Tag Archives: recruiting tools

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!

Taking ownership can make the difference for your candidates relocating.

In my latest book, “Find Your Lane”, I share a story about when my two year old daughter got out of her car seat and put my vehicle in gear only to roll into and damage a new car in the dealership parking lot. I had just told my four year old son to watch his sister while I stepped out of my vehicle for a few seconds. When I asked him why he let her get out of her car seat, he said “I didn’t know she could drive”. After smiling, I realized that I had control over the situation and needed to be accountable for the situation. 

As HR professionals handling mobility, we must also take ownership when we see something that needs to be adjusted or changed for a family relocating. Many times I hear someone comment they only give our employees $3,000 or $5,000 for their relocation and let them handle the moving. Unfortunately a household goods move will probably cost between $5,000 and $10,000 on the average. What about the other relocation needs for the employee such as lease breakage, temp housing, or a home finding trip?

If you are relocating a candidate just out of college, then a U-Haul move or small moving budget may be in order. But if you are helping a family of any size, there is probably more assistance needed from the household goods move to new home search to possibly childcare.

So what can you do when helping your next employee relocating?

  1. Ask a colleague or friend for a referral to help your teammates. Some companies can provide more relocation support along with additional services added with no extra cost.
  2. Update your policy. Don’t just settle because someone else has always done it that way. If you feel it’s important, let your team know the results or outcome a change could bring.
  3. Ask for options. Ask questions when your employee needs better transit time or a tighter budget for self-packing. Many times there are options that could elevate the experience while maintaining or even reducing costs. If not, the awareness is out there.

“The first step in leadership is not action, its understanding.” (John W Gardner)

Call to action: Reach out this month to benchmark your current policy. There may be some cost savings or benefits to add for a better experience.

This has been a “A Relocation Minute” with Bruce Waller on Accountabilty, 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 http://www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon!

Are you pursuing mobility excellence? 3 takeaways for your HR and Talent Acquisition teams!

Are you in HR or support talent with mobility needs? The North Texas Relocation Professionals (NTRP), a local relocation chapter in North Texas for WorldwideERC recently hosted a corporate panel meeting for members and guests to share “Pursuing Mobility Excellence from a Corporate Perspective”. NTRP members represent different relocation verticals in real estate, temporary housing, household goods moving, and HR managing mobility for different companies. This is an excellent organization to expand your education and mobility network! 

Our corporate panel was represented by companies with both US domestic and global mobility responsibilities including Sabre, Tenet Healthcare, BNSF Railway, and Dell. Some of the areas discussed during the meeting were: Policy Development and Review, Request for Proposals, and What keeps Corporate Mobility Professionals up at night.

Here are a few takeaways that might be relevant to your program:

  1. Bring facts and data to help corporate mobility professionals when you see an area to add value.
  2. Be brief and follow agenda for RFP’s!
  3. Relationships and collaboration are critical for great partnerships.

Others takeaways included:

  • Review policy often for exceptions
  • Collaborate with all of your stakeholders
  • Engage in partners that are “thinkers” and that understand process
  • Focus more on “cost to outcome” driven policies
  • Be transparent when challenges occur
  • Be brief on the RFP – adding footnotes when needed for pricing
  • Immigration and travel ban continue to keep us up at night

For more information on NTRP visit http://www.northtexasrelocationprofessionals.org/ or find us in Facebook, LinkedIn, or Twitter!

For more information on WorldwideERC, visit http://www.worldwideerc.org/

Call to action: Visit NTRP and WorldwideERC and browse website for resources to help you expand your employee relocation program. You can find many resources from benchmarking to a forum for corporate discussion. Also, sign up for the WorldwideERC global conference in Chicago, or our next NTRP meeting in Dallas!

“When you limit the people around you, then you limit yourself.” (John McCaa)

This has been a “A Relocation Minute” on NTRP Corporate Panel “” 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 would you add to this list for a great partnership?

I recently had the honor of speaking to a wonderful group of HR professionals in Dallas, Texas about maximizing the onboarding experience when relocating an employee. The employee relocation is often the first experience for a new employee and family with the new company which makes it critical to get off to a great start.

One of the points I always stress is the importance of developing a great partnership with your vendors. The right partnership can make a difference for the person managing the program and put them at ease which will also put the employee relocating at ease too. Investing in a great partnership basically says “we care” from the moment you made the decision to join our company. 

When the meeting was completed, I was asked to share some of the traits that make up a great partnership and wanted to share with you too. When engaging a vendor, it’s like a new date. It starts with being a good listener and learning what’s most important to each other to make the partnership effective. A partnership is a two way street and both parties need to be open minded, transparent, and committed to develop a great long term partnership

Some of the partnership traits that can make a difference include:

  1. Trust… is the foundation!
  2. Integrity… always do the right thing.
  3. Open communication… allows access when needed.
  4. Collaboration… working together when issues arise.
  5. Relationships… shows you care.
  6. Values… creates alignment for things that matter.
  7. Serve… each other in everything you do.
  8. Patience… when mistakes happen.
  9. Transparent… gives you the best chance to achieve goals.
  10. Purpose… its why we are here doing what we do!

Which one do you think is most important? Who you add to this list?

Call to action: Reach out to your partners to discuss the importance of these traits and what should be focused on to elevate the experience for everyone. or share how much you appreciate your current partnership! If you don’t have a partner, then use these traits to find a partner that best aligns to support your organizational goals.

This has been a “A Relocation Minute” on “Great Partnership Traits” 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” now available at Amazon!

 

5 things to know when relocating talent this summer… Find Your Lane!

In my new book “Find Your Lane”, Chapter 8 is titled “Making The Most Of Your Journey”. The chapter of the book is about the importance of adding value and being resourceful in the workplace and in your community. I’m hoping the information below will add value when relocating your talent this summer!

Peak relocation season begins when school gets out toward the end of May and ends when school begins in early September. As we begin the last 6 weeks, I want to share some takeaways that have impacted and will continue to impact employees and their family relocating.

Here are 5 things to know when relocating talent this summer:

  1. Container move for small shipments is a “game changer” to elevate the relocation experience for families moving. Employees moving small amount of items can get a “preferred” delivery date instead of long transit time and storage at destination for up to 21 days if needed.
  2. Transit times continue to be a challenge for families moving due to many factors including federal laws and regulations, driver shortage, and difficult to service areas. The key has been to communicate expectations up front, and during the moving process. The smaller the shipment and longer the distance moving, the longer the spread to deliver.
  3. Costs continue to rise in all industries including relocation. If we want to keep recruiting the best van operators, we must find a way to compensate them to stay in this industry to cover their labor, fuel, and vehicle maintenance costs and still make a profit to raise their family. Remember, the less cost moves, may also mean the lower ranked driver assignments.
  4. The housing market is robust. The good news is a family can sell their home quickly with minimal costs for company when relocating. The bad news is families may find it difficult to purchase a new home quickly due to low inventory and multiple offers which may require storage costs. Don’t be surprised to see this exception increase in your policies.
  5. Lump sum relocation’s matter more now than ever. Companies that invest in partnerships elevate the employee experience at the beginning of the onboarding process. They do not have to gross up costs, and have access to realtor referrals, temp housing coordination and household goods moving providers with no additional costs. These employees need help too!

“The customer experience will never exceed the employee experience.” (Tony Bridwell)

Call to action: Reach out to your partner to discuss some of the items above. If you don’t have a partner, let me know and I will be happy to discuss strategies to help your team elevate the experience for your teammates when moving.

This has been “A Relocation Minute” on “End of Peak Season Trends” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com You can also follow me on Twitter too https://twitter.com/BruceWaller

For more information on my book, “Find Your Lane”, visit http://www.Bruce Waller.com

What should you look for when moving your employees household goods abroad?

International relocation continues to be on the rise as companies expand in global markets. These expansions often include the need to relocate an executive(s) household goods for short-term and in some cases, long-term assignments. Companies with a large population typically have a great program in place to support each assignment from executive to developmental employee relocation. However, there are also companies opening in new markets or those that relocate fewer assignments that are often overwhelmed and need support to help employees with transition – especially with the household goods move!. 

So, what are some keys to look for in a household goods relocation partner?

  1. Affiliations: Ask your moving partner about their network of highly qualified market leading companies who have been vetted for financial, security and legal compliance. Partners with FIDI, FAIM certified and in compliance with OMNI standards can have added value.
  2. Technology: On-demand reporting will elevate the experience for all associates involved in the process. Reporting can include shipping information, quality metrics and transit details along with shipping documents to help create peace of mind when managing the process.
  3. Cost Competitiveness: Moving providers can sometimes be more competitive in traffic lanes with a network that allows “choice” among qualified partners and procures ocean freight as part of consolidated purchasing power to help leverage costs of a TEU.
  4. Move Coordination: An experienced international coordination team will provide single point contact for counselling and door-to-door transportation. They will also manage booking of the ocean/air freight, management of overseas partners, customs clearance, and quality assurance.
  5. C-TPAT certified: This credential can reduce the number of port inspections which result in savings to the client in the form of fewer inspection fees and fewer shipments delays.

Call to action: Reach out to your relocation partner to discuss some of these talking points for your next international move. As you may know, the household goods move is based on volume and country and can be a very expensive assignment. If you don’t have a partner, let us be a resource for you!

“Your most important work is always ahead of you.” (Tim Tebow)

This has been “A Relocation Minute” on “International Moving Tips” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com.
Follow me…
• LinkedIn https://www.linkedin.com/in/brucewaller/
• Twitter too https://twitter.com/BruceWaller
• Facebook https://www.facebook.com/brucewwaller

This concept will MAKE A DIFFERENCE for your employees with small moves

Relocating employees and families come in all shapes and sizes. Some employees and families have a large amount of household goods items to move that can take up the entire moving truck, while other employees are just beginning their career and have very few household items to transport to a new city. While each employee’s move may be important, they may have very different needs. One size does not fit all in a household goods relocation and it’s important to have a partner that can give your team options when needed. Let me illustrate…

I recently received a call from a customer that was looking to move from a one bedroom apartment in Texas to Colorado. Her biggest concern was Timing. She couldn’t have a long delivery window due to time restrictions with her job at destination which can be typical for a van line when moving a small shipment with a long distance. I advised there is now a way to actually schedule a preferred one day delivery for her small shipment to meet her needs through a small move container concept as long as she fit the requirements. Needless to say, she was excited to hear about this concept which eased the stress of the move for her. 

Here are 3 things you need to know about a container move for your employees this summer:

  1. Container moves include a one day preferred delivery versus the van line time of 1-3 weeks. You can set up delivery when you reserve the loading date.
  2. Container moves include up to 3 weeks of storage for no additional cost to give you time to travel and take possession on new apartment or home at destination.
  3. There are a few restrictions on the “container moves” which includes VOLUME (less than a 2 bedroom apartment / 5000 lbs.) and SIZE (items can’t be over 87″ in length.

Helping someone with different needs reminds me of the story about a young boy on the beach picking up starfishes and throwing them back in the water after being washed up to shore. A man walked up and mentioned there are miles of beaches and he couldn’t possibly help all of them. The boy then picked up another starfish and threw it in the water and said, I made a difference for that one!

Call to action: Reach out to your relocation partner this week to discuss container move concepts for your employees with small moving needs. Let me know if you need a resource and make a difference for your team needing small move support this summer.

This has been “A Relocation Minute” on “Small Container Move” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com.
Follow me…
• LinkedIn https://www.linkedin.com/in/brucewaller/
• Twitter too https://twitter.com/BruceWaller
• Facebook https://www.facebook.com/brucewwaller