Relocation Technology Offers Acclimation Services, So You Don't Have to Manage Them

Posted by Ryne Inman on Mar 28, 2017 8:28:27 AM

Millennials get a lot of guff for needing their hands held for something that seems simple. Of course, most ofThose managing intern and campus hiring programs can probably attest to the fact that younger, new employees seek guidance more frequently than those more advanced hires. our current interactions with millennials are those who are inexperienced and just getting out in the world for the first time. It’s understandable that there’s a learning curve, even on the things that more experienced professionals may find to be mundane, everyday tasks.

Those managing intern and campus hiring programs can probably attest to the fact that younger, new employees seek guidance more frequently than those more advanced hires. And if a relocation is involved, the number of questions increases by magnitudes. And the rub of it is that they’re not asking solely about the relocation policy, but about suppliers, where to live, for advice on the city in general, about parking in the city, about how their co-workers-to-be commute, and on, and on, and on.

A portion of this comes with the territory. As their recruiter or HR contact, you are also their tether to a complicated and stressful occasion. Very few people have the bandwidth to manage the intricacies of each intern’s interests, to personally educate each intern, and to answer all of the questions each intern has.

It’s unreasonable to expect that of your HR team, and it eventually hobbles the operation of your program. Everyone working with your intern and campus recruiters wants to focus on what they were hired to do, not educate about the city they live in.

Relocation technology can help cut the never-ending flow of questions more easily than any solution before it. Successful tech solutions merge the financial benefit with a local education component. The education becomes part of the benefit itself. This is one of the ways that technology has innovated in the relocation sector.

Since the technology services a large volume of relocating employees, it can provide a more robust informational component. Any solution that doesn’t take into account local acclimation and informational services is lacking a crucial component that makes relocation technology a solid choice.

job orientation success factors

Topics: Interns, Technology, HR

Three Steps To Take If You Aren't Able to Implement Relocation Technology Before 2017 Intern Season

Posted by Ryne Inman on Mar 21, 2017 9:04:37 AM

It’s officially spring, which means internship programs around the country are firing up at full power. Some A major part of any successful change is preparation, so if you’re eager to get the gears in motion at your company, here are three things you can do to to prepare to implement relocation technology as soon as possible.will be implementing relocation technology for the first time, some will be using previous relo tech experience to fuel an even better-tuned, tech-fueled solution, and others will be working without relo tech at all.

The first two on that list are well positioned to maximize their program. While the last group may have sought a solution in the time between last intern season and today, it is likely too late to implement a large scale relocation program in time for this year’s intern class. Smaller groups are still in luck, but even with a hasty procurement process, fully converting your intern program could be problematic.

But don’t despair. There is still plenty you can be doing to fully charge into modernizing your relocation program throughout this current intern season. A major part of any successful change is preparation, so if you’re eager to get the gears in motion at your company, here are three things you can do to prepare to implement relocation technology as soon as possible.

Policy Prep

The first major thing you can do is to make sure you have clearly defined policies at your fingertips. Knowing your current benefit in and out is key, but so is being able to have someone else understand it easily. The clearer your policies are, the easier it is to gauge how they would be affected by integration with software. Even if you only offer a simple Lump Sum, it’s important to list any strings that may be attached. The software partner you choose will want the most thorough policy definition you can bring to the table. Your policy will change with relocation technology, even if it’s just a superficial change, and a solid foundation will make any transition a breeze.

Budget Watch

Knowing what you spend and what it is being spent on is important. When looked at next to your policy, it can reveal shortcomings or overperforming areas of your relocation program, and help you to better tailor those areas when implementing a software solution. If you aren’t already doing this, it might be hard for you to convince higher-ups to approve any software purchase. If you are currently tracking it, you have a great resource to compare with next year’s results.

Data, Data, Data

Beyond budget information, you need data about each of your relocating employees. What services are they using? How many exceptions do you deal with every year? How many go over budget? Having this data read will help you flawlessly prepare an updated policy, and also give you a benchmark to improve on once the software is integrated.

relocation for tech companies

Topics: Technology, Relocation Policy, HR

Ensuring an Investment: Selling Procurement on Relocation Technology

Posted by Ryne Inman on Mar 14, 2017 8:23:08 AM

One of the trickier parts of integrating a new solution into any office environment is securing approval from shutterstock_305502890.jpghigher ups and the procurement department. Especially when the item to be purchased is unique and fairly new, being able to accurately forecast the total cost and benefit analysis can be difficult. Relocation technology solutions are reaching the point of maturity where even the most stringent requirements should be met. Still, pursuing a new purchase for your department means you’ll be responsible for selling others on the necessity of adding relocation technology to your HR software suite.

Treat It Like Software

Relocation technology isn’t just about the benefits for the relocating employees, it’s about the time savings for you and your team, the increased scalability of your program, and overall ease of use. Treat it the same way you would any other software product your team uses. The benefit to you and your team should be evident.

Separating the Benefits

Although relocation technology should be an essential part of your overall relocation policy, it’s crucial for you to explicitly identify the tech as a separate entity from your relocation benefit. Don’t worry about presenting any of the complexities of your policy alongside the software request. Your relocation benefit budget is not attached to the software procurement request, and adding in any additional details will create headaches for everyone involved in the process. Keep a clear mind, and separate what is directly related to the software, and what belongs on the benefits/policy side of things.

Focus on “Investment”

It’s undeniable that the entire relocation industry is moving to integrate technology. It is the future, and implementing a system now is an investment in a quickly evolving environment. You can still get ahead of the competition if you invest now, and are able to have a fully-fledged, modern solution in place now rather than play catch up later.

relocation for tech companies

Topics: Technology, HR

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