Utilizing your mobility program to attract and retain better talent isn’t always as easy as it looks. However, understanding how to make our program work for your company, can pave the path for a new stream of talent to start looking your direction. So how do you get your program to work for you? Let’s start by being able to understand the impact mobility has on Talent Aquisition and Talent Management.

Being able to answer questions such as, “Has your job acceptance rate increased, remained the same or decreased when offering pre-decision services?” “How many offers are declined because of the lack of, or insufficient relocation benefits?” and “What is the job acceptance rate when a relocation package is included versus excluded?”  When you are in a candidate market, like we currently are, relocation benefits can play a huge role in getting the people you are targeting to apply.

General benefits like 401k, vacation and insurance are the most common benefits, but if your employee is making a lifestyle change and moving themselves, or even their family for this position, relocation benefits can go a long way.  Having a clear idea of what type of support you can offer your transferring employees, and how they can maximize the available benefits is a great start. What you offer in your relocation program, doesn’t have to be used by ALL employees, but they should be flexible enough to be used by ALL employees if they wish. Because of the new normal of “working wherever” companies are open to finding the best talent, no matter their location. Sometimes this allows for the employee to stay where they are located, and other times employees are willing to relocate for a better opportunity. Whether you are sending and employee on an assignment, or moving them to a corporate location, understanding how your benefits work in your employee’s favor is key.

When you are trying to attract top talent, another factor to consider is implementing change and refining the employee experience.  You may have a general relocation package that is standard for all your transferring employees, but how often are you revisiting your program to ensure that while being cost-efficient and compliant, you are also providing benefits that can be utilized by your employees?

Important things to consider are:

• Do you offer pre-decision services to help the employee feel more confident and see the value in the benefits we are offering?
• Insights into the employees’ unique needs. This can help ensure employees aren’t given benefits they don’t need or want while ensuring they get what they do need.
• The Talent Acquisition group has the information they need to effectively support relocation.
• Are there additional benefits you need to add to your program to address gaps that have been identified by employees?

Maximizing your relocation benefits can set your company on a clear path to aligning Talent Acquisition and Management. Odyssey can help gather these insights, navigate the data, and build/roll out a plan to ensure your company is seen as a talent leader. Learn more about how we can help here.

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