Are you new to the mobility industry? Don’t worry, we know how overwhelming it can be! In an industry as complex as ours, it’s not unusual to feel like you don’t have a great understanding of mobility.
In the era of customized experiences, shifting employee expectations, and an ongoing war for talent, it’s unsurprising that organizations are placing high value on the experience of their mobile population.
To avoid compliance issues, it makes sense to build a strong business case for managing your Extended Business Travelers.
While companies’ new hire statistics reflect a more diverse workforce, there's still significant work to be done towards embracing more inclusive workforce management.
Internship programs are typically a win-win for interns and the companies that bring them aboard.
Sure, you can offer lump sums to your international assignees. The question is: should you?
As more organizations realize the value of interns in growing their workforce and expanding their talent pool, relocation benefits for interns becomes a hot topic.
With Brexit looming, and the European Union’s adoption of the revised Posted Workers’ Directive, the region has become increasingly complicated for mobility professionals looking to move their talent.
They may be challenging to move (at times), but millennials are actually making your relocation program better.
Today’s globally mobile workforce needs personalized training, as well as just-in-time resources to address the ever-changing demands of a multicultural business environment.
The classic film about a small-town man with big-city dreams offers a blueprint for building a better mobility culture.
When leveraged successfully, workforce mobility can play a significant role in attracting new hires, building bench-strength and supporting succession planning protocols.
When you consider the factors that influence your company’s workforce mobility spend, there are the “usual suspects” that come to mind.
You don’t know what you have until it's gone. However, if you're one of the lucky few, or should I say, the perceptive few, you'll realize the value of the talent that keeps your company rolling.
The Holy Grail, Bigfoot and quality Adam Sandler movies all have one thing in common: people swear they exist, but haven’t been able to prove it. (Okay, that may be too harsh, since we did enjoy “Happy Gilmore.” But I digress.)
Today, as companies struggle to fuel their talent pipelines with specialized skills and millennials, rotational assignments are much more widespread. And serve a wide range of purposes.
Getting your relocating employees' attention before they hire their own broker is key to capturing referral fees, keeping costs low and ensuring the best service.
Our latest training series empowers managers to best serve our clients and colleagues.
Our award-winning article shows HR and relocation managers how to harness data to demonstrate why “mobility matters."
Your policy is the core of your workforce mobility program and it can dictate as much as 98% of the costs you incur. You want to control spend, especially since average domestic relocations can cost upwards of $80,000.
Canada is the second largest country in the world by area, but has a population of only 36 million people.
The rock band Van Halen will forever be remembered for spandex, teased hair and changing lead singers more often than most people change socks.
More than seven weeks have passed since the Brexit vote, and as much uncertainty exists today as on 23 June.
For the tenth annual edition of our workforce mobility survey, we took a fresh approach.