Solutions: What are the Standard Services?

GMS leverages the strength of a multiple bid process to seek out housing choices among quality providers that meet clients’ budgetary restrictions and policy parameters. As a result, clients can save significantly on temporary living costs. Standard services include:

  • Domestic and Global Coordination
  • Auto Rental and Return Trip Management
  • Over 2 million properties worldwide
  • Fully Furnished Properties, with Utilities and Amenities
  • 95% or Better Match Guarantee
  • Online Tours of Properties
  • Electronic Lease Paperwork
  • Roommate Matching (if needed)
  • Direct Billing Arrangements Available
  • Available Signature Services such as Housekeeping, Grocery Delivery, Houseware Packages, and Special VIP Services

GMS also coordinates, reserves, and arranges the direct billing of fully furnished apartments, unfurnished apartments, and extended stay units.

Healthcare Corporate Housing Solutions: How Does the Process Work?

The general process for arranging temporary housing has three specific stages: Request, Reserve, and Completion. Each of these three stages follow a robust and client-focused set of steps designed to ensure client and transferee satisfaction.

Request

  1. Client submits a request for temporary housing to GMS
  2. GMS contacts the transferee to confirm the details and initiate the housing search
  3. Client approves housing search results (optional)
  4. GMS provides search results to transferee for selection

Reserve

  1. GMS reserves the transferee’s housing selection
  2. Lease documents and arrival instructions are sent to transferee (via DocuSign)
  3. GMS Relocation Coach contacts transferee to confirm selection is to their satisfaction

Completion

  1. Housing costs are directly billed to client on a monthly basis
  2. GMS Relocation Coach contacts transferee monthly to confirm satisfaction and comfort
  3. GMS Relocation Coach checks with client 30 days prior to housing term expiration to manage vacate or renewal
  4. Transferee vacates housing property at expiration

What Does This Mean for Healthcare Corporate Housing Solutions?

Employers seeking healthcare corporate housing solutions should work with a Relocation Management Company (RMC) that has the knowledge and experience to provide a full range of housing options across the entire housing process. RMCs should provide additional helpful programs such as Pre-Decision/Pre-Hire Services with needs-based counseling and mobility assessments, as well as Premier Travel Coordination throughout the entire relocation process.

Resources for transferees should include proprietary relocation technology, area tours, orientations, and virtual destination spotlights. All services should be provided either in-person or virtually, to suit the transferee’s need. By working together, we can all get through these rapidly changing times and help our healthcare workers to focus on what they do best—treating and helping patients to recover from COVID-19.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients with temporary housing solutions to meet their specific needs. Our mobility consulting team can help your company learn about the range of healthcare corporate housing solutions that provide the best options for the employer as well as its employees.

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

Learn more about healthcare corporate housing solutions 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.

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Relocation Challenges Relocation Management Relocation Policy Review Talent Management Talent Mobility

Top 5 Healthcare Industry Recruiting and Relocation Trends

A group of doctors with face masks looking at camera, corona virus concept.

The Healthcare Industry has been growing at an increasing pace over the past several years. Factors such as the implementation of the Affordable Care Act, an aging population, and technological advances all contribute to the ever-expanding demand for qualified healthcare employees. The US Bureau of Labor Statistics predicts that Healthcare will be the largest employment sector in the US economy by 2024.

Growth in the healthcare industry presents a number of difficulties for HR professionals. Filling positions quickly and effectively, creating a workplace that encourages employee engagement, ensuring smooth succession processes, and reducing employee turnover are some of these seemingly insurmountable challenges.

Increasing Retirement Rates

In addition to greater demand for services, the industry is facing rapidly increasing retirement rates for experienced employees. Especially in the nursing field, the impact of retirement will have a large impact on staffing levels. At least 55% of the RN workforce is over the age of 50 and quickly approaching retirement age. According to an American Association of the Colleges of Nursing (AACN) summary of reports, there will be a growing shortage of registered nurses across the country between 2009 and 2030. By 2025 the US is expected to experience a nursing shortage “twice as large as any nursing shortage experienced in this country since the mid-1960s” with the rapidly aging nursing workforce as the primary contributor.

The combination of increasing demand for employees and increasing rates of retirement creates an ever-widening talent gap in the healthcare industry. There are not enough employees to occupy new positions, nor are there enough employees to backfill positions that open due to retirement. As a result, at least 33% of hospitals have job vacancy rates greater than 10%. Clearly, traditional healthcare recruiting strategies are not able to fill positions at a fast enough pace to keep up with demand.

As a result of these changes, the following five trends in healthcare industry recruiting and relocation are emerging:

Top 5 Healthcare Industry Recruiting and Relocation Trends

1. Provide Exceptional Candidate Experiences

Healthcare industry recruiters must focus on keeping candidates happy and engaged in the recruitment process. Providing each candidate an exceptional experience is necessary to keep your organization as the candidate’s first choice in their employment search. The organization should conduct a review of the entire candidate experience, including the application process, interviews, job offers, relocation benefits, and onboarding procedures.

HR professionals should put themselves through each of these processes to see how their organization treats and responds to candidates. Successful recruiting programs treat candidates respectfully and make them feel highly valued. Candidates are more likely to choose to work for an employer that treats them well.

2. Use Data to Enhance Healthcare Industry Recruiting

Healthcare organizations must analyze the effectiveness of their recruiting activities. Knowing which efforts are working well, and which efforts are not, will help the organization identify what it needs to improve. For example, an organization may have a job advertising program in place within a journal or news network. If these programs are not providing qualified candidates that proceed to job offers and acceptances, the organization should consider redirecting those resources.

Conversely, if a partnership with a local university proves to be a good source of qualified candidates that proceed to employment, consider enhancing the program or creating additional partnerships. Think beyond current geographical boundaries; partnerships can easily generate candidate interest within international locales. Relocation Management Companies (RMCs) are ideal sources for information on global candidate recruitment and relocation.

3. Recruit for Cultural Fit

Healthcare organizations searching for qualified employees may be able to easily identify those with the requisite skills, education, and experience. However, healthcare is a unique industry in that it is so highly focused on personal interactions. Healthcare organizations looking to fill job vacancies at a pediatric practice would want candidates who enjoy working with children.

Pre-Decision Services are critical for healthcare organizations as they provide valuable information about a candidate’s ability to accept a position and be successful. Behavioral assessments can be a strong predictor for cultural fit. Healthcare organizations can easily identify candidates with the qualities that match their organizational culture. Assessment data can be paired with structured interview questions to better understand the candidate’s interests, goals, and motivations.

4. Create a Superior Healthcare Industry Employer Brand

Highly-skilled healthcare workers are in great demand. As a result, these workers can easily choose where they want to work and for which organization they prefer. Seventy-five percent of employees seeking new jobs consider an employer’s brand before applying for open positions. Consider how your healthcare organization’s brand appears to job seekers. Does it generate positive industry news? Are online reviews favorable from current employees as well as current customers? If the employer brand you find does not fill you with positive feelings, then you can be sure candidates are also experiencing this same feeling.

To create a successful employer brand and generate positive feeling among job seekers, healthcare organizations should find out from current employees whether the organization is one where people want to work. Also, research comments from employees and candidates on review websites and social media. Determine which issues are of concern and address them. This will help you ensure employees will perceive your organization as the brand you prefer it to be. Follow through by updating recruiting materials, websites, social media, job postings, emails, and other venues to be sure you amplify the correct employer brand and messages. Consider creating a branded career website with enhanced relocation program messages to welcome candidates to your organization.

5. Speed the Process to Keep Candidates Engaged

Qualified candidates are always seeking new opportunities, and your organization is always looking to hire. The quicker you help candidates move through the process, the more they will remain engaged and likely to consider your organization for employment.

According to the 2018 Recruiting Benchmark Report from Jobvite, the time to fill job vacancies in the healthcare industry is 38 days. At the same time, the industry has 21 applications per job, which is one of the lowest among industries. If several days or even weeks can be taken out of the process, the organization will benefit tremendously and experience lower job vacancy rates.

Conclusion

GMS’ 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 designing a relocation program that represents industry best practices. This will increase your company’s ability to attract and retain new employees.

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

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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Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Global Mobility Global Relocation Global Relocation Tips Global Relocation Trends Household Goods

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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Domestic Relocation Trends Relocation Management Relocation Policy Review Relocation Programs Talent Mobility

The Rise in Short Term Assignments in Healthcare

Cheerful mid adult Asian nurse stands confidently in doctor's office or hospital. She has her arms crossed.

One of the ways healthcare companies adjust to the challenge of hiring and keeping employees who are talented and have extensive skill sets is through short term assignments. By structuring their employment needs to provide relocation opportunities, many healthcare companies have been able to attract highly qualified candidates who want to travel to new locations on a regular basis with short term assignments. Healthcare companies can benefit from a relocation policy to provide candidates who desire these positions with several programs that give them helpful options for successful relocations.

Short Term Assignments

Many healthcare professionals prefer short term assignments, and find the adventure and opportunity exciting and fulfilling. Several segments of healthcare employment now utilize short term assignments, which can last from a few days to several weeks, with the majority falling into a four to eight week timeframe. Additionally, many of these short term assignments offer a wide range of benefits including competitive pay and a variety of locations. Healthcare professionals who flourish in these roles are comfortable with a great deal of flexibility, have a positive attitude, and exhibit a high level of excellence in the performance of their duties.

Professional and Personal Development

Challenging roles in short term assignments can range from covering during a staff shortage, to assisting with Electronic Medical Record (EMR) conversions. In accepting these positions, the healthcare professional expands their knowledge and skill sets, and often become topical experts in the field. This in turn helps increase their professional growth and marketability within their field. Also, working short term assignments helps healthcare professionals grow personally. Being open-minded and staying calm under pressure increases adaptability to challenges and promotes quick thinking and decision making skills.

Career Resources

Healthcare Traveler, a part of the Modern Medicine network, provides information, career resources, and job listings for qualified candidates interested in short term assignments. Visitors can search job listings by keywords including title, skills, or company, and by location, so they can find a number of matches for which they may be qualified. For example, searching for a specific position within a city might return listings from the local network or the national network. This service provides an extremely valuable resource for candidates seeking short term assignment opportunities in specific locations.

Housing Options

In addition to career resources designed for short term assignments, several short term housing networks provide healthcare professionals with a wide range of housing options to match their short term durations. The proliferation of home sharing services give short term assignees the flexibility of short term housing that is already set up with furniture, fixtures, home goods, and utilities ready for immediate use. Other helpful resources include Home Away, Vacation Rental by Owner, Craigslist, Zillow, Trulia, Apartments.com, local realtors, and networks of friends who can provide good referrals to short term housing options. Healthcare companies should provide quick and easy access to a network of short term living and corporate housing options for short term assignments.

Short Term Assignment Benefits

There are many distinct benefits that health care companies provide to their employees who choose short term assignments in healthcare as their preferred career option:

  • High levels of pay reflective of the critical need for highly skilled short term assignees
  • Healthcare starting on Day One to prevent lapse of insurance coverage
  • TeleDoc which allows for treatment and prescriptions over the phone during travel
  • Vision Insurance
  • Dental Insurance
  • Retirement Benefits with eligibility on Day One
  • Employee Assistance Programs
  • Insurance for Life, Accidental Death, and Disability

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 works well for short term assignments, while effectively communicating your company’s value proposition in the healthcare industry.

Contact our experts online to discuss your healthcare company’s short term assignment 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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Domestic Relocation Domestic Relocation Challenges Global Relocation Global Relocation Challenges

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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About

Contact Us

About Us

GMS Client Login

Privacy Policy

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

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