Les visas comme un avantage : comment la mobilité mondiale modifie la stratégie en matière de talents

In the last few years, the way we work and think about work has significantly changed. The days of rigid office structures and limited talent pools are gone. Today's workforce prioritizes flexibility and a healthy work-life balance above all else. Hybrid and remote work and flexible schedules are no longer perks, they’re the expectation, especially for top talent.

For employers, this means thinking outside of the box when it comes to hiring. How do you attract and retain top talent in this dynamic environment?

Here’s why you should consider global mobility as part of your talent strategy. 

Les avantages de la mobilité mondiale

The rise of remote work opened the door to new opportunities in talent acquisition. One of them is using Global Mobility as a growth advantage. 

International hiring allows companies to bypass location restrictions and access highly skilled professionals without geographical limitations. Offering relocation options to high-performing individuals, both current and prospective, not only fuels your business with skillsets you couldn’t reach otherwise but also makes for more diverse and innovative teams. 

For employees, global mobility promotes personal and professional growth, through new experiences and better opportunities. 

Les talents actuels sont engagés et investis dans un travail qui leur offre des possibilités d'apprentissage et de développement.

✅ Flexibilité et expérience de travail véritablement mondiale.

✅ L'embauche sans frontières favorise l'inclusion et la diversité.

✅ puiser dans les nouveaux viviers de talents émergents.

✅ Expand into new markets with the benefits of an insider’s perspective.

✅ Promote new ideas and creativity.

Tirer parti de la mobilité mondiale dans votre stratégie en matière de talents

‍Defining your program goals:

The first step in leveraging global mobility is to clearly define your organizational goals.
Global mobility is much more complex than sending people abroad, which is not a simple task in itself. Ask yourself:

Talent acquisition: are you aiming to expand and diversify your talent pool and attract top performers from around the world?

Employee engagement and retention: are you looking for ways to boost employee engagement and loyalty?

Market expansion: Do you have ambitions to enter new international markets by placing employees in key locations?

Designing your program: 

Once you've established your goals, it's time to design a program that meets your specific needs. When planning an Employee Relocation Program, you should consider:

1. Budgeting: Consider administrative fees, such as immigration or partner fees and define which expenses the company will cover, such as visa fees, travel costs or housing assistance.
2. Phase-by-phase support: Plan processes for Pre-departure, Arrival, and Integration. Consider the Visa and Immigration process, logistics support, housing assistance, and onboarding program.
3. Ongoing support: Ensure ongoing legal and immigration compliance, including assisting with visa/tax matters when needed.

Jobbatical’s "Quick Guide: How to Create an Employee Relocation Program," simplifies this process and provides a clear roadmap for building an effective mobility program.

Attracting the right talent:

Building awareness for your global mobility program is essential. Develop a targeted campaign that highlights the program's benefits and opportunities. Focus on the ideal candidate profile – those who thrive new settings and are open to international opportunities. This could include high performers within your existing team or external talent seeking a new adventure.

‍Flexibility and transparency: 

Flexibility is a core principle of a successful global mobility program. Involve employees in the relocation process to adapt it to their needs and preferences and ensure a smooth transition. 
Transparency is just as important. Manage expectations by outlining salary and benefit adjustments in the new location, including factors like cost-of-living differences, exchange rates, and travel compensation. Be clear and upfront about the visa process, outlining the responsibilities for both your company and the employee.

Les défis de la mobilité mondiale

While global mobility has many benefits, it does come with some challenges. Employees may need help coordinating meetings in different time zones, connectivity isuest, and team building in a new 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. Partner with a legal team experienced in global mobility to ensure compliance with employment laws, visa regulations, and tax obligations.

Payroll: Local tax laws, exchange rates, and benefits can make international payroll complex. Partnering with a global payroll management service can help ensure accuracy and efficiency.

Visas: Research visa options in the target location, such as temporary residency permits or remote work visas, and define which suits your company and employee(s) better. A global mobility provider like Jobbatical can help you navigate the complexities and speed up the process.

Navigating global mobility may seem daunting, but its benefits certainly outweigh the challenges. Jobbatical’s team of relocation experts can support you in moving international talent with step-by-step guidance. Find more about our services here.

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