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Reloverse — When international talent transition or change their name by choice, many Global Mobility policies fail to recognise their true identity throughout the relocation process. It can have a huge personal impact—but it’s easily solved. Here’s how to match people’s professional prefixes and pronouns with the paperwork and process of working overseas. Click here to read our blog: https://lnkd.in/eqmxjsj6 We thank Aitana Yusta Antón, DSP Consultant at Santa Fe Relocation, for her insights. Reloverse is Santa Fe’s blog, packed with insights and information on the world of international working. We cover trending topics and the things that matter most to Human Resource and Global Mobility professionals. #Reloverse #SantaFeRelocation #AssignmentManagement #CompensationManagement #DestinationServices #Immigration #Moving #GlobalMobility #HumanResources #HR #GlobalMobilityMadeEasy

In today's fast-paced global market, agility is key. 🚀 Our latest blog dives into how global mobility programs are revolutionising the way businesses approach international expansion. From ensuring compliance to unlocking a world of talent, these programs are more than just a strategy – they're a necessity. Discover how embracing global mobility can be a game-changer for your business. https://lnkd.in/dA9jhJrW #GlobalTalent #BusinessGrowth #BradfordJacobs

As a company, here's why you should consider mobile mobility as a must: 1) Broadens the talent pool 2) Improves talent retention 3) Fosters diversity, equity, and inclusion 4) Grants insights into new markets The catch? It can be complicated, time consuming, and resource draining to manage... And that's why our clients choose us. Velocity Global takes the headache out of global mobility. Too good to be true? Well it is good and it is true so.. I think not! https://lnkd.in/gaUeDH_Y

Companies with a global presence have a lot to think about when it comes to operating in multiple countries. 🌏 ✈️ For companies conducting business internationally, we’ve compiled a list of “dos” and “don’ts” that global mobility professionals should consider when relocating talent ➡️ https://bit.ly/4ak8KZn #Relocation #GlobalMobility #ImmigrationServices #MobilityProfessional

Have you read the most recent Graebel Companies, Inc. Annual State of Mobility Report? Lots of great data & info on the employee experience. Some highlights I took away: 💡 84% of assignees faced unexpected challenges during their relocation & settling in. The 3 most common challenges: difficulty in feeling a part of the local community, difficulty fitting in socially at work, feelings of stress and anxiety. 🌟 Did you know CULTURAL TRAINING helps all 3 challenges? 💡 94% said if they were to relocate again, they would do something differently. Top 3 items mentioned: negotiate extra time to prepare to relocate, connect with other relocated employees, seek training to help with their transition - including learning new customs & a new language. 🌟 CULTURAL TRAINING teaches new customs & more. In the cultural trainings Wandr delivers, we connect international assignees to other expats & newcomers as a way to help ease their transition. CULTURAL TRAINING is often overlooked or not deemed an essential part of the expat package. But expats are asking for these services. Why wait for your international assignees to ask? By then they have unnecessarily struggled. Offering cultural training as part of your core packages ensures international assignees & their families will succeed abroad. Cultural training is not just about do's & don'ts. It's about helping people adjust to work AND to daily life; it's helping people to fit in; it's easing any stresses assignees may have over the relocation. It's time we think about cultural training differently - as something that adds a very human touch to one of the most stressful experiences one can have. ❤️ You can read more of the report here: https://lnkd.in/de2cKTKi. #interculturaltraining #expats #globalmobility

"I sure wish these guidelines were more rigid and less accommodating," said no one, ever. Flexibility in your relocation policies and programs is -- without a doubt -- vital to managing today's increasingly diverse distributed workforce and attracting and retaining the talent to make work happen. Check out how GoFlex makes flexible mobility easier, faster, and *smarter* than ever before. Want a closer look? 👉 https://ow.ly/HHg950QnV0N #Flexibility #MobilityTech #WeichertGo

Are you struggling to find the right resources in Denmark? Are you considering whether expanding abroad might be the solution? 🌍 Through BOT and Nearshoring, you can establish an entire team in a nearby country, within the same time zone as you, while saving precious time and money! BOT is short for Build – Operate – Transfer, which means you can sit back and let us do the hard work of setting up your team, finding an office, and getting the department up and running. Your focus is on your current business 🔥 We already did this for a company in the satellite industry, you can read more about their experience here 👉 https://hubs.ly/Q02HWGZ70

When businesses set up new offices internationally, it is common for them to relocate certain members of staff, deploying them as ‘boots on the ground’ to help ensure that their expansion is a success. After all, it can make sense to utilize familiar talent when you are broadening your horizons to less familiar countries. Read more from NFP here. https://okt.to/HB21Zi

In Bolt, we handle most of our global mobility tasks in-house. As a result, different companies often ask us why a global mobility team is necessary. My first answer has always been that you don't necessarily need a team, but at the very least, you should have someone fully dedicated to global mobility topics. Global mobility involves much more than just the employment and relocation process. Failing to handle these processes effectively can result in losing a valuable employee. Below, I listed the advantages of having an in-house global mobility team. 🎨 Customisation: An internal team can tailor global mobility strategies and policies to align with your organisation's goals, culture, and employee needs. 💰 Cost saving: Keeping an on-site team can lead to long-term cost savings compared to outsourcing. Even if you need external help for some services, internal expertise can help you negotiate better deals and streamline processes with external vendors. ⏩ Faster response time: Compared to external providers who may have multiple clients, internal teams can respond more quickly to changing business needs, employee requests or regulatory changes. 🔍 Greater control: The in-house teams offer better management of global mobility processes, ensuring regulatory compliance, risk management, and data security. 👌 Better prioritisation and flexibility: The in-house team has the knowledge and ability to prioritise topics based on the company's needs, which makes it easier to deal with emergencies when they occur. 🏢 Employee experience: A specialised team within the company can concentrate on improving employees' experience during relocation and throughout their entire employment journey. This team can offer individualised assistance, promptly resolve concerns, and facilitate a seamless transition for employees and their families. They can continue providing support until the employee leaves the company. 🗺️ Strategic alignment: An in-house global mobility team can closely align its efforts with the organisation's strategic objectives, contributing valuable insights into talent management and expansion plans. 🧠 Knowledge retention: With an internal team, knowledge about global mobility processes, best practices, and historical data remains within the organisation even as individual team members come and go. This continuity can improve efficiency and avoid service disruptions. Feel free to share your thoughts on this topic! I'd be happy to chat with you in the comments. #globalmobility #relocation

When businesses set up new offices internationally, it is common for them to relocate certain members of staff, sending them to act as ‘boots on the ground’ to help ensure that their expansion is a success. After all, it can make sense to utilise familiar talent when you are broadening your horizons to less familiar countries. Read more from NFP here. https://okt.to/Rz6huo