What should recruiters know to successfully partner with mobility teams?

What should recruiters know to successfully partner with mobility teams?

Recruiters and mobility teams can provide a great relocation experience when they work together. Senior Recruiter Amber Taie has a roadmap in this Relo Tip Tuesday.


Complete transcript: “Hi, I’m Amber Taie, and welcome to Relo Tip Tuesday. My question is, ‘What should recruiters know to successfully partner with mobility teams?’

The first thing every recruiter should do is seek a better understanding of the relocation experience. Every employee’s journey is unique, but most share some typical challenges, and a quality understanding leads to greater empathy.

The next item is understanding what is covered by relocation policies. By knowing your company’s policy suite, you can provide the relocating employee with a realistic expectation of what’s to come. The better a Recruiter understands the benefits, the better they can connect those to the candidate’s needs.

Third is understanding the importance of clear communication across the board. From Recruiters, to Global Mobility or HR teams, to relocating employees, it is crucial that everyone has the same information and expectations for the employee’s relocation experience. For many companies, Recruiters are the first to introduce a relocation benefit package to the candidate, so again, it is important that Recruiters are well informed about the process and policies.

Fourth, a Recruiter should know how long a relocation typically takes. Sufficient move time is essential to a positive relocation experience. It will allow the employee to close out affairs in the home location, find suitable long-term housing, and become settled in the new location before focusing energy on their new role. For domestic moves, it is recommended to authorize a relocation 6-8 weeks in advance of their start date. For international moves, it is 8-12 weeks, with additional time built in for the visa and immigration process. And remember, families may take longer to relocate than single employees.

And lastly, a recruiter should know how much a relocation costs. The best way to know the anticipated cost of a move is to use a cost estimate. Your relocation management company can provide cost estimates that provide a realistic expectation of expenses and subsequent tax liability. If your company caps move budgets or has limited relocation policies, some costs may fall to the employee. It’s important to be upfront about any known caps or limits.

By understanding these five things, you will be able to create consistency across the relocating employee’s experience. Thanks for watching!”

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