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.

relocation management software

Topics: Interns, Technology, HR

[Infographic] Statistics That Prove Your Internship Program is Worth It

Posted by Aria Solar on Oct 18, 2016 11:28:04 AM

internship statistics

Internships have gained an incredible amount of momentum in the past few years.

Programs that once consisted of a few interns helping their appointed manager with work overflow, have now grown into fully built-out and clearly defined programs that have the power to elevate a company to new levels. 

However, that said, these programs take some work to manage. We're going to let you in on some of the secrets in our infographic below.


statistics about internships and millennials

Design: Venngage

Learn even more about how to implement processes that enable you and your team to successfully execute an internship program by clicking below!


Topics: Interns, Infographic

3 Common Mistakes When Relocating Interns (And How to Avoid Them)

Posted by Lauren Decker on Oct 13, 2016 11:50:33 AM

3 Common Mistakes When Relocating Interns (And How to Avoid Them)Internships provide your company with a chance to “trial” potential new hires for three to four months to determine if these individuals could be a good fit as full-time employees. Those interns you’ve hired are similarly scoping out your company to determine if they want to return as full-time employees.

One of the most important factors in your intern's evaluation of the company is also one of the most overlooked: relocation.

Treating intern relocations as an afterthought can be a costly error for your intern program. The time your interns spend outside of work can be just as crucial as their time at work. If your interns don’t enjoy their experience in your company’s location, it can weigh heavily on their decision about whether or not to come back to the company as a full-time employee.

Unfortuantely, many companies drop the ball on this part of the internship — either by foregoing it all together or by making last minute decisions about how to support their interns during their move. Don't make this mistake at your company. Instead, you should start preparing for these relocations early to determine how you will help these interns make a seamless transition from their home (or college town) to the company location and back. 

To ensure your interns are set up for a successful relocation, check out these common mistakes that companies make when relocating interns — and how to avoid them!

1. Ask interns to relocate on their own

Your company’s interns may be capable of relocating on their own, but the question is — do you want them to? Without financial support or educational guidance, your interns are left to make all relocation decisions on their own — meaning you relinquish all control of their relocation experience. If the relocation goes poorly it can negatively impact their perception of the internship, even if they self-managed the move on their own.

For many interns relocating, this will be their first time moving on their own. Their inexperience, combined with the fact that they are usually strapped for cash, may result in them making decisions based solely on cost. Cost is undoubtedly an important factor to consider when relocating, but it’s not the only factor. By choosing the low-cost option for relocation services interns may unknowingly sacrifice other factors such as quality, convenience, or responsiveness that can have a big impact on their experience. This can have a last effective on the internship — especially when it comes to short-term housing.

One of the best benefits you can provide to relocating interns is subsidized short-term housing. When the company is able to select intern housing units, they have more control over the employee’s living situation and reduce risk of the employee having a poor experience. Most companies who offer this benefit work with a third party to help identify, secure, and manage short-term housing. Another advantage of this approach is that interns often get to live together when the company secures housing on their behalf. This creates a communal living environment that enriches their experience both at work and outside of work.

If your company is unable to subsidize short-term housing, consider offering educational resources to help your interns kickstart their housing search and make informed decisions about their relocation. Providing advice on neighborhoods, education about potential housing scams, and even tips on when to start planning for their move can help your interns avoid common relocation pitfalls.

2. Treat intern relocations like permanent moves

If providing no relocation assistance is on one end of the spectrum, the other end is treating intern moves like full-time relocations. Both approaches can cause issues.

First and foremost, interns are have different relocation needs than full-time moves. Since interns are only relocating temporarily, they will likely have less belongings to move than full-time moves. For interns, short-term housing and travel to and from the internship location will be their largest relocation needs. If you offer interns a relocation policy built for permanent moves, you'll find that they don't need most of the resources you offer to full-time employees. 

The fact that interns are temporary employees has other implications as well. Since most interns only work at the company for three to four months, they don’t meet the time test. According to the IRS, employees must meet the time and distance test to be eligible for deductible relocation expenses. This means that all intern relocation expenses are fully taxable. Treating them otherwise can put your company at risk of being non-compliant with the IRS.

Because intern relocations are different than full-time relocations, you should create an intern-specific relocation policy. You may choose to follow a similar structure as your full-time policy, but it should primarily focus on providing support for short-term housing and travel. Be sure your internal teams are trained on this policy. This ensures recruiters can communicate it properly to intern candidates and that other internal teams, such as payroll, understand how to service it.

3. Lack of Communication

Recruiting, hiring, and relocating interns can take place over several months. You may start recruiting interns in the beginning of the year, extend offer letters in the spring, and then relocate them in the summer when they actually start work. Over this several month period, important details can get lost.

Because of this long process, and the fact that most interns have never relocated before, it’s better to err on the side of over communication when it comes to relocating interns. For example, if you’re providing short term housing as a benefit to interns, make sure you confirm and re-confirm move-in and move-out dates. The move-in and move-out dates are important to the employee for obvious reasons, but they also affect how much money is spending on the housing.

Many third party relocation companies offer interns the support of a Relocation Consultant throughout the move. For interns, the ongoing support of a Relocation Consultant can be extremely valuable in helping communicate key details and dates, as well as providing guidance along the way. With someone focused on the success of your intern’s relocation, you and your team can focus on other important projects and still ensure our interns have a great experience.

Relocating interns comes with it’s own set of unique challenges, but they can all be overcome with careful planning and preparation. To ensure your interns have a great experience, you need to consider their relocation as an extension of the internship. This means putting the same level of preparation into the intern relocations as you are putting into the intern project plans.  If you’re planning to relocate interns in the upcoming year, start planning for those relocations now to make sure you don’t fall into victim to one of these common relocation mistakes!



Topics: Interns

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