There are two sides to the relocation coin. One side contains the excitement that goes with a talent relocating for a higher amount of career exposure. The other holds the headaches that can go with relocating talents from a human resources perspective.
It doesn’t have to be a headache though. With a relocation software like Zenmoov, managing
relocation is as easy as booking a plane ticket. After securing a relocation software, keeping
headaches to a minimum revolves around the relocation manager’s interactions with their
Here’s why relocation can be beneficial to a talent as well as the best ways to interact with a talent from a manager’s perspective.
HR: Take Care of your Talent and their Family
While the experience working abroad has tons of potential for the talent, it can end up being a headache for both them and their family as well as your company if important roadblocks aren’t
taken head on. The employee’s family needs must be met, or else you will have an unhappy talent in the relocation process.
It’s important to be honest with your employee in these times. Be honest about where the relocation will be, the type of life that awaits them, the price paid by the employee, and more.
This will not only lead to a happier process but an improved company.
Talents: New Experiences
Nothing can quite prepare someone for the move to a new country or region except actually going through with it. It’s exciting, it’s scary, it’s exhilarating. What’s the point of life if you don’t broaden your horizons?
Relocation can be beneficial because of meeting people from new regions of the world that have different skill sets, enlarging their own abilities in fields that aren’t the main focus of their career, and personally getting to do things that they wouldn’t be able to do in their own country.
HR: Be Patient and Understanding
When an employee is with a company for a long time, their everyday actions place them on autopilot. They are used to running to the coffee shop 10 minutes before work, being right on time, getting projects done early, and more. That all changes when they relocate across the world.
Suddenly, their routine changes. It takes a while for them to get up to speed with the change.
Projects may take longer and may be submitted late, communication may be difficult, and that coffee shop might be 10 minutes out of the way. Relocation managers need to be understanding that these delays are expected and only part of the growing pains of a relocation.
If an employee was hard-working back home, they will remain hard-working abroad. Their ethic hasn’t changed, and that’s important to remember. They will get up to speed, and your business
will be on track quickly.
Talents: Importance in Hiring
Nowadays, exposure to other countries and work systems has become more important in the eyes of recruiters and hiring managers. Employers look for talents that have worked in markets other than their own because of different company needs.
New industries in certain countries have a younger and less experienced workforce to choose
from. For that reason, they might look abroad in recruiting cycles to work for them and to give them a head start compared to the rest of the competition. You can stand out in your home country by being someone that has worked abroad in an established industry that is growing in
your home country.
Relocation can be difficult, but it doesn’t have to be if the aforementioned is remembered. New experiences can be scary, but that doesn’t mean they aren’t going to be amazingly memorable