Human Resources MagazineHuman Resources Magazine

    Subscribe to Updates

    Get the latest Human Resources news and updates from around the world.

    What's Hot

    Why you’ll hear ‘mutuality’ a lot this year

    January 26, 2023

    Job scams accelerate in January

    January 26, 2023

    Government cracks down on illegal working

    January 26, 2023
    Facebook Twitter Instagram
    • Advertise
    • Privacy Policy
    • Terms
    • Contact
    Facebook Twitter Instagram
    Friday, January 27
    Human Resources MagazineHuman Resources Magazine
    Demo
    • Home
    • News
    • Boardroom
    • HR Careers
    • Leadership
    • Human Capital
    • Recruitment
    • HR Software
    • Culture
    • Tech
    Human Resources MagazineHuman Resources Magazine
    Home » What you need to know before buying global mobility technology
    Technology

    What you need to know before buying global mobility technology

    March 28, 2022No Comments4 Mins Read
    Facebook Twitter LinkedIn Telegram Pinterest Tumblr
    Share
    Facebook Twitter LinkedIn Pinterest Email


    By now, it’s no secret that the Covid-19 pandemic has facilitated a widespread digital transformation.

    Organisations around the world have been given no choice but to operate in remote setups. Many companies, especially those in tech, have recognised one of the biggest benefits of doing so: the chance to recruit and hire talent from virtually anywhere.

    To put it into perspective, in the UK the talent pool of software engineers is limited to around 300,000 people, compared to an extensive international pool of 26.8 million active software developers in the world.

    Your company doesn’t need to have a remote work policy to reap the benefits of global hiring, though. Thanks to employee relocation, and a new generation of global mobility technology, companies with hybrid and co-located teams can also easily hire top international talent.

    Until fairly recently, employee relocation was mostly reserved for large corporations with the resources to navigate the complexities of business immigration.

    Now, organisations of all sizes can access the same resources, at a fraction of the cost, via global mobility technology that seamlessly integrates with their HRIS.

    As mentioned, the main advantage of hiring internationally—especially now that vacancies are at a record high—is getting access to a significantly larger talent pool. However, if you aren’t careful when selecting a global mobility platform, that benefit can quickly diminish. Great HR tech should always be three things:

    1. Transparent
    2. Efficient
    3. Engaging

    Global mobility technology is no exception. Using these three criteria as a framework, here’s what you should consider when evaluating options:

     

    Transparent

    Like all components of an HRIS, an effective global mobility platform should provide your team, at all times, with clear insight into employee-related processes.

    For example, let’s say you’re sponsoring the visa for a candidate you intend to hire. Depending on the country, there can be several steps in the visa application process, each requiring specific documents and information.

    To ensure there are no bottlenecks and increase the likelihood of a candidate’s approval, it’s essential to have transparency into the overall process, as well as the individual stages.

    Furthermore, the ability to analyse and transparently report on the work you do is critical for two reasons. One, you can’t hire strategically without data. Two, as with any workplace tool, you have to justify the investment by demonstrating the business value it creates.

     

    Efficient

    There are a lot of moving parts to employee mobility and relocation. As mentioned above, the process of applying for a visa can contain several steps. Bottlenecks can easily occur when waiting for paperwork, third-party approvals and so forth. And the more candidates there are in your mobility pipeline, the more complex it can get.

    Roadblocks like these can be avoided, however, if your global mobility platform has the following capabilities:

    • Candidate pre-check screening to determine the likelihood they’ll be approved for a work permit/visa
    • Task-management system to break down long processes into step-by-step tasks
    • Automation features like the ability to e-sign and pre-fill documents, thereby reducing time-consuming and repetitive tasks.

    Engaging

    Transformative global mobility technology should do more than allow companies to move talent from point A to point B; it should empower organisations to create an engaging and memorable employee experience.

    To achieve this, a platform should be transparent and efficient not only for HR teams, but candidates, too. For candidates, it’s important to have as much information—and as many resources— as possible when moving to a new location. Look for a global mobility platform with the following:

     

    • Access to a dedicated case management support team, with country-specific immigration expertise, that can step in to offer help when needed
    • An employee portal with an extensive database of resources, articles, FAQs, templates, and other information relevant to destination country
    • A marketplace of service providers for things like insurance, housing, and banking.

     

    Finally, to ensure that you’re providing candidates with an engaging and memorable employee experience, make sure that candidates have the opportunity to provide feedback. For example, a CSAT rating or a survey with open-ended questions.

    The features mentioned above represent just a few of the many capabilities you can expect from a next generation global mobility platform. Technology in this space is already transforming the way that companies across the world—just like yours—are recruiting and hiring talent. To learn more, click here. 

    Gordon Smith is VP at Localyze

    Share. Facebook Twitter Pinterest LinkedIn Tumblr Email

    Related Articles

    How to build a business case for HR tech

    November 29, 2022

    Best of HR books: October 2022

    October 28, 2022

    Five lessons from Unleash World 2022

    October 14, 2022

    Brewdog’s transparency dashboard – PR stunt or real change?

    October 10, 2022

    HR needs to focus on people intelligence – here’s why

    October 9, 2022

    How to overcome post-pandemic HR sourcing challenges

    August 8, 2022
    Add A Comment

    Leave A Reply Cancel Reply

    Don't Miss
    News

    Job scams accelerate in January

    By Press RoomJanuary 26, 2023

    January reporting of job scams is already 66% ahead of December 2022’s total, sparking…

    Government cracks down on illegal working

    January 26, 2023

    Dr Kannan Vishwanatth of Rupus Global Limited awarded Global Icon Award at Royal Palace, Bali

    January 25, 2023

    McKinsey calls for better socioeconomic representation to boost economy

    January 25, 2023

    Subscribe to Updates

    Get the latest Human Resources news and updates from around the world.

    Our Picks

    Employers to step in as menopause rejected as a protected characteristic

    January 25, 2023

    McKinsey sets 50% target for socioeconomic representation by 2030

    January 25, 2023

    Why using RPO can help your talent acquisition to thrive

    January 24, 2023

    Layoff alternatives called for as tech sector redundancies hit 200,000

    January 24, 2023
    About Us
    About Us

    Human Resources Magazine is a dedicated news portal about Human Resources and all that matters to emplyees and leaders in the business section.

    Our Picks

    Why you’ll hear ‘mutuality’ a lot this year

    January 26, 2023

    Job scams accelerate in January

    January 26, 2023

    Government cracks down on illegal working

    January 26, 2023
    Trending Now

    Change is in the air for HR

    October 7, 2022

    REC warns of issues with digital right to work checks

    November 22, 2022

    New year’s resolutions for HR in 2023

    January 3, 2023
    Facebook Twitter Instagram Pinterest
    • Home
    • Privacy Policy
    • Terms and Conditions
    • Contact
    © 2023 Human Resources Magazine. All rights reserved.

    Type above and press Enter to search. Press Esc to cancel.