Importing Talent: Destination Services for US Inbound Assignees
As with any cross-border move, there are a host of personal and legal matters which need to be properly addressed. Historically, companies headquartered in the
US
have underestimated the difficulties of assimilation by foreign nationals. While most US based organizations offered dedicated DSP services for US outbound candidates, inbound assignees may receive limited support from the HR/staffing department because of the perceived ease of transition to the US. However, given the increasing nuances of cross-border relocations in a post 9-11 world, utilizing Destination Services is key to building a solid global mobility program according to responses to the most recent Paragon Pulse survey.
Due to the advent of the global marketplace,
US
talent management has shifted from role of exporter to an importer. Fortunately, results from the April 2009 Paragon Pulse survey indicate a shift in the utilization of Destination Service Provider (DSP) services. Nearly 80% of US based employers reported use of Destination Services when transferring foreign nationals inbound to the
US
. Among the companies surveyed, 94% use Homefinding services to help their transferring international assignees and their families get settled.
As many employers may have learned the hard way, when an international assignee struggles with acclimating in their new environment, it impacts their job productivity. Taking the preventative steps to ensure the international assignee has the necessary resources in place for a smooth transition can save companies a considerable amount of time, energy, and money.
Time has also proven that it is not enough just to ensure the international assignee and family (if applicable) get settled . Many companies are also realizing the long-term benefits of addressing other core family needs such as educational and career assistance programs for the accompanying family members through the use of a DSP services. In the past, much of this support was found within an HR function. However and as the survey results confirm, these services also appear to be shifting from the HR/staffing departments to relocation management companies and DSP’ providers.
Visa requirements, obtaining drivers licenses and a social security card are all issues that are much more complicated today than they were in the past which further contributes to eliciting the assistance of DSP service providers. Molly Feldman, CRP, GMS and Theo Kenealy, CRP, GMS in a recent Mobility Magazine write:
“A focus on homeland security, identity theft, privacy concerns, and immigration fraud has increased for
U.S.
and global employers. This has created increasingly complex processes for securing a Social Security number, a U.S. bank account, a state driver’s license, and utility services, as well as increased challenges in the ongoing settling-in experience. These complexities have resulted in delays of up to two to three months to the process expatriates faced a decade ago.”[1]
It is clear that mobility leaders are taking to right steps today to secure the expertise of DSP’s within the
US
when attempting to make their international assignee transfers as smooth as possible. This trend is a promising sign for international assignees who can be more assured that their company will provide them with necessary steps to make their new personal and professional life a success.
