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The Value of Experience to the Modern Workforce

80% of young workers would cite relocation support as a contributing factor as to whether they would chose to accept a new position.

Modern companies are not seeking the best employees available in the area, they are seeking the best employees available anywhere. Mobility companies like Executive Mobility Group have been facilitating this need for years by streamlining the global mobility of highly skilled migrants throughout the world. Increasingly, however, it is the motivations of the modern workers that are shaping the future of global mobility experts. Millennials are currently entering the workforce in huge numbers and in order to prepare for the implications of this on the modern workplace, Deloitte Global have been surveying this demographic for the past eight years. One of the standout findings of this research is that Millennials value experiences above traditional markers of success. Of those surveyed, 57% indicated that they are drawn to experiencing new places, cultures, and work environments. There are certainly opportunities throughout the globe to match the interests of the modern employee, however, traditionally companies have only provided substantial relocation support to those at an executive level. Recent research has shown that 80% of young workers would cite relocation support as a contributing factor as to whether they would chose to accept a new position. This statistic shows a chasm between traditional attitudes to employee mobility and the needs and desire of the modern employee. 

Relocation companies must show the agility required to meet the needs associated with the relocation of entry and mid-level employees.

There is no shortage of research to illustrate the benefits to an organisation of ensuring their employees are well adjusted to the homes and communities in which the live. Job satisfaction and productivity is optimised by supporting employees in this way. For successful modern businesses, it is important that this kind of support is not only provided for those in high positions. More than ever, graduates preparing to embark on their careers are ready to work in a new country with the experience itself as part of the attraction. Relocation companies must show the agility required to meet the needs associated with the relocation of entry and mid-level employees. Younger people favour different neighbourhoods, living environments, and amenities than their older colleagues. This means that there are new challenges associated with their relocation, and these challenges must be met when aiming to be an attractive organisation. Of course combined with meeting these needs, there are more the more practical requirements for all highly skilled migrants such as tax consultancy and immigration procedures. 

It seems that right now, having an effective mobility program may be an issue companies would be wise to address.

Ultimately the role of the relocation company is changing. It is no longer simply a way of streamlining the transition of an employee in order to minimize lost time and maximize productivity for the incoming employee. Today it is equally about being a substantial part of a package that attracts employees, at all levels, to join an organisation regardless of its location. We are seeing organisations realise this and partnering with relocation companies that have shown willingness to evolve their practices with the changing needs of a new generation of highly skilled workers. We live in an age where companies can find themselves left behind if they fail to recognise important developments. It seems that right now, having an effective mobility program may be an issue companies would be wise to address.

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