Tag: relocation best practices

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The Importance of Data Privacy in the Global Mobility Industry

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Why Relocation Management Companies Have to Take Data Privacy and Security Seriously

In today’s digital age, maintaining data privacy is essential as it goes beyond protecting identities to safeguarding personal information that can significantly impact individuals’ lives. Consumers seek convenience and speed, particularly in global travel, yet these benefits often come with a trade-off of privacy and ethical data handling. Companies offering features like biometric logins and tailored marketing campaigns face unique challenges that require thorough evaluation. Unfortunately, risk assessments are often overlooked when responding to customer requests quickly.

As technology advances, the need for data privacy and security in the global mobility industry becomes more pressing. Relocation management companies, in particular, must prioritize protecting personal information to maintain trust with their clients. With the increasing use of biometric data and personalized services, the risks of data breaches and misuse are higher than ever.

Businesses in the global mobility industry must conduct thorough risk assessments and implement robust security measures to safeguard sensitive data. Ignoring these risks in favor of meeting client demands quickly can lead to severe consequences, including legal liabilities and reputational damage.

By taking data privacy and security seriously, relocation management companies can protect clients’ information and build a reputation as trustworthy partners in the global mobility industry. Prioritizing data privacy is a legal requirement and a strategic decision that can set businesses apart in a competitive market.

Key Elements of Data Protection

The first steps in creating an effective data management system involve sorting and organizing data. This includes identifying the types of data needed, understanding how data is used internally, evaluating how data is shared externally, and determining where data should be stored, a process known as data mapping. Companies must also navigate through regulations by identifying data protection requirements, often requiring the expertise of a data protection officer or legal advisor.

Incorporating privacy into a company’s design strategy requires careful integration into systems and processes and a deep understanding of data collection and privacy laws. Effective data management includes clear privacy policies, limited data collection for specific purposes, secure data handling, timely data deletion, and quick responses to data access and deletion requests.

Ongoing training and supervision are necessary for proper data management. Organizations should offer training sessions, anonymous reporting options, surveys, audits, and incentive programs to educate employees and supply chain partners about data privacy and security. Data privacy constantly changes and requires continuous enhancements and monitoring to comply with relevant laws and regulations.

The global mobility sector is evolving in its approach to handling sensitive data, focusing on privacy-oriented strategies and robust data protection measures. By adhering to regulations and implementing these practices, organizations can enhance trust with transferees and clients and improve the reliability and quality of their services throughout the relocation process.

Your Data Is Safe with GMS

Global Mobility Solutions (GMS) is one of the few international relocation companies with SOC 2 certification. At GMS, we take data privacy and security seriously. Our SOC 2 certification demonstrates our commitment to protecting your sensitive information throughout the relocation process. We understand the importance of maintaining the confidentiality and integrity of your data, and we have implemented stringent measures to ensure that your information is safe with us. By choosing GMS for your relocation management program, you can trust that your data is in good hands. Contact us today to learn more about our data protection practices and how we can help you with your relocation needs.

Why Relocation Management Companies Have to Take Data Privacy and Security Seriously

In today’s digital age, maintaining data privacy is essential as it goes beyond protecting identities to safeguarding personal information that can significantly impact individuals’ lives. Consumers seek convenience and speed, particularly in global travel, yet these benefits often come with a trade-off of privacy and ethical data handling. Companies offering features like biometric logins and tailored marketing campaigns face unique challenges that require thorough evaluation. Unfortunately, risk assessments are often overlooked when responding to customer requests quickly.

As technology advances, the need for data privacy and security in the global mobility industry becomes more pressing. Relocation management companies, in particular, must prioritize protecting personal information to maintain trust with their clients. With the increasing use of biometric data and personalized services, the risks of data breaches and misuse are higher than ever.

Businesses in the global mobility industry must conduct thorough risk assessments and implement robust security measures to safeguard sensitive data. Ignoring these risks in favor of meeting client demands quickly can lead to severe consequences, including legal liabilities and reputational damage.

By taking data privacy and security seriously, relocation management companies can protect clients’ information and build a reputation as trustworthy partners in the global mobility industry. Prioritizing data privacy is a legal requirement and a strategic decision that can set businesses apart in a competitive market.

Key Elements of Data Protection

The first steps in creating an effective data management system involve sorting and organizing data. This includes identifying the types of data needed, understanding how data is used internally, evaluating how data is shared externally, and determining where data should be stored, a process known as data mapping. Companies must also navigate through regulations by identifying data protection requirements, often requiring the expertise of a data protection officer or legal advisor.

Incorporating privacy into a company’s design strategy requires careful integration into systems and processes and a deep understanding of data collection and privacy laws. Effective data management includes clear privacy policies, limited data collection for specific purposes, secure data handling, timely data deletion, and quick responses to data access and deletion requests.

Ongoing training and supervision are necessary for proper data management. Organizations should offer training sessions, anonymous reporting options, surveys, audits, and incentive programs to educate employees and supply chain partners about data privacy and security. Data privacy constantly changes and requires continuous enhancements and monitoring to comply with relevant laws and regulations.

The global mobility sector is evolving in its approach to handling sensitive data, focusing on privacy-oriented strategies and robust data protection measures. By adhering to regulations and implementing these practices, organizations can enhance trust with transferees and clients and improve the reliability and quality of their services throughout the relocation process.

Your Data Is Safe with GMS

Global Mobility Solutions (GMS) is one of the few international relocation companies with SOC 2 certification. At GMS, we take data privacy and security seriously. Our SOC 2 certification demonstrates our commitment to protecting your sensitive information throughout the relocation process. We understand the importance of maintaining the confidentiality and integrity of your data, and we have implemented stringent measures to ensure that your information is safe with us. By choosing GMS for your relocation management program, you can trust that your data is in good hands. Contact us today to learn more about our data protection practices and how we can help you with your relocation needs.

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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?

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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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Corporate Relocation Corporate relocation tips Domestic Relocation Tips Domestic Relocation Trends Global Mobility

When Is the Best Time to Budget for Relocating an Employee?

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When to Set a Relocation Budget

When a company is relocating an employee, there are many expenses to track and logistics to coordinate to make it happen. When creating relocation policies and benefits on behalf of the company, there are many aspects of relocation to consider. This can include buying and selling a home, moving the employee’s household goods, and short-term housing in the new location. 

With all of the complex movements required for a successful relocation, it can take time to know when to begin the budgeting process for the relocation. Should it happen before the position is posted? Before the employee is made aware of the opportunity? When does the company find the best prices for relocation services? While there isn’t a definitive answer, there are several mobility industry standards to consider when determining when to budget for the employee’s move.

The Right Time to Set a Relocation Budget

Typically, the best time to set a relocation budget is once the offer is extended to the candidate, especially if the company is working with a relocation management company. The primary reason is that the relocation company can work with the candidate to discuss their questions or concerns about the move. Allowing a relocation company to assist in the interview process can ensure the employee has their needs covered while the company is not overspending.

For example, an employee may have multiple cars that must be shipped to their new destination. After speaking with the candidate, the relocation company can then report back to the company on the potential costs and services needed to relocate the employee and their family. 

If the company’s policies only cover the cost of transportation for a single vehicle, that information can be communicated back to the employee. Policy restrictions play an essential role in helping companies control costs. However, some organizations may agree to an exception to their policy to assist the employee with their move and ensure acceptance of the relocation offer. These changes will impact the total cost of the relocation.

Alternatively, the second-best time to start relocation budgeting is once the candidate accepts the job offer. Now that the employee understands that he or she is moving, the relocation team can work with them on what to expect and allow them to get the most out of the relocation benefits offered by their employer.

How to Calculate for Relocation Costs

When planning for relocation costs, there are many things to keep in mind, specifically costs like: 

  • Real estate costs, such as buying and selling a home
  • Moving of household goods, cars, or pets
  • Travel expenses 
  • Storage facilities 
  • Temporary housing in the new location
  • Taxes 

Once all foreseen costs are accounted for, the relocation budget can be managed by the relocation provider. It is recommended that companies work with a relocation management company that utilizes relocation technology and software that can include real-time tracking of employee moving expenses. This helps companies not only stay on budget but create or renew budgets for future relocations. 

One of the first steps in calculating relocation costs is considering real estate expenses. This includes the costs associated with buying or selling a home. It’s important to factor in any fees or commissions involved. Additionally, if you’re renting a new place, you’ll need to account for the security deposit and any upfront rent payments.

Next, you’ll need to think about the cost of moving your household goods, cars, or pets. This can vary depending on the distance of the move and the amount of items you need to transport. It’s a good idea to get quotes from different moving companies to compare prices and find the best deal.

Travel expenses are another vital factor to consider. If you’re moving to a different city or country, you must account for the cost of flights or other transportation methods. This includes not only your travel but also any family members or pets that will be accompanying you.

Sometimes, you may need to utilize storage facilities during the relocation process. This could be necessary if there is a gap between when you move out of your current home and when you can move into your new one—research storage options in advance and factor in the monthly cost.

Temporary housing is often required when relocating to a new location. Whether it’s a hotel, rental property, or corporate accommodation, you’ll need to budget for the cost of staying in a temporary home until you find a permanent residence. Remember that these costs can vary depending on the location and duration of your stay.

Lastly, remember taxes. Depending on the country or state you’re moving to, additional surcharges or fees may be associated with the relocation. Researching and understanding the tax implications beforehand is essential to avoid any surprises.

To effectively manage the relocation budget, it’s recommended to work with a relocation management company that utilizes technology and software for real-time tracking of expenses. This allows companies to stay on budget and make informed decisions when creating or renewing budgets for future relocations.

Working with the Best to Setup Relocation Budgets

By considering all these factors and working with a reliable relocation provider, you can ensure your relocation costs are accurately calculated and managed. Planning and being thorough in your research will help you avoid any unexpected financial burdens during the relocation process. 

Global Mobility Solutions (GMS) is here if you have questions about developing relocation budgets. Our team can support your employees in getting the most out of their relocation benefits while your company can stay within your relocation budget. Our team understands that moving multiple employees every year can be challenging, so our tailored global mobility solutions can help any company of any size seamlessly move any number of employees.  

 Contact us today online or call 1.800.617.1904 to speak with one of our qualified team members. 

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Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Business Services Career Services Choosing a Relocation Company Corporate Relocation Global Relocation Relocation Best Practices Relocation Management Talent Management

Top Tips for Writing a Relocation Offer Letter

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Use These Tips & Templates for a Relocation Assignment Offer Letter

An employee transfer letter or relocation offer letter is a document given to an employee being transferred to another department, branch, or location under the same employer. These letters not only provide transferees common professional courtesy on the company’s behalf, but it also gives the relocating employee an overview of what they can expect and their benefits for the process. These ground rules should provide the moving employee an understanding of all costs and services they are entitled to during their move. 

Larger companies or companies that often relocate employees more than likely have relocation policies in place. These are typically lengthy 10 to 30-page documents covering every relocation protocol aspect. Companies that might have such policies will rely on customized employee relocation offer letters and emails for each employee willing to do so. 

Here is a look at some top tips for constructing employee relocation offer letters, along with an example of a basic offer letter format.

Tip 1: Identify the Reason for Relocation Offer

While the employee will most likely understand it, you’ll want to cover in the offer letter why, how, and when the employee will be transferred. This will help with recordkeeping and provide the employee with in-depth insight into why their position is needed in the new location.

Giving a specific explanation to the relocating employee in writing can help show the employee that you care. This will also take the stress off of your HR department because the employees will know all of the details about why they will be offered the relocation. As a result, this should help set the stage, allowing things to run smoothly from the beginning.

Tip 2: State the Exact Effective Date(s) the Transfer Will Take Place

Companies cannot expect an employee to relocate the next day; however, it also shouldn’t be up to the employee entirely as to when the transfer will occur. Setting realistic dates and times for the employee to move and to get settled is vital in ensuring a smooth transfer experience. 

It should also be stated at this stage in the letter, how long the employee is eligible for relocation benefits. For example, many companies will allow employees X number days or months to utilize the short-term relocation policy stated in the transfer letter. There are many variables that come into play when an employee is trying to move out of state.

Tip 3: Provide Names and Contact Info

The transferring employee is probably nervous, but excited to take on the new role for the company. It is a good idea to provide the employee with the name and direct contact info for who they will be reporting to. This will give the employee a chance to reach out to the manager with any questions or concerns regarding their new position. It also gives the employee the opportunity to let their new manager know if there are any roadblocks with the relocation process. 

Conversely, it could also be a good idea to urge the new manager to reach out to the employee directly. This communication will allow the manager to inform the transferring employee of any necessary information. 

Tip 4: Note Every Detail of the Employee’s New Job

The employee should be well-informed about this step, but to cover the company and the employee it is a good idea to list out all expectations, requirements, wages (including bonuses), benefits, and anything else that will be different for the employee once they move. This provides documentation for both parties if there are ever any issues after the relocation has occurred. Being crystal clear at this stage helps straighten out any communication breakdowns later on. 

Use This Employee Transfer Letter Example

[Date]

[Sender’s Name]

[Sender’s Address]

Dear [Recipient’s Name],

We are pleased with the work you’ve completed with us so far and management sees great potential for you to grow in [transfer location]. The management team would like to extend you an offer for promotion to [new position] where you will be responsible for [responsibilities of the position].

This will provide you with an opportunity to expand your skillset as you move from the [current position] in [current location] to a new position in [transfer location]. 

The company is here to help you and your family relocate and readjust to your new role by providing relocation benefits. This letter summarizes that support in several areas.

New Job Title: 
New Supervisor/Manager: 
Department: 
Effective Date of Transfer:

New Duties: 

New Compensation/Bonuses: 

Below is a summary of the relocation benefits that are extended to you as part of this offer. 

Relocation Expenses
[Details of what the company will and will not cover.]

Household Goods Moving
[Moving expenses the company will or will not pay for.]

Home Marketing Assistance
[Info on home selling assistance ]

Home Finding Assistance
[Explain which resources the company can provide]

Repayment Agreement Terms
[Details of the repayment agreement that the employee is subject to]

Please review this information at your earliest convenience. You can contact me directly or Human Resources with questions, comments, or concerns. I would appreciate your acceptance or denial of this new position by [desired date].

From,

[Sender’s position and name]

GMS Is Here For You

Global Mobility Solutions (GMS) is a leader in the employee relocation industry. In addition to assisting with employee transfer letters, GMS would love to help your company create and implement customized relocation policies for your mobile workforce. Our team specializes in almost every area of the relocation process, so we can equip your staff and transferees with the knowledge and technology they need to make their move as seamless as possible. 

Getting started with us is easy. Contact us today for a free consultation with one of our relocation experts. From there, we will help you decide the best course of action for your company regarding your global mobility needs. Whether your company relocates internationally or just within the US or Canada, we can assist you in creating the best offer letters and relocation policies in your industry.

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Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Corporate Relocation Domestic Relocation Global Relocation Relocation Best Practices Relocation Management Relocation Policy Review Relocation Programs

Engage Your Relocation Management Company Early in the Relocation Process

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Learn why it’s essential to work with an RMC every step of the way

Employers should engage their Relocation Management Company (RMC) early in the relocation process. Employers often go to great lengths to define the questions they ask RMCs in their Request for Proposals. Several employees from departments including Human Resources, Accounting, Legal, and Procurement may spend a significant amount of time finding and selecting an RMC with the knowledge and experience that will ultimately serve the needs of the company, transferees, and new hires.

With all of the effort to find an RMC that best matches their requirements, wouldn’t you think employers would actively engage the RMC in their relocation process? Most companies do a good job communicating to their hiring managers and others throughout the organization how to utilize their RMC’s resources. However, even with this communication, the hiring manager or others sometimes do not engage the RMC early in the process. This may lead to several consequences for transferees and new hires.

Actual Case of an Employer That Did Not Engage Early

What happens when employers must engage their RMC early in the relocation process? Global Mobility Solutions’ Senior Vice President of Business Development, Sam Hoey, met a transferee and heard a first-hand account of their experience. Their employer’s hiring manager did not initiate their relocation process promptly, and they were left scrambling to find their own movers, real estate agents, mortgage provider, and temporary housing, all within just a few weeks before the new job start date. As a result, the transferee was stressed and unduly burdened by processes that the company’s RMC could have managed for them with greater ease. Let’s look at a few of these areas in detail to understand better what they entail.

Van Line Delays

The busiest time of the year for relocations is during the summer months. Children are out of school, travel is relatively easy to arrange, and weather delays are minimal. As a result, van lines that move household goods are often hectic during this time. They may have bookings for moves going out four, five, or up to six weeks in advance.

Employers looking to relocate an employee should understand the length of time their RMC needs to arrange to book a move of household goods at van lines, keeping in mind the preferred van lines may already have several weeks of booked moves on their schedules. With enough time, transferees may be able to find their household goods movers.

Real Estate Processes

When a transferee or a new hire receives notice of a job offer that requires them to start work within a few weeks, this gives them little time to make living arrangements. They may have a short time to determine how to proceed in several areas. Here is a list of just a few of the specific points they might need to address before starting their new position:

Specific Points

  • Engaging a real estate agent/company to handle a home sale
  • Selling a home
  • Handling the closing process for the home sale
  • Finding temporary housing
  • Engaging a real estate agent/company to handle a home purchase
  • Finding a new home
  • Obtaining a mortgage, including applications and paperwork
  • Handling the closing process for the home purchase

If you have ever bought or sold a home, had to find an apartment, or sought a mortgage, think of those processes. How long did they take you to complete? These processes often require several steps, including applications, reports, inspections, financial transactions, arranging the services of a notary public, and research to verify the new location meets the needs of everyone who is relocating, such as spouses, partners, children, and pets.

Employers looking to relocate an employee should be aware of the processes their RMC needs to manage to help the employee find suitable housing arrangements. RMCs with experience in these processes are vital to ensuring the success of a relocation, as they help the transferee or new hire in many areas. This, in turn, helps the employee feel happy and confident in their choice to relocate.

What should employers do?

Employers should review their relocation programs to better integrate their RMC into the front end of the relocation process. Helpful tips to ensure the RMC is engaged early in the process include the following:

  1. Implement Pre-Decision Services, so the employer, hiring manager, transferee, and/or new hire are actively engaged with the RMC early in the relocation process, and information can be shared that is helpful to the employee, the employer, and the RMC.
  2. Insert language into offer letters describing the RMC and the programs specific to the transferee or new hire.
  3. Integrate the RMC into Human Resource Information Systems and Talent Management Programs so hiring managers and program administrators always have ready access to information they can share with the transferee or new hire.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company by using industry best practices to design your relocation program so that you engage your RMC early in the relocation process.

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

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

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Corporate Relocation Corporate relocation tips Relocation Policy Review

5 Benefits of Corporate Relocation Benchmarking

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What Are the Benefits of Benchmarking relocation policies?

It’s an unfortunate commonality that many businesses create relocation policies and benefits only to run with them for years at a time without revisiting them. Some companies might provide exceptions to their policies on a case-by-case basis for each new hire, but in the end, it could cost companies thousands of dollars by not renewing or checking these policies. 

 

That is why it is important to benchmark relocation benefits every 12 to 18 months. There are many benefits to staying on top of corporate relocation benchmarking to make sure policies are competitive against peers and competitors. Using relocation benchmarking data can help make sure that transferees get the best relocation experience possible. Here are five benefits of using benchmarking numbers to update relocation programs annually. 

1. Identify Cost Savings and Enhancements

Reviewing how other companies design corporate relocation programs can point out areas where a company can achieve significant cost savings. Taking time to review policies can help highlight parts of the company’s relocation benefits that can be enhanced. Obtaining multiple quotes for services can help save costs and keep your program competitive. These quotes can be obtained across multiple services, such as HHG, visa, and corporate housing. In some cases, you may discover your relocation management company (RMC) does not have an independent vendor network, preventing them from shopping around for the best deals on services. 

 

Using relocation benchmarking data to learn about new and updated regulations can help avoid penalties and costs that may arise due to tax, legal, or immigration issues. The application of technology to processes such as reporting and reimbursement can help save time and money.

2. Ensure Industry Competitiveness

For companies to attract and retain the best talent in their industry, their relocation policies must offer employees a competitive edge compared to their peers. A relocation benchmark will show how industry competitors design their mobility benefits. A company can adjust policies to maintain an advantage and can be used as leverage in the offer phase. 

 

If an employee is fielding multiple offers for jobs that require a move, many times the tiebreaker can be the relocation package offered. Checking relocation policies yearly can assure that you offer the best relocation benefits in your sector to entice new hires to accept your offer.

3. Learn About New, Innovative Ideas

Companies and industries evolve to respond to the dynamic workforce, regulatory environment changes, and increasing employee expectations. When major changes are happening, your mobility solutions and relocation policies should address those changes. A good relocation management company will use mobility technology to its advantage to help the moving employee. Companies and employees can use relocation technology platforms to stay informed throughout the relocation process while also increasing the speed of communication between the employee, company, and the RMC. It also provides more visibility into reimbursement numbers. 

 

That being said, it is important to benchmark relocation policies to ensure that there isn’t mobility technology out there that could be saving time or money while relocating employees.

4. Educate Internal Stakeholders

Most successful companies recognize that several departments and functions interact with their employee’s relocation process. Internal stakeholders from diverse areas such as legal, finance, and human resources can learn how the transferee interacts with each department, what their needs are, and what the best practices are related to each function. Involving internal stakeholders in the policy benchmarking process assures the stakeholders understanding of policy guidelines and knowledge of how the company’s policies stack up against others in the same industry. This helps provide for a more smooth relocation process for the transferee as less will be lost in translation during the hiring process.

5. Maintain Alignment Objectives

Many companies that relocate employees regularly have multiple locations spread across the country, sometimes even the world. This is why those companies need to ensure communication of corporate plans and objectives, keeping the entire company up to date. A company’s relocation policy benchmarking should incorporate the policies that impact all employee levels, regardless of geography, so that local objectives will align with corporate objectives. Knowing that certain areas might have plans for future expansion helps all departments prepare to respond accordingly to employee relocation needs.

Need Help Benchmarking Relocation Policies?

Is your program competitive? Global Mobility Solutions has benchmarked over 1,000 relocation policies spanning 27 unique industries.

GMS provides comprehensive benchmarking services of your policies against industry best practice, while also showcasing what others in your industry are doing. This data has been an important tool in helping companies create and renew their relocation policies.

 

Our team can help write competitive and cost-saving policies by staying on top of numbers in numerous industries for benchmarking. We strive to keep our relocation benchmarking data up to date.

 

If it’s been longer than 18 months since your company reviewed their relocation policies, now is the time to contact GMS for some benchmarking numbers to ensure your policies are the best they can be.

What's happening in your industry? Request a Courtesy Benchmark report

At GMS, we make it a priority to know how talent mobility is changing in each major industry. What are the best practices? How are other companies changing their programs to retain a competitive edge? Your Mobility Pro will be in touch within 1 business day to help answer your questions and benchmark your industry.

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Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Global Relocation Tips Global Relocation Trends

2022 Gas Prices Impact Relocation Costs and Estimates

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Learn how higher fuel prices impact the shipment of household goods

There is no question that the recent rise in fuel prices has had an impact across the board on many industries. From pain at the fuel pump to increases in prices at the local grocery stores, people are spending more on a weekly basis. The talent mobility industry hasn’t been immune to the effects of increased fuel prices. However, the industry is making strides in developing more accurate estimates that account for higher gas prices. In the relocation industry, these costs are typically passed down from vendors to relocation management companies (RMCs) which, in turn, results in increased direct costs for companies relocating their employees.

In a typical relocation or assignment, anticipated relocation costs are calculated via a needs-based estimate. Meaning each relocation assignment is unique and could cost a different amount, depending on the employee’s needs. But just how much does the price of gas affect how much it is to move an employee? Which aspect of the relocation process is hit the hardest when fuel is expensive? Here is a breakdown has to why relocation costs go up when fuel prices increase:

Shipment of Household Goods

The largest impact of high fuel prices on relocation naturally resides within the process to ship household goods (HHG) from point A to point B. The packing and transporting of furniture and other belongings is a critical component of any relocation program. Companies that offer relocation benefits often will make sure to include covering, or at least reimbursing, an employee’s need to have their household goods shipped to their new destination. Industry-leading RMCs will obtain multiple bids from moving vendors to help ensure the best possible cost. In most cases, the RMC will have established partnerships with numerous vendors who are vetted and reliable, but they could reach out to a newer vendor for a better deal if need be. These bids from transportation companies are largely estimated on how many pounds of household goods need to be moved and how many miles away the destination is. These are two of the more obvious figures that are directly connected to gas prices and the total cost of the move.

What is the Impact of Fuel Surcharges on the Shipment of Household Goods?

With fuel prices quickly on the rise, take this opportunity to learn how fuel surcharges are calculated for domestic relocation HHG shipping. On the first Monday (or Tuesday) of every month, the van lines each go to the US Department of Energy’s (DOE) database to access the average cost of diesel for the entire United States. The average price has a corresponding number on a chart that most HHG vendors use, which will indicate what percentage to use for the fuel surcharge. 

For example: If diesel is at an average of $4.84 per gallon, then the common surcharge would be 16%. The new fuel surcharge will be applied to any shipments loading after the 15th of that month. 

HHG estimates are completed using the current fuel surcharge. The difference between the fuel surcharge when the estimate is completed and the load day fuel surcharge will result, sometimes ending in an increased amount, depending on market conditions. Relocation experts have seen this happen before when fuel surcharges spiked in 2009 and impacted moving expenses. 

It is worth mentioning that fuel surcharges are always non-binding, even on talent mobility policies that may hold some type of guarantee not to exceed cost estimates. This type of HHG estimate is commonly used by RMCs as part of an overarching, comprehensive cost estimate that is used to help companies gain a clearer picture of the total projected cost of relocation.

Do Companies Need to Update Relocation Policies?

Many companies look into what are called “Capped Relocation Policies.” Meaning, there is a pre-approved, maximum budget the company is willing to pay up to for moving the new employee. Working with an RMC helps companies to stay within that cap for each employee who is transferred. This policy design method is effective in helping to contain runaway costs and can provide a measure of consistency with your total mobility program spend.

However, in today’s environment, some capped policies are quickly eaten up by increased fuel surcharges. This is making it difficult for companies to stay within the approved budget while relocating. In some cases, the budgeted amount isn’t enough to fully execute the move and is leaving the employee to make up the difference. If a company finds this to be occurring frequently, a review of your policy caps might be in order.

This is another great advantage of working with an experienced RMC to ensure that your company is not overpaying for relocation costs while offering competitive relocation benefits within your industry.

GMS Is Here with Explanations on Relocation Costs

We know that the relocation process and the costs associated with it can be confusing. That’s why Global Mobility Solutions (GMS) offers free consultations to anyone who has questions about talent mobility. Our relocation experts will walk you through a common outline of relocation packages and their structure during this online or in-person consultation. From there, you make the decision if you would like us to help you either create or rewrite your relocation policies. When a company offers relocation policies to job candidates, they open their hiring field to a wider range of top candidates for any given position. Let GMS assist you in all of your relocation needs, contact us to start getting all of your questions answered. 

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Relocation Policy Review: Anticipating Changes and Challenges

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Why Companies should review their Relocation Policies?

It is important, and highly recommended, that companies review their relocation policies at the start of each year. This will help your company remain at the forefront of your industry, ahead of your competitors, and in line with best practice recommendations. Most companies are not completely immune to global forces, market changes, and unique challenges such as the COVID-19 global pandemic. Often these issues directly impact employees on international assignments.

There are several reasons why companies need relocation benefits. Often, relocation perks are used for hiring a recruit for an open position. Other times, companies may use relocation to transfer knowable employees to different job sites or as part of a development program offered through the company when promoting an existing employee. But no matter the reason, all sizes of company who offer talent mobility should have their relocation policies reviewed with some regularity. Here is a breakdown of why relocation policy review is important:

 

Address Strategic Objectives in Your Relocation Policy Review

Growing companies often have strategic plans that guide activities and investments. Many of these plans lay out specific goals and actions. For example, a company that wants to grow into a new market might leverage their relocation policy review in several ways to achieve this goal. This may include investigating the services of an International Professional Employer Organization (PEO). PEOs can help a company establish a presence in a new market within a very short timeframe and with no direct investment. As a result, companies can focus on achieving strategic objectives and responding nimbly to market changes. In return, the company saves time, effort, and resources. Also, the overall costs of service fees and financing international employees’ payroll are significantly lower than the cost of establishing a foreign entity.

Cost Reductions and Process Improvements Can Be Found

Relocation Management Companies (RMCs) with extensive industry knowledge and experience can help identify cost reductions. There may be several areas that offer cost reduction opportunities during a relocation policy review. Also, the mobility industry often changes rapidly in response to needs, preferences, and regulations. As a result, knowledgeable RMCs can easily identify and share new ideas for cost reductions.

RMCs are often drivers in the mobility industry for process improvements. Technology can lead to dramatic increases in productivity. For example, a Relocation API can replace many time-consuming data entry tasks and responsibilities. In turn, valuable resources are freed up to focus on critical business and department issues.

Maintaining Your Company’s Competitive Market Position

Every relocation policy review should include and reference benchmarking studies. These studies should show what your company’s industry competitors are providing in their policies. Your company should have information to know whether its relocation policy provides benefits that at least match the competition. A thorough relocation policy review can help identify areas that need to change in order to maintain your organization’s competitive position.

Ensures Company Policy Remains Compliant

National and international regulations can frequently change. Constant changes in visa requirements, immigration, tax laws, health recommendations, and other regulations directly impact relocation programs and employees. Conducting a relocation policy review helps your company learn what is changing, what may change in the future, and how to adjust your relocation policy accordingly. The review also provides information that your company can share with internal company stakeholders and employees who utilize the policy.

When Should Relocation Benefits Be Reviewed?

Companies should arrange a relocation policy review about every 12 months. As markets and global dynamic forces change at an ever faster pace, transferees are often some of the first employees to face direct impacts. As a result, the company’s relocation policy should be current and provide industry-leading solutions. This will result in greater employee satisfaction, and enhance talent acquisition and retention efforts.

GMS’ team of global relocation experts has helped thousands of our clients with their relocation policy review. Our mobility consulting team understands the dynamic nature of the corporate relocation market. GMS provides expert guidance for relocation policies, as a result, our team ensures that our clients’ transferees receive immediate assistance as required, clients remain competitive, their relocation programs maximize efficiencies, and they can leverage several cost reduction opportunities.

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

To schedule your relocation policy review or to receive an industry-specific policy benchmarking overview, contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Advantages of Creating Competition Between Suppliers for Relocation Services

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GMS Always Fields Multiple Bids from Suppliers on Key Services

No one wants to pay more than they need to, this is especially true when it comes to the outsourcing of employee relocation services to a Relocation Management Company (RMC). Cost is generally the #1 driver of any procurement process, and it is wise to ensure you’re getting the most for your money before you sign on the dotted line. While saving money is a no-brainer, have you considered what steps your RMC is taking to ensure they deliver on cost savings for your relocation program?  

Many relocation companies have their own supplier base. These suppliers may consist of critical (and expensive) services, such as household goods transportation companies and temporary housing agencies. It is important to understand how your relocation company is leveraging these suppliers to reduce the impact of these services.

GMS Process to Keep Relocation Costs Down

Global Mobility Solutions, like most relocation companies, has its own, trusted network of suppliers. However, our network model is different due to our Multiple-Bid Process on key services. This process creates ongoing competition between our suppliers which ultimately results in lower prices and major relocation cost savings for our clients’ overall mobility spend. 

So how does it work? GMS analyzes each relocating employee’s unique needs, develops a service delivery plan, and then reaches out to at least two different suppliers for bids on key services. The suppliers’ estimates are audited for accuracy and submitted to you for final selection and approval based on the criteria most important to your organization. It should be noted that these are not just random or first-time suppliers who place bids with GMS. Each supplier is trusted and vetted by our network management team to ensure great service and competitive pricing. The process also allows us to develop creative service strategies to address every unique relocation need from each transferee. 

What makes GMS different is our independence and transparency in our supplier selection process. As we are not affiliated with any of our suppliers (van lines, corporate housing, real estate, destination services, immigration, or otherwise) we can subjectively vet our supplier base, ensuring the best possible quality for the best possible price across all of our key services. Some RMCs own or are owned by the suppliers they utilize which prevents the ability for true competition amongst the sub-suppliers servicing your account.

Additionally, GMS benchmarks and reviews our supplier pricing and negotiated rates on a quarterly to annual basis to ensure competitiveness by service in your specific relocating markets. These two features provide GMS clients with an umbrella of cost savings coverage while enhancing the quality of each relocation.

Let GMS Provide Relocation Services for Your Company

Operating a workforce relocation program can be expensive, but in many cases, it’s the best way to ensure your organization remains competitive in the acquisitions of talent to fuel your ongoing success. To have a better shot at cutting down relocation costs during the process, it is important to ensure your RMC utilizes a competitive bid process between suppliers on key services, such as household goods transportation, corporate housing, and more. Competition is always good for the consumer, driving down prices and increasing quality. GMS ensures the best price possible 100% of the time. For more information on corporate relocation services and program management from GMS, reach out today to schedule a call with one of our qualified team members.

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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How to Relocate During the Rush Moving Season

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Tips for Staying Ahead of Peak Moving Season

The middle of May until about Labor Day weekend marks the peak moving season in America. During these months, moving companies and relocation specialists see substantial increases in those looking to relocate. During this time, thousands of people try to get their families moved into their new homes as quickly as possible. Many factors come into play, but the primary two are summer weather and summer vacation. It’s tough to argue that it’s much easier to move when the weather is great. Additionally, summer break is an ideal time for those moving as a family to get the kids settled into their new home before the new school year kicks off. 

When relocating for work, it is not always up to the transferee when their household goods move can take place. Many employees have a firm “report to work” date that drives their relocation timeline. It could also come down to their relocation policies and the benefits that are provided to them by their employer. 

When it comes to summer moves, it is best to get ahead of the busy moving season. Here are some tips on how to get a headstart.

The Advantages of Planning Ahead

With so many Americans moving within this tight timeframe, there are several advantages to getting a head start on this rushed window: 

  • Less stress: staying ahead of the curve when it comes to moving can help alleviate some of the stress that comes with moving. If everything is planned out, it helps assure that things will go more smoothly.
  • Cost savings: if you can book ahead of time, or move out before the busy season, moving companies are more likely to work out better pricing with both customers and suppliers. 
  • Time: while relocating dates are not always up to the transferee, trying to get a jumpstart on the process can help assure the transferee’s household goods and vehicles can be transported, by the moving company, on dates that work for them. 
  • Flexibility: If dates, costs, or anything else needs to be changed or canceled, having time to do so is key.

What to Do If Moving Dates Are Not Up to the Transferee

Moving for a new job or promotion does not always give the transferee the power of when to plan for a move. Oftentimes, relocators might be forced to ship out during the peak moving season. When this happens there are some options, first off it is highly recommended to work with a relocation services company. Employers who have built out stable relocation policies typically already have these services available and many relocation companies provide moving employees with relocation coaches to aid the move. If the employee does not have access to such services, they should review their company’s relocation policies and offer letters to understand what moving costs may be covered. 

Work with the Best to Avoid Stress

Moving is a stressful process just to go across town, but relocating to a new city and state can be an extremely complicated process, not to mention doing so during moving companies’ busy seasons. Working with an experienced relocation service company can do much more than just getting your household goods from point A to point B, they can assist in real estate needs and other relocation services. Connect with GMS today to discuss how we can help move employees and their families in a safe, timely fashion.

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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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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