GLOBAL WORKFORCE MOBILITY SURVEY 2017

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1 GLOBAL WORKFORCE MOBILITY SURVEY 2017

2 TABLE OF CONTENTS Top Takeaways Global Business Opportunities Are a Priority for Companies in 2017 Employers are Investing in Attracting and Retaining Global Talent Human Resources Manages Outbound Immigration Conclusion Survey Methodology

3 TOP TAKEAWAYS Employers are embroiled in an intense global battle for talent and demand for high-skilled labor is growing faster than the supply. In fact, according to the Society for Human Resource Management, 68 percent of HR professionals are experiencing difficulty recruiting candidates for full-time positions in their organizations, with those in the high-tech industry most likely to cite global competition for talent as a reason for their increased recruiting difficulty. This massive challenge, combined with fast-changing talent expectations according to PwC s Talent Mobility 2020 Report, 71 percent of Millennials expect and want an overseas assignment during their career is understandably daunting. CEOs are pointing to the mobility of their workforce as a solution with plans to increase investment in global mobility by 50 percent by 2020, according to PwC. Now, more than ever, companies ability to hire, mobilize and manage a workforce across international borders will ultimately be the decider of success. Want to see how your organization stacks up against the competition? Read on: 1 The desire of, and necessity for, employers to hire and mobilize a global workforce remains very real. Fifty-nine percent of employers expect their demand for work authorization and/or business visas in jurisdictions outside the United States to increase during the next year, with 20 percent reporting this increase will be significant. 2 The predominant rationale driving their need for a global workforce is filling key skills gaps at their organization and staying competitive in an increasingly global market. Seventy-seven percent of employers say filling a skills gap is very or extremely important in regards to their company having a global workforce, followed closely by global competitiveness (76 percent) and international transfers are critical to managing and expanding their global business (71 percent). 3 Mexico and Canada are the most popular markets for outbound immigration. Twenty-seven percent of employers say they deal with Mexico most often for outbound (non-u.s.) immigration, while 14 percent cited Canada, followed by the U.K. (13 percent) and India (11 percent). 4 Eighty-three percent of employers invest in acquiring and retaining global talent with immigration-related perks. A large majority of employers (92 percent) spends an average of $6,000 or more on immigration-related perks for each individual, while a slight majority (54 percent) spends between $6,000 and $15,999. Thirtyeight percent spend $16,000 or more. 5 Global immigration accountability lies with human resources. Seventy percent of employers have a global mobility department. Global mobility and global immigration typically report to the HR function of the organization. Almost half of employers (46 percent) say nine or more people handle the majority of the responsibilities surrounding immigration and/or global mobility. 6 Employers experience challenges with compliance in global immigration. Forty-four percent of employers have challenges understanding differing regulations in each destination country and 39 percent have challenges maintaining accurate records. The national survey was conducted online by Harris Poll from Nov. 28 to Dec. 16, 2016, with 442 HR professionals and hiring managers participating across a variety of industries and company sizes. Questions covered internal and external global immigration processes and challenges. GLOBAL WORKFORCE MOBILITY SURVEY

4 Global Business Opportunities Are a Priority for Companies in % of employers expect their need for work authorization outside of the U.S. to increase in Three in five employers (59 percent) expect their demand for work authorization and/or business visas in jurisdictions outside the United States to increase during the next year. Only 8 percent expect a decrease. Not surprisingly, companies with more global locations are more likely to say they expect their demand for global work authorization to significantly increase in During the next year do you expect your demand for work authorization in jurisdictions outside the United States for global assignments and/or business visas for jurisdictions outside the United States for global business travel to: % 3 20% Significantly increase Somewhat increase Remain the same Somewhat decrease Significantly decrease Not sure # OF GLOBAL LOCATIONS Significantly increase Somewhat increase Remain the same Somewhat decrease Significantly decrease Not sure 1-5 9% 4 3 8% 0% % 3 38% % 18% 0% % % % 8% GLOBAL WORKFORCE MOBILITY SURVEY

5 Global Business Opportunities Are a Priority for Companies in 2017 When companies look to send employees abroad, the most popular destinations are Mexico, Canada, U.K. and India. STEM companies are significantly more likely than non-stem companies to deal with the U.K. and India, while Mexico is the most commonly dealt with country for non-stem companies. Which country do you deal with most often for outbound (non-u.s.) immigration? Mexico 2 19% 3 UAE Canada Australia UK % Brazil India 1 1 Singapore 0% China Other Germany Not Sure Spain Japan Not Applicable Total STEM Non-STEM GLOBAL WORKFORCE MOBILITY SURVEY

6 Global Business Opportunities Are a Priority for Companies in 2017 The business world is in the midst of fundamental change and in 2020 and beyond, the ability of organizations to manage their global talent efficiently will mark the difference between success and failure. Talent management will become a key strategic tool, which places great responsibility on the shoulders of HR 7 of Millennials expect and want an overseas assignment during their career PwC report: Talent Mobility 2020 & Beyond Employers place high value on a global workforce. The following items are very or extremely important to more than seven in 10 employers in regards to their company having a global workforce: Extremely important Very important Somewhat important Not at all important 3 40% 20% 40% 3 1 8% % Fill skills gap Global competitiveness Foreign nationals bring valuable new perspectives to the way our company does business Foreign nationals have knowledge of markets, business practices and cultures outside the United States International transfers are critical to managing and expanding our global business GLOBAL WORKFORCE MOBILITY SURVEY

7 Employers are Investing in Attracting and Retaining Global Talent Employers invest in benefits that will more effectively acclimate expats and international employees into the local culture and their companies. Forty percent of employers pay for dependent visas and green cards for family members. Employers also realize the importance that employees place on international work and experience. Twenty-nine percent of employers offer secondments/overseas assignment opportunities. 40% Pay for dependent visa or green card applications for family members 3 Immediate green card sponsorship 29% Secondments/overseas assignment opportunities 40% Travel (free airfare to visit his or her home country, airfare for immediate family members' travel) 3 Transportation (car service, company car, rental car) 1 Do not offer immigrationrelated perk packages 39% Housing (temporary housing, corporate housing) 3 Cultural assimilation training Employers are investing heavily in this important part of their workforce. Among those offering immigration perks, a large majority of employers (92 percent) spends an average of $6,000 or more for each individual. Thirty-eight percent of employers spend over $16,000 in perks. 19% $16,000-19,999 19% $20, % $0-5,999 2 $6,000-10,999 On average, how much in total do you spend on immigration-related perks for each individual (travel, transportation, housing, cultural assimilation training, immediate green card sponsorship, etc.)? 2 $11,000-15,999 GLOBAL WORKFORCE MOBILITY SURVEY

8 Human Resources Manages Outbound Immigration Only three percent of employers outsource the responsibilities surrounding immigration and/or global mobility. As one would expect, there is seemingly a correlation with the amount of personnel handling the majority of responsibilities surrounding immigration and/or global mobility, company size and the number of global locations. See how your organization compares: How many people within your organization handle the majority of the responsibilities surrounding immigration and/or global mobility? TOTAL TOTAL # OF EMPLOYEES ,000-9,999 10,000+ NUMBER OF GLOBAL LOCATIONS All work is outsourced 20% 0% All work is outsourced # OF PEOPLE HANDLING IMMIGRATION % 1 28% % % 8% 1 10% 0% 8% 1 0% 9% 1 1 8% 9% % 1 8% 2 20% 10% % 1 19% 8% 0% % 1 28% 1 0% 10% % # OF PEOPLE HANDLING IMMIGRATION GLOBAL WORKFORCE MOBILITY SURVEY

9 Human Resources Manages Outbound Immigration Seven in 10 employers (70 percent) have a global mobility department (handling relocation assistance programs, tax and immigration). Their global mobility department most commonly reports to: Human 49% Resources 2 Operations 1 Legal 1 Finance Which function does global/outbound immigration report to in your organization? 38% Human Resources 10% Legal 1 Operations (country lead, managing director) Finance 1 Talent acquisition/ recruiting Travel 1 Global mobility Comp & benefits The main sources used to handle outbound (non-u.s.) immigration are internal legal or global mobility teams, internally created systems or external law firms. 4 Internal legal or global mobility team 4 External law firm 3 Relocation company 4 Internally created system 3 Local providers in the select country Other Not sure Not applicable to my organization GLOBAL WORKFORCE MOBILITY SURVEY

10 Human Resources Manages Outbound Immigration More often than not, issues of noncompliance stem from simple misconceptions rather than purposeful wrongdoing. Short-term business travel is often a gray area for employers. The straightforward definition of this is an employee who travels outside their base location for business and who is not on a formal assignment or transfer. In our experience, many employers may assume that a work permit is not required due to the shortterm nature of travel, which could result in accidental noncompliance if it turns out a different visa was required. According to employers, the biggest challenges surrounding compliance in global immigration are differing regulations in each destination country (44 percent) and maintaining accurate records (39 percent). What are your biggest challenges surrounding compliance? 3 3 Dif fering regulations in each destination country Maintaining accurate records We don't have any challenges surrounding compliance Not sure 39% Understanding the differences between business travel vs. work permit 4 Not applicable GLOBAL WORKFORCE MOBILITY SURVEY

11 Human Resources Manages Outbound Immigration The more global locations a company has, the more likely they are to have challenges with understanding the differences between business travel and work permits or more # OF GLOBAL LOCATIONS 3 49% % Differing regulations in each destination country % 4 Maintaining accurate records 2 28% 39% 4 5 Understanding the differences between business travel vs. work permit We don t have challenges surrounding compliance 0% 8% Not sure Not applicable CONCLUSION Global competition for talent will only continue to intensify as the world s workforce ages and the skills gap starts to feel increasingly like a canyon. Companies face serious threats of missed growth opportunities, investment lost to organizations in more STEM-capable countries abroad, stifled research and development and suffering profits. The firms that make talent mobility a priority gain a measurable competitive advantage. i4cp s 2015 Talent Mobility Matters report found that prioritizing talent mobility not only results in more globallyminded leaders, it also directly correlates to market performance in terms of profitability, revenue, customer satisfaction and market share. While global talent mobility creates high value for an organization, several risks are present around compliance and data security. In the event of noncompliance, both the company and the employee may be subject to monetary fines, could be prohibited from entering the destination country, resulting in a lost opportunity or lost business, or could even face criminal charges. It is critical that data is maintained accurately and securely to ensure compliance is met. As more businesses expand into the international marketplace, they need to create formal strategies to enable continued and compliant global growth from all sides, including talent acquisition, retention and global mobility. The order of the day is truly about creating a global-minded, world-ready workforce. GLOBAL WORKFORCE MOBILITY SURVEY

12 SURVEY METHODOLOGY The national survey was conducted online by Harris Poll from Nov. 28 to Dec. 16, 2016, with 442 HR professionals and hiring managers participating across a variety of industries and company sizes. Each respondent is a U.S. Resident, 21+ in age and involved in hiring decisions at their company. Their companies have experience in either the visa or green card application process and they are familiar with sourcing foreign nationals for employment. Questions covered internal and external global immigration processes and challenges. For the purposes of the study, the following fields were considered STEM: Accounting/tax prep/payroll Architectural/engineering Business/financial services Computer systems design/ hardware Health care Internet/online services Research Software People surveyed: Companies surveyed: 5 HIRING MANAGERS 5 PRIVATE 49% HR PROFESSIONAL 4 PUBLIC GOVERNMENTAL AGENCY GLOBAL WORKFORCE MOBILITY SURVEY

13 SURVEY METHODOLOGY 2 30% Across all locations, approximately how many total employees work for your organization? % 8% 1,000-2,499 2,500-4,999 5,000-9,999 8% 10,000-14,999 15,000-19,999 20, % What is your current title? President/Vice President Manager 1 Chief Officer/C-Level Partner/Principal/Owner Controller/Assistant Controller Other 28% 1 Senior Director/Director/ Department Head GLOBAL WORKFORCE MOBILITY SURVEY

14 SURVEY METHODOLOGY 1 1 What is your company's total gross revenue? Less than $1 million $ million 1 $1-4.9 million $ million $ million $ billion $ million $ billion 10% $ million $ million $2 billion or more I work for a nonprofit or governmental agency $ million $ million What is the average number of work permits and/or employment visas in non- U.S. destinations for global assignments, and/or business visas for non-u.s. destinations for global business travel that you apply for? 1 0% % 1 GLOBAL WORKFORCE MOBILITY SURVEY

15 SURVEY METHODOLOGY 1 2 How many global locations does your company or organization have? % Type of industry your company is primarily engaged in: 1 1 8% 10% Accounting/tax/prep/payroll Agriculture Architectural/engineering Business/financial services Computer systems design/hardware Consulting Education Energy/utilities Health care Hospitality Internet/online services Manufacturing Retail Software Staffing/recruiting/relocation Telecommunications Transportation Other GLOBAL WORKFORCE MOBILITY SURVEY

16 230 W. Monroe Street, Suite 2700, Chicago, IL (855) envoyglobal.com Founded in 1998, Envoy is a global immigration services provider offering the only immigration management platform that makes it seamless for companies to hire and manage an international workforce by combining expert legal representation for both inbound and outbound immigration and proprietary technology. Envoy empowers companies to acquire the best talent regardless of where they are in the world; helps mobilize employees around the world to take advantage of business opportunities; and enables the management of entire global workforces, providing a strategic, proactive view into workforce and financial forecasting and compliance. Envoy has managed more than 30,000 cases and served more than 2,000 customers in a broad range of industries Envoy Global Inc., All Rights Reserved. Totals may not equal 100 percent due to rounding or the ability to select more than one response.

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