Tag Archives: Certified Relocation Professional

Find your lane when onboarding talent that requires relocation.

Companies come in all shapes and sizes. There are large organizations with complex organizational structures to smaller companies that have only a few employees. One common thread is the need to achieve business goals which requires attracting talent. Many times the best talent can be found locally, but often requires mobility for a new candidate, an executive opening a new office, or even an employee in a developmental role.

When relocating employees, we have learned that different lanes will yield different experiences for the employee and family. There are basically three lanes to consider when managing a relocation for both US domestic and international. Each each lane has many  positives, but can also present potholes and the opportunity for detours to help make each relocation a better experience for the employee and family. Some employees don’t have the time or expertise to manage a lump sum relocation which creates challenges trying to get family transitioned,, while other employees are looking for a great experience, but the company doesn’t have the bench strength to manage the program and need a relo partner for support.

So which lane are you in?

  1. Lane 1 Lump Sum Relocation
    This lane is easy to manage/administer, but can be costly due to taxable income for companies when grossing up or to employee receiving non-taxable income. There is a  lump sum “plus” program that can be less costly and a detour to consider for best experience.
  2. Lane 2 In House Relocation program managed partnerships by HR staff.  Managing relocation takes expertise and bench strength, but can yield great results for the relocating employee working with partners they know and trust. The pothole to avoid is bidding moves during the summer peak season. Investing time identifying partners for the employee and family and using a distribution model will elevate the experience for everyone.
  3. Lane 3 Outsourcing / Partnering with Relocation Management Company. This is a great option when you have limited resources to manage and support executives with home sale purchase, as well as capturing expenses for tax reporting and more flexible. The key is to align with the RMC that best fits your program goals and culture.

Call to Action: Do you want to learn more about potholes and some of the detours available for your team? Attend HRSouthwest Conference on October 2, 2017 in Fort Worth, Texas to attend my session. Register at http://www.HRSouthwest.com.  If you can’t make it to the conference, reach out to your partner to identify potholes and the best way to navigate around them, detour, or just change lanes for best experience.

“If you could get all of the people in an organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.” (Patrick Lencioni)

This has been A Relocation Minute on “Find your lane onboarding talent” with Bruce Waller, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media facebook and twitter page.

Also, check out www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon!

What is the value of a certification? 5 reasons why it can make a difference!

Are you certified with a CRP, PHR, SPHR, SHRM-CP, CCP or even an RD? What is the value of a certification? I was recently having a conversation with a business partner about certifications when pursuing new job opportunities and it got me thinking about the value of a certification and why it makes impact. Here is the question: “If there are multiple candidates pursuing a position in HR, do you think a candidate with an HR certification has a bigger advantage of landing the position than the other candidates without a certification?

This is a challenging question because there are many variables involved in many different situations. However, I do think there are some distinct advantages professionals do have with a certification… and here are 5 reasons why a certification can make the difference:ceritfied

  1. Professionals with certifications invest in themselves. It doesn’t matter the industry, most certifications cost significant dollars to study and take the exam. Once completed, there is a significant cost to renew as well and while many companies pay for this, many don’t which can costly for the professional.
  2. Professionals with certifications are motivated to differentiate themselves from others in the industry. In 2005, I decided to take the CRP exam offered by WorldwideERC. This motivated me to learn not only about household goods moving, but also about real estate, tax, and other areas of corporate relocation.
  3. Professionals with certifications are goal driven. In 2012, I decided to set myself a goal to be certified in HR as the President of DallasHR. I invested and studied for months to be able to pass the HRCI exam. This was one of the most difficult tests I have taken, but It was a goal that I wanted to achieve. Since then, I have achieved the SHRM certification goal too.
  4. Professionals with certifications understand the value of continuous learning. One of the requirements of any certifications is that you must maintain many hours of industry learning to be able to renew at the end of 3 years in most cases. This is a significant investment of time for continuous education as a certified professional.
  5. Professionals with certifications understand the importance of excellence. In most cases, the certification you hold requires a “code of conduct” that you must sign in order to keep your certification. When someone signs this form, they are committed to represent with integrity and excellence in everything they do.

Whether you are pursuing a position in HR, Relocation, or any industry that has a certification, beware of the person certified. The certification letters may not be the difference maker in getting the job, but the person they became going through the process of getting certified will be the difference maker.

“The secret of getting ahead is getting started.” Mark Twain

What did I miss? Send me a note and let me know if your certification has made impact, or a difference in your career!

Call to action: If you are looking for growth, consider a certification in your current industry. Reach out to someone that is currently certified and ask them to be part of your journey as a mentor, or someone to just encourage you along the way. They will appreciate it, and so will you!

This has been “a Relocation Minute update” on “Value of Certifications” with Bruce Waller, for more information on relocation resources, call 972-389-5673, or email bwaller@goarmstrong.com. Follow me on Twitter too!

Easy is not always Best! Use these strategies to elevate the “Lump Sum” experience when relocating talent.

Uniform4This summer has been extremely busy for many of us looking for talent, or working on HR projects with deadlines and haven’t really had the time to evaluate processes with minimal exposure, but that can have maximum consequence. Employee relocation is one of these areas, especially if you provide employee with money as a lump sum only benefit to relocate. Recently, Mitch Ulrich with NEI Global presented a relocation corporate survey on lump sums at the North Texas Relocation Professionals meeting. The survey shows companies typically provide this benefit to employees because it is easy to manage, provides flexibility, and has minimal exceptions. One interesting takeaway was the dollar amount provided to employee by companies in different categories. The numbers below represent highest percentage responses:

  • Entry Level $2,500-$5,000
  • Managers: $10,000-$15,000
  • Executives: $25,000 or more

However, there can be many pitfalls when providing a lump sum benefit for the employee relocation which include:

  • Lump sum benefits for relocation is taxable income (unless direct billed to company) which means  gross up costs and counsel employee on net amount for his/her relocation.
  • Employees (or spouse in many cases) must invest hours to get bids, and are not trained in discerning best value when comparing service and pricing. This can include customer service, transit time, pricing, and claims management.
  • Service levels are often lower when moving as a “private transferee” instead of corporate employee.
  • The average household goods move is approx $12,900 according to WorldwideERC. This may present a challenge to families moving more items, and longer distance.

Here are 3 things you can do to elevate the experience for both you and your employees when using a lump sum program:

  1. Be Proactive: Invest time is learning more about a “Partial” or “Core/Flex” Lump Sum programs. This includes vetting companies before relocation begins for the employee, and setting up a contract for direct billing the household goods. The household goods move cost then becomes non-taxable income for employee and will save you gross up costs.
  2. Involve stakeholders: Make sure you include hiring managers when planning budgets to help them understand costs and level of service expectations for employees. It’s very challenging trying to balance budgets while keeping employees relocating happy.
  3. Be Open-Minded: There are relocation management companies, and household goods partners that can help you support this program and manage costs effectively. The value is seeing options available to make it a better relocation experience and having a partnership.

Call to action:  If you provide lump sum relocation benefits to your employees, reach out to your relocation partner and discuss ways to elevate the program. There may be some additional value you are missing without increasing costs. Your employees will appreciate it and so will you! Check out more information on the relocation speakers and program information at http://www.northtexasrelocationprofessionals.org.

This has been a “Relocation Minute” update on “Easy is not always Best ” with Bruce Waller, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media Facebook and twitter page.

Since 1995, I have worked on my personal growth as a leader. This included reading leadership books, listening to audio tapes while driving to meetings, and being surrounded by a great network of leaders. 10-annv-380One of the areas that had a major impact on my career development in the relocation industry was testing for the Certified Relocation Professional (CRP) designation offered by WorldwideERC back in 2005. As I reflect on the last 10 years as a Certified Relocation Professional, I thought it might add some value by sharing 3 areas WorldwideERC has added value to my success in the relocation industry , and helped me become an industry expert for many of our clients transitioning their employees:

  1. CRP Certified… Looking back 10 years, I can remember how challenging the Certified Relocation Professional (CRP) exam was for me. I invested a lot of time in studying, and connected with others that were also testing to help me gauge my progress. I didn’t realize the IMPACT this designation would give me after many hours of research, and preparation. The result was increased confidence, and the understanding of tools and resources available to help others ease the complexities of relocation. There is a cost to the exam, but the ROI significant. I have always been inspired by others in our industry that has taken the time to teach and encourage me along the way. I now have a chance to teach, encourage, and inspire others in the relocation space which gives me a sense of purpose and meaning for this wonderful profession. Recommendation: Invest in the CRP certification. It can elevate your personal and professional growth in relocation.
  2. Relocation Resources … Once I was certified, I explored more as a member of WorldwideERC to maximize the value of my investment. I didn’t realize all of the relocation resources available on the website for both service providers and corporate clients, as well as belonging to a regional ERC group. One of the most impacting resources I enjoy sharing with clients is the annual Volume and Cost Survey. This resource can help company’s benchmark costs and trends. There are other great resources too. It is amazing how much value is available for anyone needing relocation support. Recommendation: Visit http://www.WorldwideERC.org and explore the resources available to elevate your program.
  3. Networking… I have enjoyed meeting so many great people in relocation industry during the last 20 years. I have attended national conferences, global symposiums, and stay very active in our regional ERC chapter called North Texas Relocation Professionals (NTRP) in Dallas, Texas. In 2011, I served as President for NTRP, and currently enjoy serving as Outreach/Scholarship committee chair. Networking and sharing with others in our industry has had a positive impact on my career. In fact, many of the people I met over the years are now great friends. I once heard someone say that “your network is your net worth”. WorldwideERC has definitely been a great resource to help increase my net worth! Recommendation: If you are involved in corporate relocation, check out the relocation resources available through WorldwideERC. It can elevate your game too!

This has been a “Relocation Minute Update” on the Value of WorldwideERC with Bruce Waller, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media Facebook and twitter page.