• More time for you to focus on your other work tasks
• Connection to a wide network of third parties, at reduced rates, for services such as housing search, temporary housing, and moving of household goods.
• Opportunities to benchmark your relocation program against that of other clients to ensure best practices and the competitiveness of top talent.
• Greater cost savings by leveraging discounted third parties and tax benefits
• Access to dedicated relocation technology to keep your program running at its most efficient.
• Selecting an Employee Relocation Provider

Before you even start looking for an employee relocation company, you and the other decision-makers in your business need to define what you are most looking for in a provider.

Make a list of your top wants and needs, and stick to it throughout the selection process. Start by considering your own business: Is cost the most important motivator for your business? Is it service satisfaction? Is it both, or something else entirely, like RMC’s management structure or years of experience?

Also, take into account the size of your business and the anticipated number of relocations per year. RMCs vary in size from thousands of workers across numerous continents or businesses situated in one workplace to streamline delivery and communications.

• If the RMC works as a provider for your company or a partner in your relocation efforts
• RMC’s ability to remain flexible and responsive to change as the needs of your business or employees evolve.
• Efforts to go the extra mile when it comes to customer service, as it is more expensive to hire a new employee than it is to relocate an exceptional one.
• Ability to combine customer service efforts with cost-saving initiatives to justify the expense of such an important resource for your employees
• Experience in supply chain management, as RMCs use their own network of on-the-ground providers for tasks such as apartment tours, pet transportation, and language training for their employees.

Most RMCs work with some kind of specific relocation technology. This could be something created by their own developers, or there are off-the-shelf products available for purchase, which are then customized to RMC’s brand.

The employee’s relocation counselor works with technology, which typically triggers action items for each authorized service. From marketing assistance to spouse/partner services, each element is mapped with system touchpoints and triggers along the way to ensure constant follow-up from the counselor.

Keep in mind that your RMC technology should not replace regular and ongoing employee communication. It should enable a proactive service approach rather than being reactive to employee needs, wants, or concerns.

The underlying factor in any relocation technology is to drive the assigned services and deliver results that prevent any missteps or missed deadlines before they occur.