How can you manage the logistics of relocating global talent?

- Research the location - Understand the relocation benefits - if provided - Clarity on the SPOC on your relocation journey

Before embarking on the process of relocating global talent, it is crucial to have a clear understanding of your business goals and needs. Define why you want to relocate talent, the skills and roles you are looking for, the quantity and duration of the required workforce, and how you will measure the success of the program. This perspective will help you set the scope, budget, and timeline, as well as identify any potential gaps or risks. It ensures that your relocation program aligns with your organizational objectives and maximizes its effectiveness.

Researching your destination is crucial when relocating global talent. It helps you understand the local business environment, market opportunities, cultural and political landscape, and availability of talent. By conducting comprehensive research, you can make informed decisions, mitigate potential challenges, and plan for a successful transition. Consider factors such as economic conditions, industry trends, local customs, language, education system, logistics, and housing options. This knowledge will enable you to navigate the new environment effectively and ensure a smooth relocation process.

I see a lot of companies gloss over the immigration and visa processes when it comes to recruiting global talent. Often times, it’s an afterthought after they have already engaged with the applicant. It is imperative that an employer knows what is required in advance, to help them choose the right candidate that will get through the immigration processes smoothly, and also to ensure that the applicant is successful. It is also extremely important for the employer to understand the process and immigration timeline, as this will affect a number of things.

I don't believe that companies, talent acquisition teams, or recruiters solely determine candidate selection for relocation. It's crucial to find talents who see significant benefits in the opportunity to motivate them to relocate. This motivation, especially when it involves moving families, cannot be forced or merely compensated. It must align with key aspects of their lifestyle and professional goals to ignite such willingness. From my experience, relocation packages ultimately serve as perks; they aren't the deciding factor. This insight comes from having over 80% of the candidates I've recruited relocate hundreds of kilometers for their new roles.

Many companies try to handle the logistics on their own, rather than engaging with an immigration specialist who intricately knows the processes and requirements. As there are so many moving parts to relocating an employee, it’s critical to get the timeline right. This is where using a specialist can be beneficial to ensure a seamless move.

Integration is a key factor, especially when your talent pool frequently involves recruiting from outside your local area. It addresses everything previously mentioned, while also preventing any feelings of regret about the candidate's previous situation. In a world where the past is often romanticized as 'better,' such sentiments can quickly surface in a new job, leading to resentment or a sense of having been misled.

The first 6 months of any move are always the hardest. Ensuring a smooth cultural and work integration will go a long way in helping the new employee (and their family) settle in.

Having been through this process its safe to say that you can easily get this wrong, whilst I had a good experience with my previous firm, it still caused me stress. A few wider things to remember would be; - The emotional rollercoaster the candidate is going through when going through when they have decided to move to another country. - Lack of knowledge in regards to GP's, National Insurance, Tax and government/immigration related points. To ensure this is a smooth process, it's important for the individual to have one reliable resource that they can bounce ideas off. - Have clear, transparent communication around timelines and any delays. - Start embedding the individual into the teams so they have a much softer landing.