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Managing International Employee Relocation
If your company is interested in hiring the best people out there, you'll need to consider how you'll help with the process of employee relocation. This is considered to be an important part of any package offering from large or mid-sized corporations. When courting employees overseas into the United States, there are quite a few hurdles to overcome that you, as a prospective employer, want to make sure are taken care of so the newest member of your team can get right down to work.
To begin with, you need to decide, usually within the human resources (HR) department, what sort of commitment your organization wants to make to facilitate employee relocation. While this does apply to both international and domestic relocation, it is good to come up with some sort of framework for each class of employee relocations. This very often involves hiring a service that specializes in relocation services.
In the case of international relocation, this will usually involve procuring visas for the maximum allowable time available. In the case of many visas, such as the very common H-2B type, you'll need to prove that there are no domestic candidates who can do the job. The HR department may have to sign an affidavit to that effect, but most executive and technical employee relocations go smoothly on the State Department end of things, depending upon the employees country of origin.
Generally the most cumbersome part of employee relocation is the actual, physical and logistical coordination required. These can generally be put into the two categories of departure and arrival services. On the departure end of things, some companies hire services with offices in the home countries of your potential employees that assist families with selling their home, as well as packing and shipping their belongings.
The arrival is more easily managed, but there are many more things that need to be done to ensure everything goes smoothly for your newest employee. Relocation can be hard on spouses and families, and the services your company offers may not end as soon as they have a house to live in. Often, a family wants to actually do the house hunting themselves, so it's better to arrange for temporary lodgings for a few months.
Making sure your employee's family is taken care of will go a long way toward endearing the corporation as a whole. This can include tours of the local area for the spouse, assisting with finding good schools for children, or even finding proper furniture for rental. Employee relocation between countries (and very often overseas and into a strange culture) can be difficult for everyone involved. Your company will have to decide straight away what level of relocation service that will be offered to prospective employees and their families.
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