If you're looking to hire international executives, you need to be aware of the complexities of relocation and visa processes. According to our report on the global workforce revolution last year, 81% of the technology workers surveyed would move to a new region, state, or country if they could do so without jeopardizing their career prospects. To keep your best employees, you must be able to offer them the location flexibility they want. When relocating and hiring international executives, it's important to meet immigration and visa requirements and comply with local labor laws.
For example, if a person is leaving the U. S. Department of State to work in Italy, they would need an entirely new employment contract that reflects local laws. If they were to move from Italy to Mexico, they would be entitled to a 13-month monthly salary and their salary could only be deposited in a bank approved by the government. Once you have a clear idea of your needs and objectives, you can compare different options and scenarios for relocating and hiring your candidates.
You can explore various types of visas, sponsorship models, relocation packages, tax implications, and cost-of-living adjustments. You can also consider alternative solutions such as remote work, local hiring, or outsourcing. By comparing the advantages and disadvantages of each option and scenario, you can weigh the benefits and risks and choose the most appropriate and cost-effective option for your situation. The best practice is to cost-effectively manage international relocations to the U. Use an international moving management company (RMC) with experience around the world to coordinate services with accredited international providers and ensure cross-border compliance.
Employee relocation benefit policies are critical to supporting business drivers, cultures, and budgets. Employees should receive proactive guidance from RMC specialist counselors to maximize benefits. Counselors defend employees and expertly manage the entire process. Overlooking details or taking shortcuts when moving international employees to the U. can entail the risk of being sanctioned for non-compliance and of not fulfilling their assigned tasks, but it can also have a negative impact on valuable talent who consider these moves as important career or growth opportunities.
Proactive end-to-end support and attention to detail directly support the success of international employees and the business objectives of companies. Recruiting internationally and moving employees can be complex for companies. HR teams must navigate the intricate web of visa application requirements, which can be time consuming and resource intensive. This administrative burden can prevent human resources professionals from focusing on strategic initiatives that contribute to business growth and employee satisfaction. Relocating employees or senior executives to new overseas offices, for example, can facilitate the international continuity of their best business practices. Knowing how to pay your employees internationally is also critical to the success of any international employee transfer.