Your global mobility checklist: What to think about when choosing a global mobility provider for your business
Consider these four crucial factors when choosing a global mobility provider for your business:
1. Compliance and transparency
Ensuring compliance with employment and tax laws in one country is complex enough. However, managing talent and employee mobility across multiple geographies is a whole different challenge. When selecting a global mobility consultant, it is important to consider their ability to mobilize a workforce while meeting compliance requirements.
Some consultants go above and beyond by offering global employment outsourcing (GEO), taking on the responsibility of efficiently moving teams. Additionally, global talent acquisition services can assist in expanding your workforce. Transparency is also key in this process. It is essential to work with a provider who is clear about their pricing and any potential hidden fees.
You should be confident that there are no undisclosed agreements influencing supplier selection. A transparent vendor management policy is a necessity.
2. Mobility and security
It is no secret that a company's most valuable asset is its people.
When relocating a global workforce from the safety and security of their home country, it is crucial to ensure their safety and security in the new location. Some countries may pose more risks than others, and it is important to address these concerns.
This can range from providing safety briefings before mobilisation to having a dedicated security team and ongoing assignment management. Safeguarding data and information throughout interactions with third parties worldwide is also essential to protect both your employees and commercial interests.
3. Local expertise
In today's interconnected world, it is technically possible to manage global mobility remotely from an office in Houston or London. However, there is no substitute for local knowledge and cultural understanding.
A mobility professional who is well-versed in the local culture and environment will have a better understanding of local laws and regulations. They will also know how to operate safely based on personal experience. Additionally, they will be familiar with reliable third-party services that may be required.
Having a local presence adds a human touch to the process. This includes providing assistance to assignees upon arrival, offering advice to families regarding schools and shopping, and being readily available in the same time zone to address any concerns or needs.
4. Aftercare and the journey back
It is essential to not only focus on safely and securely moving employees to their new location but also to consider their return or next move. Demobilisation is not always as simple as booking a flight and packing boxes.
There are often financial matters to address, such as ensuring tax affairs are settled and handling the shipment of personal and household goods. Accommodation may need to be sold or rental contracts concluded. Your global mobility provider should not consider the job complete until the assignment is fully finished.
At Airswift, we understand the importance of these considerations and have a growing network of over 60 global offices to provide comprehensive support throughout the entire process. Choose a provider that prioritises compliance, transparency, mobility, security, local expertise, and aftercare to ensure a successful global mobility experience.
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