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How can you build an effective relocation and visa support program?

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Relocating and hiring global talent can be a strategic advantage for your organization, but it also comes with many challenges and complexities. How can you build an effective relocation and visa support program that helps you attract and retain the best candidates, while ensuring compliance and efficiency? In this article, we will explore some key steps and best practices to consider.

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1 Define your goals and budget

Before you start planning your relocation and visa support program, you need to have a clear vision of what you want to achieve and how much you can afford to spend. Do you want to expand your talent pool, fill skill gaps, diversify your workforce, or enter new markets? How will you measure the success and return on investment of your program? What are the legal and tax implications of hiring and relocating employees across borders? How will you allocate and manage your relocation and visa budget, and what are the main cost drivers and savings opportunities?

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Momina Ramzan

Human Resources Business Partner | Senior Global Technical Recruiter | Talent Acquisition | Recruitment Consultant
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? Conduct comprehensive needs assessment for relocating employees ? Streamline visa application processes with clear communication ? Partner with reputable relocation agencies for housing and cultural assistance ? Establish a dedicated support team for prompt query resolution ? Maintain transparent communication on relocation timelines and costs ? Regularly assess and refine the program based on employee feedback and immigration changes

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Lindsey Herman

Global Talent Leader | Human Resources & People Operations Consultant | Driving Organizational Growth through Talent Acquisition, Development & Retention | Employment Analytics & Insights
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Defining your goals and budget is critical in ensuring you are not working aimlessly when implementing relocation and/or a Visa program. Consider your goals in alignment with overall business strategy. Make sure goals are quantifiable and measurable. Also consider how you will communicate the programs through your employment branding.

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2 Research the destination and origin countries

The next step is to gather as much information as possible about the destination and origin countries of your candidates and employees. You need to understand the visa and immigration requirements, the labor and employment laws, the cultural and social norms, the cost of living, the health and safety risks, and the availability and quality of services and amenities. You also need to consider the time zones, languages, and communication preferences of your global team. By doing your homework, you can avoid potential pitfalls and delays, and provide accurate and relevant information and guidance to your candidates and employees.

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Lindsey Herman

Global Talent Leader | Human Resources & People Operations Consultant | Driving Organizational Growth through Talent Acquisition, Development & Retention | Employment Analytics & Insights
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Preparing is key when implementing a global relocation and Visa Program. Part of this includes doing your research. Ensuring you have adequate knowledge to properly run the program can make or break its success. It can reduce problems that will arise and allow for better future preparation or necessary program adjustments. Utilize available resources, such as those on SHRM and LinkedIn, as well as working with others who have already implemented the programs.

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3 Design your relocation and visa policies

When designing your relocation and visa policies, it's important to consider your goals, budget, and research. Your policies should be clear, consistent, and flexible, and reflect the needs and expectations of your candidates and employees. Communicating your policies internally and externally is essential for aligning them with your organizational values and culture. Common elements of relocation and visa policies include relocation packages, visa sponsorship, and relocation support services. Relocation packages range from lump sum payments to full-service support depending on the level and duration of the relocation. Visa sponsorship involves applying for the appropriate visa or work permit for your candidates and employees as well as their dependents if applicable. Additionally, you should consider the type, duration, cost, documentation, processing time required for the visa. Finally, relocation support services are additional services that can help your candidates and employees with their transition and integration such as language training, cultural orientation, career coaching, spouse/partner support, education assistance, emergency assistance.

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4 Partner with external providers

Unless you have an in-house team of experts, you will likely need to partner with external providers to help you execute your relocation and visa support program. These can include relocation management companies, immigration consultants, tax advisors, legal firms, relocation service providers, and technology platforms. You should carefully select your partners based on their experience, reputation, quality, cost, and customer service. You should also establish clear roles and responsibilities, expectations and deliverables, communication and reporting channels, and feedback and evaluation mechanisms.

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Lindsey Herman

Global Talent Leader | Human Resources & People Operations Consultant | Driving Organizational Growth through Talent Acquisition, Development & Retention | Employment Analytics & Insights
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Before signing on with any external partners, do your research to compare the top three. Evaluating the vendor partners side by side will ensure you are choosing the best partner for your program. You will want partners who are committed to the same goals and will ensure customer satisfaction throughout each phase of the relocation or Visa program.

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5 Engage your candidates and employees

Engaging your candidates and employees is essential to the success of your relocation and visa support program. You should provide them with timely and accurate information, guidance, and support, as well as address any questions or concerns they may have. Additionally, it’s important to solicit their feedback and suggestions to improve the program. To engage your candidates and employees, you can offer pre-decision consultation sessions where you explain your relocation policies, benefits, and processes. Pre-departure orientation sessions can also be provided to prepare them for their departure, while on-arrival assistance services can help with tasks such as airport pick-up and temporary accommodation. Furthermore, ongoing support services can monitor and assist with adjustment, providing resources and referrals for their needs and challenges.

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Lindsey Herman

Global Talent Leader | Human Resources & People Operations Consultant | Driving Organizational Growth through Talent Acquisition, Development & Retention | Employment Analytics & Insights
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Ensure your hiring managers are knowledgeable about the new processes before they are implemented. It is key to keep everyone on the same page, and ensure the proper information is communicated to candidates through each phase of the hiring process. Keeping everyone aligned will also help ensure success of the program.

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6 Evaluate your program

The final step is to evaluate your relocation and visa support program, and measure its impact and outcomes. You should collect and analyze data and feedback from your candidates, employees, partners, and stakeholders, and use them to assess the effectiveness and efficiency of your program. You should also identify the strengths and weaknesses of your program, and the opportunities and threats for improvement. By evaluating your program, you can demonstrate its value and return on investment, and optimize it for future success.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Lindsey Herman

Global Talent Leader | Human Resources & People Operations Consultant | Driving Organizational Growth through Talent Acquisition, Development & Retention | Employment Analytics & Insights
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Offering these types of programs can be very beneficial to future talent and set you apart as an employer. Be sure you are actively communicating the information surrounding these programs in your employment, branding materials. You want to make sure candidates know the offerings when their employment decisions.

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How can you build an effective relocation and visa support program?

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1 Define your goals and budget

2 Research the destination and origin countries

3 Design your relocation and visa policies

4 Partner with external providers

5 Engage your candidates and employees

6 Evaluate your program

7 Here’s what else to consider

Global Talent Acquisition

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How can you build an effective relocation and visa support program?

1

2

3

4

5

6

7

1 Define your goals and budget

2 Research the destination and origin countries

3 Design your relocation and visa policies

4 Partner with external providers

5 Engage your candidates and employees

6 Evaluate your program

7 Here’s what else to consider

Global Talent Acquisition

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