Fill the Gaps in Relocation Support with a Globally Local Approach

In a world where more people are moving further and more frequently than ever before, employers need to provide localized information and support to facilitate the social integration of global employees and their families abroad. This is a fundamental expectation of global mobility and HR teams sending employees on foreign assignments and recruiting global talent. However, standardized processes and a one-size-fits-all approach are leaving gaps in relocation support, which is why a globally local approach is so crucial.

InterNations Business Solutions Globally Local

While international recruiting has been made easier by the emergence of large business and employment-oriented platforms, and the logistical aspects of moving are being successfully managed by relocation service providers, employers sending employees abroad on foreign assignments or recruiting global talent are having trouble providing the more personal aspects of relocation support. Support to integrate and feel at home in the local culture cannot be effectively provided on a global scale and can only be successfully delivered locally. While local case-by-case management is costly to the time and resources of companies at best, and unrealistic at worst, some of these more innovative aspects of relocation assistance can be achieved through social support from other expats and locals within the local community — through a globally local approach.


What Globally Local Means

A global network broken down into 420 local communities to make it possible for people to connect on a local level — this is the globally local concept that underpins InterNations, the world's largest expat network.

This approach can help expats to overcome some of the most challenging aspects of living and working abroad and improve gaps in relocation support that employers cannot necessarily fill on a local level. It is, therefore, a valuable approach for employers who want to offer localized support to foreign assignees, international hires, and relocating spouses on a global level. 

Relocation Support: Striking the Right Balance Between Standardizing and Localizing

Employer support to integrate global employees cannot be effectively provided on a global scale. Read more...


A Globally Local View on Talent Mobility

The business world is becoming more connected, as companies continue to offer their products and services globally and the workforce is increasingly borderless. In this progressively globalized business and global talent mobility landscape, however, local factors remain very important. Adopting a globally local position can help employers trying to strike the right balance between standardizing and localizing relocation support for global employees and their families.

To gain deeper insights, InterNations Business Solutions launched the Expat Insider Business Edition: Country Focus survey report. It takes a localized approach and explores specific countries and how foreign assignees, international hires, and relocating spouses experience both the relocation support they received in those countries, as well as aspects such as their ease of settling in and happiness there.

If employers want to keep certain countries as attractive destinations for global talent and increase their willingness to move abroad for work, they need to understand the relevance of both practical and personal support — for both global employees and their spouses.

Gaps in Relocation Support for Global Employees in the UK and USA

A stronger balance in terms of practical and personal support for global employees seems to be needed. Read more...


Globally Local Challenges

As the global talent mobility landscape continues to evolve, there is a need to identify ongoing trends and what these mean for employers sending employees abroad on assignment or those recruiting global talent. These trends also shape the relocation support employers need to provide to assist global employees — and their relocating spouses and families.

One trend, for example, is companies continuing to access emerging markets, meaning employees are increasingly being sent on foreign assignments to more isolated locations (and potentially less desirable) than the large expat hubs. Employers need to accept that it is their responsibility to ensure that these employees are happy, well settled, and integrated abroad, and provide local networking and socializing opportunities to achieve this. Such support will produce happier and better integrated employees, which, in turn, has a direct impact on business goals and workplace productivity.

Spouses in Remote Locations Need More Support. Here's Why.

Foreign assignments in remote locations can place heightened pressure on foreign assignees and their families. Read more...


A Hot Globally Local Topic: Brexit

The Brexit uncertainty is having tangible effects on British and European companies and nationals. One thing that is already certain, is the fact that employers can anticipate more disruption and change in global mobility, international recruiting, and talent retention.

Employers are already wary of the uncertainty surrounding Brexit when making hiring decisions as are professionals when making decisions regarding their career. Although the full effect of Brexit remains to be seen, it is certain that sourcing and retaining global talent is increasingly difficult for companies in the UK and Europe. A CBI survey indicated that 82% of large UK businesses have set up an internal taskforce to project manage Brexit preparations, and 77% of all UK businesses surveyed are looking at what consequences Brexit will have on their access to people and talent.

How Hard-Brexit Could Affect Employers and Expat Employees in the UK

The global talent market is destined to change in light of a hard-Brexit. Read more...

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