Insight Noise Canceling Talent Mobility

Noise-Canceling Talent Mobility

In talent mobility, the concept of noise is rarely referenced in a positive context. Inevitably, the mention of noise in relation to mobility is followed with a story of an unpleasant relocation experience. However, noise does not have to carry a negative connotation or be used to describe a negative relocation experience.

Noise as Life, Noise as Failure

There is another perspective on noise for the talent mobility industry. Noise comes with the territory. Noise means life. Silence is not an effective indicator of a healthy program. In fact, the opposite could be true. An acceptable level of noise indicates that the program is moving and humming along. The level and type of noise can provide insight into a variety of issues. The issues that cause the noise could be opportunities for the relocation management partner to innovate, expand, and find solutions such as policy recommendations, benefit enhancements or opportunities for technology improvements.

There are times when a noise is an indicator of failure. If you are hearing the same noise repeatedly, it’s likely you have a problem that needs a solution. Several assignees expressing their dissatisfaction with communication timeliness, late expense payments or other recurring themes should be addressed immediately. These kinds of noises are not pleasant and are a strong indicator that somewhere in the process, a step requires fixing. Ideally, a quality relocation management company (RMC) will have a type of preventive maintenance program in place to address such noises before they become the recurring variety, and will communicate them regularly to the client

Keys to True Noise-Canceling

The question remains: Is noise-canceling talent mobility possible? The answer is a soft yes. The keys to having a truly noise-canceling talent mobility program are twofold. The first is to have a proper definition of noise. It is important to examine the types of noise and determine the program’s definition of noise. Which noises are healthy, and which noises require some changes? Which noises are tolerable, and which noises will lead to painful circumstances? Remember, some noises are positive and should not be canceled—silence is not always golden.

The second key component is to partner with a quality RMC. The role of the RMC is to design a mobility program that properly identifies noise. The RMC should be able to eliminate the negative and innovate from the positive noise. One critical aspect that the RMC must have is a robust supply chain.

A high-quality supply chain program will be able to demonstrate not only noise-canceling elements, but also cost savings. A high-quality supply chain should be compliant, collaborative, and agile, with global reach.

Compliance throughout a supply chain is a must in today’s global economy. A robust global supply chain ensures that compliance standards are adapted, understood and adhered to with every supplier in the network. The compliance standards must also be enforced with every supplier in the network with the same level of diligence that the RMC adheres to. Communication and training are two critical aspects of a successful program. Many companies claim compliance is important but offer little to support their claims. A documented, audited process with a globally compliant supplier network is a critical necessity for a successful supply chain program.

The quality of a global supply chain can be measured only by the suppliers in the network. If the suppliers in the network do not have a vested interest in the relocating employee’s experience, then the likelihood of success is minimized. A collaborative supply chain regularly measures supplier performance and communicates results on a frequent basis. They also have open channels ensuring a flow of relevant information and data. These channels communicate the needs of the client down the supply chain while pulling back relevant feedback and details from the supplier partners locally. This data allows the RMC to properly advise the client when policy decisions and other mobility factors could be impacted. A collaborative supply chain looks beyond the transactions and cultivates a functional relationship with their global network of suppliers.

The global economy is ever changing, and the need to implement quickly is critical in today’s talent mobility landscape. The RMC’s supply chain needs to be dynamic and agile in order to adapt to new business environments and endeavors. Partnering with an RMC with an agile and responsive supply chain will provide cost containment and savings when your talent mobility program needs to act quickly in new markets or business environments.

Finally, a robust supply chain requires global reach with local understanding and knowledge to complete service offerings while anticipating trends and emerging markets. Today’s talent mobility program requires the complete array of service offerings on a global scale, and the RMC with the necessary global reach will not just follow process and procedures on a global scale; they will create the best practices.

The Right Fit

This is by no means an exhaustive list; however, this combination of characteristics ensures that the program will have the right fit. Additionally, there will never be an overwhelming amount of silence with the program while the reoccurring troublesome noises are canceled through collaborative support programs. The only sounds that should remain will be the hum of a healthy talent mobility program.

“Excerpted from a February 2018 article in Mobility magazine, the publication of Worldwide ERC®. Reprinted with permission. View the full article at