Our Mid-Year Trends Webinar revealed that A LOT has changed in the past six months, and those who manage talent mobility may need to tweak their strategy to keep pace.
Employee-initiated relocations are on the rise, and more companies are realizing they need a sound strategy to support these ambitious, skill-hungry move-makers!
In the second episode of our educational video series, Shawn Sweeney shares how modern technology solutions can supercharge how we manage Core/Flex programs and drive great employee experiences.
AutoZone's Lindsey Sells joins Jen Connell for the 5th episode of our hit video series to explore how to elevate the mobile employee experience.
Can you prioritize cost containment while simultaneously working towards ensuring your mobility program is inclusive to a diverse pool of talent? Absolutely.
According to a recent roundtable we hosted, corporate mobility managers have some burning questions about flexible mobility program design and execution!
In the Q&A session following a recent webinar, Laura Levenson weighed in on the value and prominence of tech-driven self-service mobility programs in 2023.
Advancements in mobility tech are undeniably revolutionizing the industry, but the need and importance of humans in managing your mobile talent is stronger than ever.
As the crisis in Ukraine unfolds, we are working in tandem with our valued partners to keep you updated with what you need to know to keep your assignees safe.
In-person intern programs are back in action, so it may be time to re-evaluate how you're housing this young talent.
Tennis star Novak Djokovic's attempts to enter Australia are an excellent reminder of the challenges facing international business travelers and the negative impact of less-than-stellar global mobility compliance.
What's the right number of internal staff to support your company's global relocation program? It's a question that comes up often these days.
For corporate global mobility leaders, the current state of Volatility, Uncertainty, Complexity, and Ambiguity will require careful attention to new methods and practices that have emerged through the pandemic.
In part three of our blog series on virtual assignments, we examine this issue from perhaps the most important perspective: the corporate mobility manager's.
Most workforce mobility policies are designed to manage the relocation of a nuclear family to destinations where they may easily adapt. But today’s assignee population includes a wider range of genders, ethnicities, needs and abilities, all requiring non-traditional support to thrive on an international transfer or assignment.
As lockdowns and travel restrictions are gradually lifted, talent mobility is poised to fuel many reopening strategies.
It’s been several months since the pandemic surrounding COVID-19 did what would have seemed almost impossible before 2020: It ceased mobility and travel on a global basis for an extended period of time.
When freedom of talent mobility resumes -- whether that comes sooner or later -- attention to Duty of Care will be even more critical than ever.
With whispers of a possible global recession filling the air amid the Coronavirus pandemic, mobility managers are reviewing their mobility spend to ensure they're meeting the needs of the mobile workforce, as well as their organizational objectives.
Our Global Practice Leader in our Advisory Services group, Laura Levenson, attended the Bay Area Mobility Management’s (BAMM) annual conference in San Francisco, CA to co-facilitate a future mobility workshop.
It still seems a little surreal that after years of discussion and negotiation, we are now a month post-Brexit. Yet, questions still remain: what will happen after the transition period and how will it impact global mobility?
With the focus on diversity and inclusiveness, supporting the needs of relocating employees, and enhancing the employee experience, it’s time to explore the topic of gender diversity and how companies can encourage more women to relocate.
This is the time of year when we show love and while everyone loves that heart-shaped box of chocolates and bouquet of roses on Valentine’s Day, the most impactful gifts are the personal ones. The same can be said for your mobile employees.
Everyone’s talking about the gig economy these days, and the mobility industry is no exception. The “gig economy” is a labor pool characterized by non-traditional, short-term working relationships, typically independent in nature (think Uber for freelancers).