How Relocation Technology Can Improve Employee Performance on Day One

Posted by Ryne Inman on Sep 20, 2016 9:37:06 AM

relocation for healthcare

The competition between healthcare providers reaches through caregiving, facilities, evaluations and metrics, and into the various departments, including HR.

This is most evident in the race to recruit and hire the best talent—especially in specialized areas, the talent pool is already shallow.

If you’re limiting your search to local candidates, you’re going to have a very difficult time. And when you go searching beyond nearby borders, it can be even more difficult to lure a potential staff member to relocate at all, let alone relocate to your specific area.

The best hospitals in the country recognize this impediment to building a successful team, and more of them are turning to tech-based solutions to ease the burden of relocation on new hires. Relocation is more than just financial hurdle for your healthcare professionals. The stresses of a move and adapting to a new home seep into every part of their lives. It can become an emotional burden that can manifest physically, to the point where job performance can be affected.

Home sale and purchase, new city acclimation, financial assistance, and countless logistical considerations all require attention In the healthcare field, more than any other, this is unacceptable. Before relocation technology, the organizational burden required to assist with these tasks was too much. Teams would be overtaxed and budgets overextended.

Relocation technology flips the script on existing preconceptions. Relocating employees are connected with verified suppliers, payment is handled completely on the back end, information about their new city is at their fingertips to ease transition, and home sale and purchase assistance are provided.

Anyone who’s ever even dipped a toe in the relocation field knows that no software suite can handle all the intricacies of a move. This is true of many fields. The most successful tech companies are able to marry amazing software with amazing service. A human touch improves both the experience of a stressful situation, provides an anchor for relocating employees, and also a single point of communication for all stakeholders.

The sum of all of this is a streamlined process for both you and your relocating employees. Relief from stress translates to focused performance on day one, and you get an instant return on your investment in great talent.

recruiting in healthcare

Topics: Onboarding, Relocation Management Software

Three Techniques to Make the Perfect Intern Onboarding Experience

Posted by Ryne Inman on May 24, 2016 11:42:03 AM

re-emptive knowledge helps avert confusion, and sets expectations for a new hires early days. You still want to avoid a single, massive info dump, and there are a few ways you can manage your communications effectively.

Onboarding is more than a stack of paperwork and an office tour. It is the entire transition time from hiring someone to when they are working at 100% capacity in their new role.

If you think about it, it's similar to acclimating to a higher altitude. The first few days, your body has to adjust to the thinner atmosphere, and some people even get altitude sickness.

Just as you would take a little extra care of yourself to avoid altitude sickness, you should help your new hires and interns acclimate to their new role and surroundings.

Add in a relocation, and things get even more complicated. The diciest time period of onboarding starts with the relocation. From here, delays become more likely and flubs, distractions, and general anxiety over being in a new area can prevent a work from being fully present for weeks.

The key to avoiding this is prevention. Pre-emptive knowledge helps avert confusion, and sets expectations for a new hires early days. You still want to avoid a single, massive info dump, and there are a few ways you can manage your communications effectively:

Blog

For millennials, blogs are where they go for information on a specific subject. They follow beauty blogs, cooking blogs, political blogs, and more. Maintaining a regular blog about your intern program will inform the incoming group, and foster a sense of community. On top of sharing critical info, you can write about the office in general, share profiles or interviews with intern program staff or other co-workers, or even have guest posts by past interns. Think of this a both an informational and cultural immersion.

Just One Page

Keep. It. Simple. A one-page document, with streamlined info is one of the most powerful educational documents. Perfect for high level summaries, a one-pager should be easy to read, skimmable, and cover only the most pertinent information. You can include contact information  for those who have more specific questions, but the major points should be in their hands. And try to avoid sending more than one of these. Five one-pagers are a five page document!

Social Media

Creating a social media presence for your program can help you connect with your interns, and interactive options, like a private Facebook Page, can help the interns connect amongst themselves. It’s also a great chance to poll interns on their questions or needs, and to answer their questions in a forum where others with the same questions may come across it. Community management can be time consuming, but it pays big dividends later when you’re not answering the same questions 12 times by email or phone.

relocation management software

Topics: Interns, Onboarding

Why a Relocation Isn't Finished on the Transferee's Start Date

Posted by Ryne Inman on Nov 3, 2015 9:02:53 AM

Helping a transferee complete their move is only part of the equation.

The lump sum check has been cashed, you’ve made the copies of your onboarding documents, and you’re
ready to welcome a new face to your team.

You expect a person that’s rested, focused, and ready to function at full capacity on day one, but that may not be a reasonable expectation. A relocation isn’t finished once the employee starts their job, and there are a number of reasons why this is true.

They May Still Be Relocating

Maybe their moving truck hasn’t arrived, maybe they’re in temporary housing while they search for a permanent home. The fact is that moving is a complicated, messy experience, no matter how well-packed you are or how balanced your budget spreadsheet is or how immaculately planned every step is laid out beforehand.

Factors like automobile shipping, moves involving multiple people (especially families), and the distance of a move can all play havoc on a relocation. In all of these cases, the transferee is still in the act of relocating, both physically and mentally.

That stress and effort are going to exert a mental tax on them until they can complete their move, and likely, for a period of time afterwards. Your ability to provide relocation support before, during, and after a move is critical to ensure that you are welcoming an employee that is ready to perform at his or her peak.

Knowing the Lay of the Land

Moving to a new city is daunting. There’s a new commute, possibly a dearth of friends at this point, and confusion is a frequent companion. They may have physically relocated, but the mind and comfort still haven’t caught up. It’s not quite “home” yet, and it’s a feeling we can all relate to.

Helping a transferee complete their move is only part of the equation.

Encouraging work-life balance and stress relieving activities during their early days in a new city is the other necessary half of a relocation program. Failure to properly settle into their new home is a major reason that new employees leave their positions within a year.

Use onboarding-heavy days to suggest exploration activities in the city, or even get proactive and work with them to give them a few extra days between their move and their start date to help them acclimate.

onboarding success factors

Topics: Helping Transferees, Onboarding

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