The Moving Experience

12/05/2014

What are the top 3 tactics you use to attract top talent?

12/05/2014

Statistics show that a transferee spends 30% of his or her work time dealing with the details of the move.

Here are 5 tips on how to make them more productive.

1. Give them enough money to move so they don't have to constantly worry about how to pay for their move.
2. Use a relocation company to assist them in the details of the move.
3. Shorten the move time by making sure they know of the risk of over pricing their home.
4. Provide counselling on how to move, or at least information on how to do it.
5. Involve their spouse in this counselling or the dissemination of this information.

Learn more at http://www.tmerelo.com/top-talent/executive-employer?utm_source=facebook&utm_medium=social&utm_campaign=employer1_120514

The Moving Experience is focused on advising and creating unique relocation programs for small to mid-size firms. Our expertise helps you effectively bridge the gap between your budget and your executive transferee's required benefits.

12/02/2014

What do you offer to upper level managers and executives you relocate?

12/01/2014

What do you do to retain your best performers, especially when they have relocated?

12/01/2014

One of the most prevalent problems for an employer, in considering an applicant, is whether they are “underwater” in terms of their likely sales price versus their mortgage. Too often a transferee is hired, only to find out that he/she cannot afford to move. Follow these possible strategies to make sure this does not happen.

1. Have the applicant research the current value of the home versus their mortgage balance. The estimate of value should come from a reliable source and not just “Zillow” or an agent that values the home higher than it is just to get the listing.
2. Make sure that, if the home is underwater, the transferee has sufficient funds to make up the difference.
3. Have the candidate investigate whether he/she can get a 3% down FHA mortgage in the new location.
4. Have the candidate contact a relocation service provider to assist in all of the above, as it may be uncomfortable for you to bring these things up.

Learn more at http://www.tmerelo.com/top-talent/executive-employer?utm_source=facebook&utm_medium=social&utm_campaign=employer1_120114

The Moving Experience is focused on advising and creating unique relocation programs for small to mid-size firms. Our expertise helps you effectively bridge the gap between your budget and your executive transferee's required benefits.

11/26/2014

If you personally were faced with a job relocation - what would be most important to you in making the decision to say “yes”?

11/26/2014

You should not hesitate to negotiate benefits by using a proper strategy and knowledge that could net you hefty sum of additional benefits, and save your employer money as well.

Use these strategies in your corporate relocation negotiation process:
1. Get your relocation benefits package early.
2. Know what it will cost you to relocate.
3. Know what relocation services are available to you if the company does not provide any.
4. Ask lots of questions about the new position and compensation package.
5. Make a negotiation plan.

Learn more at http://www.tmerelo.com/top-talent/executive?utm_source=facebook&utm_medium=social&utm_campaign=transferr1_112614

The Moving Experience is focused on advising and creating unique relocation programs for small to mid-size firms. Our expertise helps you effectively bridge the gap between your budget and your executive transferee's required benefits.

11/19/2014

How much does it cost to have an executive leave?

According to studies, the average cost of losing an employee averages 80% of their base salary and 215% for an executive. For a transferee, when figuring in another relocation, it may cost much, much more.

And that is not to speak of the loss of profitability that occurs when a valuable employee leaves. If the person replacing him or her is not as good, here is what occurs:

A. Revenue may go down.
B. Expenses may go up.
C. Your strategic plan could be in jeopardy.
D. Moral of those around him or her will drop as they wonder why they left or whether the "grass is greener" somewhere else.

For an executive, these are particularly true. Mid-sized and smaller companies are more at risk as the executive has a large part to play in the company's stability. Here, the costs can be in the millions.

Learn more at http://www.tmerelo.com/top-talent/executive-employer?utm_source=facebook&utm_medium=social&utm_campaign=employer1_111914

The Moving Experience is focused on advising and creating unique relocation programs for small to mid-size firms. Our expertise helps you effectively bridge the gap between your budget and your executive transferee's required benefits.

11/14/2014

During a corporate relocation, here are some tips on what not to do:

1. Don't assume that your relocation will take a short period of time. The average, nationwide, is 4 to 5 months.
2. Don't spend work time dealing with the details of your move. Use the period after or before work. The average transferee use 30% of work time dealing with this. The first 90 days of your new position is the most critical and many transferees suffer from the lack of time to deal with all facets of learning the requirements of the job, making crucial planning decisions, evaluating subordinates, and most importantly, developing relationships with superiors and other employees, from other areas, who are important to your job performance.
3. Don’t take your employer's first offer of benefits. 70% of employers will negotiate, while only 30% of transferees even try to get more.
4. Don't buy a home until your present home closes. Today, over 15% of deals fall apart due to financing issues.
5. Don't overprice your home. Every month it sits unsold costs you over $3,000 in temporary living.

Learn more at http://bit.ly/1EEkU9w.

The Moving Experience is focused on advising and creating unique relocation programs for small to mid-size firms. Our expertise helps you effectively bridge the gap between your budget and your executive transferee's required benefits.

11/12/2014

Recruiters and managers sometimes get the difficult task of convincing a new candidate that corporate relocation and a new position are right for them. Many of them waste valuable time on candidates that cannot or will not move given your benefits, or the lack of them.

Check out these five fast tips to improve the appeal of corporate relocation:

1. Do some research ahead of time on the likely costs of a relocation opposed to what you are offering.
2. In your job posts, state whether relocation benefits are available.
3. Discuss relocation benefits at the earliest possible time, so you do not waste time on applicants who will not move due to insufficient benefits.
4. Eliminate the taxes that devour 40% to 55% of your benefits.
5. Reinforce the total opportunity versus their likely costs of relocating after your benefits.

Learn more at http://bit.ly/1v4iFgh.

The Moving Experience is focused on advising and creating unique relocation programs for small to mid-size firms. Our expertise helps you effectively bridge the gap between your budget and your executive transferee's required benefits.

11/06/2014

As a candidate for corporate relocation, you’ll be a part of negotiations that eventually determine what kind of relocation package you’ll be receiving for the move.

Most relocation packages today are lump sums of money. However, they are not related to your actual moving expenses. There are a lot of costs to the move, but most transferees do not consider all of them, and often base them on erroneous information (or just guess).

Here are some of the most common expenses that transferees fail to estimate with any accuracy:

1. The cost of moving household goods and all of the methods of accomplishing this.
2. Brokers’ commissions and closing costs. You need the likely sales price and local closing costs and commissions, that are not readily obtainable or are very inaccurate (like Zillow).
3. Temporary living and the time you will likely need to need it.
4. Return trips home to see the family while in temporary living.
5. The amount of taxes that you will have to pay.

Learn more at http://www.tmerelo.com/top-talent/executive?utm_source=facebook&utm_medium=social&utm_campaign=transferr1_110614.

The Moving Experience is focused on advising and creating unique relocation programs for small to mid-size firms. Our expertise helps you effectively bridge the gap between your budget and your executive transferee's required benefits.

11/03/2014

Here are some startling statistics on corporate transferee retention. After relocating, 20% of transferees voluntarily leave and 50% leave over five years. Here are five tips on how to keep them:

1. Offer them reasonable relocation benefits that pay for at least 50% of their expenses. Otherwise they will harbor resentments.
2. Tax protect their benefits.
3. Give them the true nature of your company’s culture during the interview process.
4. Give them "pats on the back" for a job well done, early and often.
5. Give regular performance reviews so they know where they stand.

Learn more at The Moving Experience - http://www.tmerelo.com/top-talent/executive-employer?utm_source=facebook&utm_medium=social&utm_campaign=employer1_110314.

The Moving Experience is focused on advising and creating unique relocation programs for small to mid-size firms. Our expertise helps you effectively bridge the gap between your budget and your executive transferee's required benefits.