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Building the Ideal Employee Lifecycle for your Employees

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Employee experience matters.
How can you ensure that each stage of their experience is optimized? How does the employee lifecycle shift for expat employees? The immigration and relocation process can become game changers for your employee’s experience.

Experts from UrbanBound and Envoy, a leading immigration services provider, will walk through the ideal employee journey for foreign national and expat employees.

Want to watch the webinar recording? Click here: http://resources.urbanbound.com/webinar-building-the-ideal-expat-journey

Published in: Recruiting & HR
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Building the Ideal Employee Lifecycle for your Employees

  1. 1. +
  2. 2. MEET THE PRESENTERS Erin Wasson // Vice President of Marketing UrbanBound Erin is the VP of Marketing of UrbanBound, a Relocation Management Software provider reshaping the way employers offer and administer relocation benefits to their employees. Erin thrives in conceptualizing, creating and cultivating brands. Her passion has led her to be on the founding team of two successful HR tech startups — Hireology, a web-based hiring solution, along with UrbanBound. She leads UrbanBound's marketing team in creating conversations online around the pain points, trends and growth in the HR Tech and Relocation space. Jamie Gilpin // CMO Envoy Jamie, a veteran to the HR technology industry, brings over 15 years of sales, marketing, and branding experience to Envoy. As CMO, she plays a key role in driving a powerful brand for Envoy that represents its dedication to providing education, support, unparalleled value and a better experience for both businesses and employees navigating the immigration process. Prior to Envoy, Gilpin was the vice president of marketing at CareerBuilder where she studied the relationships between job seekers and employers for over a decade and became passionate about solving the skills gap. Jamie has spoken on the skills gap, workforce trends, big data, and technology at numerous industry conferences and in media interviews.
  3. 3. ABOUT ENVOY The global immigration process is frustrating, confusing, stressful and inefficient. For nearly 20 years, Envoy has been on a mission to fix that. We combine expert legal representation with innovative technology to deliver the only platform that makes it seamless for companies to hire, mobilize and manage a global workforce. growth in last 2 years 51% 190 Secure work authorization in countries around the globe 98% +Envoy-affiliated attorney case approval rate for over 30,000 cases* 1,000+customers 80+Average NPS *Approval is not guaranteed in any given case; approval depends on the specific facts and legal circumstances of each case. This excludes B-2 visas. Website, technology platform and administrative services provided by Envoy Global Inc., a Delaware corporation. Legal services provided by Envoy-affiliated attorneys.
  4. 4. ABOUT URBANBOUND As a leading provider of Relocation Management Software, UrbanBound empowers companies with the technology to administer, track, and optimize relocation benefits, while providing a tailored employee experience.
  5. 5. + THE WHY Employee experience impacts your bottom line THE WHAT Building the ideal employee lifecycle for your expat employees THE HOW Tips and best practices for each step from onboarding through retention
  6. 6. + EMPLOYEE EXPERIENCE IMPACTS BOTTOM LINE
  7. 7. Global Talent Landscape International assignments increased by 25% in the last 10 years and expected to double by 2020
  8. 8. CEOS ARE CONCERNED ABOUT A WIDE RANGE OF RISKS 82% 80% 77% 74% Uncertain economic growth Over-Regulation Availability of Key Skills Geopolitical Uncertainty
  9. 9. CEOS ARE LOOKING MORE WIDELY TO FIND THE SKILLS THEY NEED We promote talent diversity and inclusiveness We’ve changed our people strategy to reflect the skills and employment structures we need for the future We move talent to where we need it We seek out the best talent regardless of demographics or geography
  10. 10. GLOBAL WORKFORCE IS KEY TO OVERCOME TALENT GAPS
  11. 11. GLOBAL TALENT ACQUISITION IS KEY 63% of employers say sourcing foreign national employees is very to extremely important to their talent acquisition strategy. Up significantly from 42%last year How important is sourcing foreign national employees to your company’s talent acquisition strategy?
  12. 12. GLOBAL WORKFORCE IS KEY TO OVERCOME TALENT GAPS 55 percent of employers expect their company’s foreign national headcount to increase in the next year, a significant increase from 34 percent last year
  13. 13. MOBILIZING TALENT IS CRITICAL 59 percent expect their demand for work authorization and/or business visas in jurisdictions outside the United States to increase in the next year
  14. 14. Companies with standard onboarding process experience 50% greater new hire retention 50% WHY IS IT IMPORTANT? 69% of employees are more likely to stay with a company for three years if they experienced a great onboarding process 69%
  15. 15. GETTING THEIR VISA HELPING SPOUSE WITH TRANSITION PACKING CURRENT HOUSE KEEPING UP WITH CURRENT WORKLOAD LEARNING A NEW LANGUAGE SETTING UP UTILITIES SECURING STORAGE BOOKING MOVERS FINDING NEW SCHOOL FOR KIDS PREPARING FOR NEW JOB FINDING A NEW HOME WHAT ARE THEY GOING TO DO WITH THEIR CAR FIGURING OUT HOW TO GET TO NEW OFFICE DISCOVERING A NEW CITY YOUR EMPLOYEE
  16. 16. BUILDING THE IDEAL EMPLOYEE LIFECYCLE +
  17. 17. LET’S TAKE A LOOK AT THE STANDARD HIRING PROCESS OFFER PROCESS TRAINING AND ASSIMILATION FIRST DAY OF WORK AND ORIENTATION HIRING MANAGER INTERVIEWS RECRUITING & SCREENING
  18. 18. LET’S TAKE A LOOK AT THE HIRING PROCESS WITH EXPATS RELOCATION IMMIGRATION PROCESS OFFER PROCESS TRAINING AND ASSIMILATION FIRST DAY OF WORK AND ORIENTATION HIRING MANAGER INTERVIEWS RECRUITING & SCREENING WE ARE GOING TO FOCUS ON WHERE WE TYPICALLY SEE COMPANIES LOSE SIGHT OF THEIR EMPLOYEE EXPERIENCE
  19. 19. The biggest mistake employers can make is losing sight of the employee experience during a critical part of the process
  20. 20. The biggest mistake employers can make is losing sight of the employee experience during a critical part of the process IMMIGRATION & RELOCATION.
  21. 21. MOBILITY TEAM OR PROVIDER HR TEAM employee hand off main reason this happens… typically this is where the employee handoff occurs
  22. 22. Peak-End Experience 22 The more intensive the peak the more positive the end, the better the evaluation of the overall experience. The brain establishes the overall assessment mainly from the average value between the peak moment and the end.
  23. 23. Every company has some version of this for their employees.
  24. 24. HOW DOES IT CHANGE FOR YOUR INTERNATIONAL EMPLOYEES AND EXPATS?
  25. 25. TIPS FOR EACH STAGE +
  26. 26. • RECRUITING • OFFER PROCESS • IMMIGRATION • RELOCATION • “WAITING PERIOD” • ASSIMILATION • RETENTION & REPATRIATION +
  27. 27. THE RECRUITING PROCESS +
  28. 28. 29 CREATE A DIGITAL HIRING BRAND
  29. 29. USE YOUR WEBSITE TO SHARE YOUR CULTURE
  30. 30. HELP YOUR EMPLOYEES UNDERSTAND THEIR CAREER PATH
  31. 31. DON’T FORGET TO BE TRANSPARENT ABOUT YOUR BENEFITS
  32. 32. IF YOU OFFER RELOCATION AND IMMIGRATION INCLUDE IT IN YOUR JOB DESCRIPTION
  33. 33. THE OFFER PROCESS +
  34. 34. seek to leverage both technology and benefits to increase your offer → acceptance
  35. 35. Acme Company makes it a priority to ensure every employee feels supported from the moment their offer is accepted. For you, this begins with your relocation experience. We’ll give you the tools to complete this life event in a way that eases stress and creates excitement by providing web-based Relocation Management Software to assist with your move and distribute your benefits in a way that’s natural and easy for you.
  36. 36. More than 83% of employers offer immigration-related perk packages KNOW WHAT’S important TO YOUR EMPLOYEE
  37. 37. WHAT’S IMPORTANT TO OUR EXPAT CANDIDATES? 1. Higher salary 2. More job growth / responsibility 3. Better benefits 4. Green card sponsorship 5. Family / friends working at the organization WHAT WOULD MOST ENTICE YOU TO LEAVE YOUR CURRENT COMPANY AND WORK FOR A DIFFERENT ORGANIZATION
  38. 38. GREEN CARD POLICY IS IMPORTANT How important is a green card policy in your desire to seek out or accept a position with a company?
  39. 39. GREEN CARD POLICIES
  40. 40. ONBOARDING STARTS THE SECOND YOUR CANDIDATE ACCEPTS THE OFFER
  41. 41. THE IMMIGRATION PROCESS +
  42. 42. Immigration Process is the Biggest Drawback
  43. 43. Candidate Experience – Visa Application All groups identified lag time as their top complaint, but non-STEM expats tended to be more bothered by a lack of control — 20% versus 8% of STEM workers.
  44. 44. 36% OF EXPATS WHO HAD A POSITIVE IMMIGRATION APPLICATION EXPERIENCE SAID DIRECT ACCESS TO ATTORNEYS FOR THEMSELVES AND FAMILY WAS THE BEST PART
  45. 45. Employer Perspective on Immigration ProcessBIGGEST U.S./INBOUND PAIN POINTS 41% of Foreign Nationals say the biggest drawback of working here is the immigration process. For Employers, one of the biggest pain points is managing Foreign Nationals questions and anxiety (25%)
  46. 46. Leverage technology to collaborate effectively and empower your employees Give your employees transparency and control over their application and status Automate communication - No news vs. good news
  47. 47. GLOBAL/OUTBOUND PAIN POINTS
  48. 48. THE RELOCATION PROCESS +
  49. 49. 50 EVEN THOUGH RELOCATION AND ONBOARDING ARE SEPARATE PROCESSES, THEY NEED TO BE A PART OF THE SAME SYSTEM
  50. 50. 5 COMMON ROADBLOCKS DURING RELOCATION FOR YOUR EXPATS 1. Everything takes a lot longer in international moves - managing time expectations is important 2. Clearly written policies are key to ensuring everyone is on the same page 3. Communication breakdowns can often occur between the multiple suppliers, HR, and relocating employee 4. Employee expectations for international moves are much greater than domestic 5. Time differences can create delays
  51. 51. HOW TO GET A DRIVER’S LICENSE HOW TO SIGN A LEASE HOW TO GROCERY SHOP DESTINATION SERVICE PROVIDERS ARE AN INVALUABLE BENEFIT
  52. 52. THE “WAITING PERIOD” +
  53. 53. 58
  54. 54. IT IS CRUCIAL TO MAKE THE MOST OF YOUR EMPLOYEES’ TIME DURING THIS WAITING PERIOD
  55. 55. HOUSEHOLD GOODS SURVEYS SHOULD BE COMPLETED DURING THE WAITING PERIOD
  56. 56. HELP THEM LEARN ABOUT THEIR NEW CITY THROUGH THE BEST LENSE POSSIBLE
  57. 57. CREATE A CENTRALIZED LOCATION SOLELY FOR ONBOARDING Organizes questions, documents, and any information they might need to know
  58. 58. THE ASSIMILATION PROCESS +
  59. 59. 31% OF EMPLOYERS SUPPLY CULTURAL ASSIMILATION TRAINING FOR EXPATS
  60. 60. 1. Additional orientation training 2. Cultural assimilation training 3. Language classes 4. An established mentorship program 5. Amenities such as prayer/meditation room, authentic cuisine, etc. How to help expats better adapt to company culture:
  61. 61. ● Things like hello, thank you, and vocabulary for ordering food are hugely beneficial right off the bat. ● If there is no change of language, there still may be some big differences in communication. ● Hand gestures and body language are a very underrated difference in communication as well. BUILD ON THE TRADITIONAL LANGUAGE TRAINING
  62. 62. RETENTION & REPATRIATION +
  63. 63. GOOD NEWS - EXPATS ARE LOYAL
  64. 64. Companies with standard onboarding process experience 50% greater new hire retention 69% of employees are more likely to stay with a company for three years if they experienced great onboarding New employees who went through a structured onboarding program were 58% more likely to be with the organization after three years
  65. 65. HOW TO IMPROVE FEEDBACK CHANNELS FOR YOUR EMPLOYEES 1. Anonymous surveying 2. Mentorship Programs 3. 30-60-90 Day Plan 4. 360 Degree Reviews 5. Town Hall Meetings
  66. 66. REPATRIATION IS USUALLY EASIER LOGISTICALLY… BUT CAN SOMETIMES BE MORE EMOTIONALLY STRESSFUL
  67. 67. ++
  68. 68. + HRCI: 314144 SHRM Activity ID: 17-OWJJ3

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