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Global Mobility Objectives and Immigration
Businesses worldwide are looking to tap into international talent pools, as global expansion is now a critical component to success. Moving individuals to the right roles in new locations, and fast, can provide a company with a significant competitive advantage. However, a company's desire for talent mobility may face hurdles and roadblocks in securing work authorization for their employees as part of an international move. How, then, can companies align their global mobility objectives with rapidly changing immigration rules and regulations?
Centralize the Process
Employers should consider establishing dedicated teams to facilitate the process even if a company outsources its relocation and immigration matters. A decentralized approach, one without any set contacts at either a local or a global level, will lead to an inefficient program, missed opportunities, and a lack of minimum consistencies. Employers must have a formalized policy in which management and human resources are involved in the decision-making process of each foreign hire. A centralized policy also allows the immigration process to be easily measured, both in time and in cost. Dedicate one group to maintain responsibility for the immigration function and to oversee the international movement of employees. This type of centralized model ensures the highest level of consistency, simplifies expat administration, and eliminates redundant processes.
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