We are proud to be playing a significant role in this week’s Worldwide ERC Americas Conference in Houston, May 18-20. In addition to our sponsorship of the event, several Weichert Workforce Mobility subject matter experts will be sharing their insight and promoting industry knowledge.
Gustavo Higuera, Regional VP of our LATAM Operations, will be one of the featured experts during the Global Thought Leaders panel. Moderated by Peggy Smith, President of Worldwide ERC, this panel will see Gustavo discussing some of the most critical industry issues alongside experts from such companies as Chevron, Visa and The Brookings Institute, to name a few.
Additionally, Weichert Workforce Mobility and Weichert Corporate Housing will be partnering for a session entitled Duty of Care: How to Assist Your Employees When a Medical, Physical or Natural Crisis Occurs. Marea Nathanson of WCH (a member of the 2016 NRC Planning Committee) will moderate the panel and our EVP and General Counsel Steve Jones will be a featured panelist.
If you are attending this year’s event, we hope you’ll take the time to check out these sessions.
With talent shortages well documented and voluntary turnover largely caused by a lack of career development opportunities, your global workforce mobility program can be a strategic tool for supporting diversity and inclusion. What follows are some best practices to consider as you secure meetings with HR/Talent Management to align your 2016 goals:
Unfortunately, women are still in the minority among the expatriate community, as stereotypes often prevent managers from asking females to consider an assignment. For example, assuming a young female executive would rather settle down and have children than advance her career through an assignment. Some ways that companies can increase the number of women considered for international assignments include: Continue Reading →
Companies have been relying on temporary assignments for several years now, as they help them meet short-term business objectives and retain employees who are reluctant to permanently relocate. However, as competition for the most highly-skilled workers intensifies, companies are using temporary assignments in a more strategic way — to fuel their talent pipeline.
Rotational assignments are becoming one of the more commonly used types of temporary moves, with nearly one-third (32%) of companies responding to our annual survey syaing their rotational volume will likely increase.
Rotational assignments are defined as a series of two or more assignments, typically short in duration, upon completion of which, an employee typically settles into a final, permanent location. The selection process is often rigorous, and companies focus on candidates who anticipate staying with the company long-term and possess the ability to transfer skills and experience learned on assignment back into the company. Continue Reading →
Mexico is the second largest economy in Latin America, after Brazil. The country has an export-oriented economy with more than 90% of trade under free trade agreements. In recent years, exports of manufactured products have been expanding more than 10% per year, mostly due to the increase in car production.Due to new laws, Mexico has changed its regulations regarding oil and telecommunications, opening the market to foreign investors, with the oil industry growing particularly in the southeast states of Campeche, Veracruz and Tabasco.
Mexico’s housing market and economy are still recovering somewhat from the economic slump, which resulted from the US downturn. However there are many developers building new homes, which keeps prices at a reasonable level, and interest rates are relatively low in the social sectors due to subsidies. Low interest rates, salary and employment growth, longer payment terms and a recovery in consumer confidence are also expected to drive housing demand.
The real estate market is not well regulated in Mexico and properties rent very quickly. Landlords are requesting monthly rent payments in cash as many banks are now required to regulate recurring payments and report to the government for tax purposes. Continue Reading →
Throughout the past year, as workforce mobility has become increasingly complex, we’ve worked harder to remain a valued and reliable resource to our clients—an extension of your organizations. That means providing the strategic insight you need to make informed decisions and the innovative solutions that make deploying talent easier while delivering competitive advantage.
To gauge the effectiveness of our efforts, we look to our 99% client retention rate throughout 2015. Because when clients make the decision to invest in and grow their partnership with us, it indicates that we have, in fact, become a trusted extension of their organization.
The challenge is finding ways to continue to add value and build upon this success. During a Town Hall meeting with our global employees last month, our President, Dave Bencivengo, outlined our blueprint for doing this, which calls for focusing on four strategic priorities:
Maintaining our collaborative performance culture, which eschews silos and layers of bureaucracy and encourages ideas and contributions from colleagues at every level of our organization, regardless of role, to develop more powerful solutions. Continue Reading →
Last month, I partnered with Mark Frederick of IOR to present a webinar on the alignment of workforce mobility and talent management. As a follow-up to that session, Mark has written a guest post for our blog that expounds upon some of the concepts raised during the webinar. Specifically, the critical but often overlooked practice of assignment candidate selection.
The hallmark of a savvy Talent Mobility professional and department is behaving both strategically and proactively. One of the more neglected areas of Global Mobility support is on the front end of international assignments. Too often, candidates are chosen quickly without adequate decision making and then whisked away into support services before they leave the country.
A stronger, more strategic approach is to build talent pools of employees who would be ideal candidates for a global assignment. This type of process is all about identifying talent proactively, and the best place to start is with the business unit leaders. Mobility professionals are often “invisible” to the business units, so reaching out to them proactively will not only let them know who you are, but also brand you as a strategic business partner within the organization. Ask the business unit leaders to identify the talent they have that they think would be both interested and qualified for an international assignment and capture that group in a database. Continue Reading →
As companies face tighter competition for the best available talent, internships provide an opportunity to fuel their talent pipeline and present themselves as an employer of choice. According to the National Association of Colleges and Employers, the intern conversion rate in 2015 was 51.7 percent, making internships a healthy recruiting solution. Even more importantly, this report indicated that employees who completed an internship (or co-op program) with their employer are more likely to still be with the company at both the one-year and five-year retention benchmarks. Continue Reading →
Normally around this time of year, we start having internal discussions about why the real estate market activity has been sluggish or why transfer volumes are not as anticipated. For the past two years this was a short discussion and the convenient scapegoat has been “the weather” and the “slow winter season.”
This year, however, I would be hard pressed to call the market sluggish and I could not possibly in good conscience blame the weather. With employment steady and home sale activity strong (up 11% from a year ago) the spring market looks like a favorable one for most mobility programs, provided that companies are still implementing our best practices, which include requiring employees to list aggressively at the onset of the marketing period. With a sellers’ market prevailing in most regions, employees can expect robust showing activity which should translate into faster employee sales, provided they are realistic in their asking price.
January, as it turns out, gave up late holiday returns according to the National Association of Realtors (NAR), as sales of existing homes unexpectedly rose to a six-month high—the latest sign that the economy remains on firmer ground despite slowing global growth. Continue Reading →
Many HR professionals still manage workforce mobility as a purely tactical process, moving talent between points without considering each assignment’s long-term impact on their employees or their companies’ vision. But that’s a shortsighted approach, because workforce mobility can help organizations move the needle on their overarching talent management goals.
Our latest webinar saw Ellie Sullivan, SVP of Weichert Workforce Mobility’s Advisory Services team up with Mark Frederick, PhD, Director, Global Talent Management with IOR, to examine techniques to effectively align mobility with your talent strategy and provide insight into tools and “better practices” to improve the selection, development and retention of key talent.
During the program, they discuss case studies and personal experiences that will help you make meaningful program improvements, boost ROI and gain greater employee engagement. You can access the recording here.