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We hate to bring up the “p-word” again, but the pandemic significantly changed how we work and think about work. The “Great Resignation” that took place during the pandemic continues to show that people now prioritize a healthy work-life balance above all else.
For employers, this means that we can no longer take our teams for granted and must think outside of the box when it comes to hiring. What makes your workplace experience inviting? When was the last time you looked at your employee perks and benefits? What is your talent strategy?
If you answered “I don’t know” to any of the above questions, it’s time to reevaluate your talent strategy, and we’d like you to consider global mobility as part of that strategy. Here’s why.
Benefits of global mobility
Let’s face it, post-pandemic, some people don’t want to come back to the office, nor should they have to. The past few years have shown that many people thrive in a remote work setting, and why should we fix something that isn’t broken?
Companies like Airbnb, Slack, and Block, adopted permanent remote work policies during the pandemic. And others, like Jobbatical, had already been offering it for years. Remote or hybrid work opportunities are now the norm and expected, especially among younger generations.
Global mobility takes remote work to a, well, global level. You offer support for international relocation to current or new talent. For employees, relocating to another country lets them enjoy the freedom of remote work and allows for personal and professional growth. Global mobility helps companies grow and expand into international markets, increasing talent acquisition and retention. The benefits are extensive.
✅ Keep current talent engaged and invested with a job that offers opportunities to learn and grow.
✅ Flexibility and a truly global workplace experience.
✅ Borderless hiring fosters inclusivity and diversity.
✅ Tap into new and emerging talent pools.
✅ Tap into new markets.
✅ Promote new ideas and perspectives –– what better way to understand international markets than through talent located in them?
Leveraging global mobility in your talent strategy
Step one –– identify your goals. Global mobility is much more complex than sending people abroad, and we know that’s no simple task either. Do you want to offer more flexibility to your current team? Or are you looking to expand into a new market? Ask yourself what it is that you want to achieve.
What will your global mobility program look like? Will talent be able to work remotely or stay in a particular time zone? Will you offer office space or co-working space? What equipment will you provide?
Next, spread the word about your global mobility programs. Prospective talent won’t be enticed by global mobility if they’re unaware it exists. So build a campaign around your program, pointing out its benefits, what’s available now, and what can be available in the future.
Next, know who to target. There are just some people who are happy where they live and do not want to relocate. They’re boring, and that’s ok. You need to target the right people who thrive in a remote setting and are interested in exploring. Or they may already be part of your team –– see who’s interested in international opportunities.
Be flexible. Part of the allure of remote work is freedom and flexibility. For global mobility to be the same, it must be flexible. This means involving talent in the relocation process to ensure that it meets their needs, but also yours. There is no one-size-fits-all.
Be transparent. Manage expectations by mapping out salary and benefits expectations in the new country. Consider the differences in cost of living, exchange rates, and travel compensation when designing it. Also, map out what the visa process may look like. For example, what will be involved in getting residency permits or work visas? How much will you handle, and how much will they handle on their own?
Global mobility challenges
While global mobility has many benefits, it does come with some challenges. Employees may need help coordinating meetings in different time zones, slow internet, and team building in a remote setting. Visas, legal and tax compliance, payroll, and relocation present hurdles, but solutions can be easily found, especially if you hire a global mobility partner. Here are some challenges to expect:
Legal and tax requirements. These vary from country to country. There are different employment laws, different visas, and different taxes. Consult your legal team to help you navigate this challenge.
Payroll. We already mentioned laws and regulations, but you must also consider tax laws at home and abroad, bank charges and exchange rates, benefits, and more. If you’re hiring internationally for the first time, you may consider hiring a payroll management partner to ensure you tick all the boxes.
Visas. Equally confusing for those new to global mobility is navigating the visa process. For example, will you need to acquire a temporary resident visa, or does the other country offer remote working visas?
Navigating global mobility may seem daunting, but its benefits certainly outweigh the challenges. If you need help finding and hiring international talent, a relocation partner like Jobbatical is here to help and give you the support you need to ensure the process goes smoothly at every step.