Today, business success depends on how quickly and easily you can deploy your most highly-valued talent to seize new opportunities. But what are the best practices for building an agile mobile workforce? And what industry trends and policy provisions do you need to be most aware of to achieve your company’s mobility goals and grow your business?
In Weichert’s latest webinar, you’ll get a first-hand look at the results of our 2014 Workforce Mobility Survey, in which 220 corporate mobility managers helped define best practices and strategic techniques for getting critical talent into critical roles whenever and wherever they’re needed. This information will be a valuable blueprint for making it faster, easier and more cost effective to deploy your mobile workforce.
This webinar will be held on Wednesday, July 30 at 2:00pm ET. You can register here. As always, our webinars are free to corporate relocation professionals (sorry; not open to other third party providers).
In this year’s survey, over 7,000 relocated employees were asked to rank the RMCs that moved them.
Based on their feedback, Weichert Workforce Mobility achieved the highest average service satisfaction score among the industry’s five largest suppliers. Weichert also earned a net satisfaction rating that surpassed the industry average.
Perhaps most importantly, data aggregated from the past five years’ surveys shows that we’ve made significant year-after-year improvement in our overall customer satisfaction ranking.
As more companies embrace global mobility as a critical tool for developing top talent and pursuing new opportunities, our Consulting desk has seen increased requests for the best models and practices to streamline the complex management of global moves.
In response, we developed a diagnostic survey tool to help companies identify areas for program optimization, and invited corporate mobility managers to use this tool to determine where to improve their programs.
Not surprising, the one area that received the most focus is tax and payroll compliance—an admittedly slippery slope for most companies. The cumulative results of our survey, which are presented here, give greater insight into how much of an issue compliance risk is to today’s companies.
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Companies intent on post-recession growth need a mobile workforce agile enough to respond quickly to new opportunities and fill talent gaps across their organizations, according to the results of our latest survey.
Now in its eighth year, the Workforce Mobility Survey has become the definitive guide to emerging relocation trends and best practices. This year’s results reflect the input of approximately 220 corporate relocation managers and HR professionals at North American companies across all major industries.
The majority of survey participants acknowledge that workforce mobility remains critical to achieving business and talent development goals, with one-third expecting their mobility volume to increase over the next twelve months. Mobility is even more important among high growth companies, which, the study showed, not only relocate more employees (an average of 432 annual moves versus 280 for other companies) but are also more effective at leveraging mobility as a strategic tool to recruit, develop and retain key talent.
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Jennifer Connell, Director of our Americas Consulting practice, discusses the survey’s key findings, the importance of flexibility and agility to successful workforce mobility and the lesson we can all learn from high-growth companies when it comes to employee relocation.
It’s ten minutes packed with mobility news and statistics you can use.
More qualified home buyers are being left on the sidelines simply due to their credit scores. That was the big takeaway from the recent Mortgage Bankers Association (MBA) Expo and Conference, where David H. Stevens, President & CEO of the MBA, warned that the secondary market is negatively impacting mortgage affordability and availability, increasing costs for borrowers and even preventing many from obtaining homes, and stifling a full-blown market recovery.
The current average credit score in America today is about 700, while the average credit score of a borrower with a loan backed by Fannie Mae in Q1 2014 is 741. On top of these strict credit criteria, there are loan level price adjusters, overlays and ever-increasing guarantee fees. In this system, according to Stevens, only those with the most pristine credit can afford a home. This clearly indicates that while credit availability for mortgages may have improved since the recession, homebuyers still face “credit challenges.”
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With recession in the rearview mirror and real estate markets performing at pre-recession levels, companies are preparing for a new wave of expansion. Needless to say, workforce mobility is playing an increasingly important role in this growth.
But there are new challenges to be faced in managing mobile workforces, requiring a broader range of flexible mobility strategies to address faster-shifting business goals, widening employee demographics and the need to deploy talent faster and more cost-effectively.
Our recently-released 2014 Workforce Mobility Survey shines a light on some of the strategies companies are using to increase flexibility, keep employees mobile, and prove agile enough to seize opportunities wherever they arise. The following infographic, which draws from our survey results, gives a concise overview of how companies are dealing with the changing pace of workforce mobility.
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Our Consulting Services group has been getting a lot of questions regarding lump sum programs and, in particular, the amounts provided to employees and what types of employees are best suited for lump sums.
While lump sums can be easy to administer and allow companies to be flexible to the needs of the employee, they are not the right approach for everyone. For the most part, they are best suited for employees with fewer relocation needs—think interns, millennials and new hire graduates, three groups which we see a lot more of in today’s mobile workforce. However, it’s important to know whether a lump sum program is tailor-made for your organization’s needs and budget.
Because companies define lump sums so differently and the components that are offered vary so significantly — something that was reinforced by the responses to our 2014 Workforce Mobility Survey — there is limited data on exact amounts and the benefits that the allowance is intended to cover.
With that in mind, here is my playbook for determining the appropriate lump sum allowance for your company: Continue Reading →
Our annual Workforce Mobility Survey provides a comprehensive snapshot of the state of workforce mobility across North America. It’s designed to shed light on how organizations are leveraging workforce mobility to support talent management initiatives. It also gives organizations critical insight into emerging trends, best practices and demographic shifts that they can leverage to maximize the value and efficiency of their mobile workforce.
Our 2014 edition has recently been conducted and the results are being analyzed. In the meantime, I wanted to share some of the key findings from my initial read through the data:
Talent remains at a premium. “Talent Shortage” was ranked among the highest external (78%) and internal (60%) factors driving the need for a more agile workforce.