global workforce mobility - envoy workforce mobility survey 2017 global business opportunities are a...

GLOBAL WORKFORCE

MOBILITY SURVEY 2017

https://www.envoyglobal.com/our-solutions-services/global-immigration-services/?utm_campaign=B2B-Acquisition-2017-Global-Workforce-Mobility-Survey-2017&utm_source=Survey-PDF&utm_medium=Survey-PDF&sfdc_camp=Q1PDFREPORT_GLBLWORKMOB040517

TABLE OF CONTENTS

3

4

7

8

11

12

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

TOP TAKEAWAYS

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.

| 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. Thirty-

eight 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.

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:

GLOBAL WORKFORCE MOBILITY SURVEY 2017 3

GLOBAL WORKFORCE MOBILITY SURVEY 2017


9%

18%

47%

37%

35% 8% 1%

38% 4% 2%

26%

30%

49%

26%

18% 6% 1%

27% 11% 0%

32% 24% 28% 8% 3%

0%

1%

0%

5%

5%

Significantly increase

# OF GLOBAL LOCATIONS

Somewhat increase

Remain the same

Somewhat decrease

Significantly decrease Not sure

1-5

6-15

16-30

31-45

46+

20%

20%

38%

32%

7%

1% 2%

38%

32%7%1%2%



Somewhat increase

Remain the same

Somewhat decrease

Significantly decrease

` Not sure

0

5

10

15

20

25

30

35

40

Somewhat increase Remain the same

Somewhat decrease Significantly decrease Not sure

20%

38%

32%7%1%2%



Somewhat increase

Remain the same

Somewhat decrease

Significantly decrease

` Not sure

510152025303540

0

5

10

15

20

25

30

35

40

Somewhat increase Remain the same

Somewhat decrease Significantly decrease Not sure

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 2017.

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:

4

59% of employers expect their need for work

authorization outside of the U.S. to increase 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

Canada

UK

India

China

Germany

Spain

Japan

27%19%33%

13%17%10%

14%14%15%

11%16%7%

6%7%6%

5%6%4%

3%3%3%

3%4%2%

3%3%4%

2%3%1%

1%2%1%

1%0%2%

2%1%3%

3%4%2%

5%3%7%

UAE

Australia

Brazil

Singapore

Other

Not Sure

Not Applicable

Total STEM Non-STEM

Mexico

Canada

UK

India

China

Germany

Spain

Japan

27%19%33%

13%17%10%

14%14%15%

11%16%7%

6%7%6%

5%6%4%

3%3%3%

3%4%2%

3%3%4%

2%3%1%

1%2%1%

1%0%2%

2%1%3%

3%4%2%

5%3%7%

UAE

Australia

Brazil

Singapore

Other

Not Sure

Not Applicable

Total STEM Non-STEM

5

6GLOBAL WORKFORCE MOBILITY SURVEY 2017


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

Veryimportant

Somewhat important

Not at all important

37% 40% 20% 3%

40% 35% 16% 8%

32% 41% 22% 5%

32% 41% 21% 6%

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 business37% 35% 21% 8%

“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… 71% of Millennials expect and want an overseas assignment during their career…”

PwC report: Talent Mobility 2020 & Beyond


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

40%Travel (free airfare to visit his or her home country, airfare for immediate family members' travel)

39% Housing (temporary housing, corporate housing)

34% Immediate green card sponsorship

32% Transportation (car service, company car, rental car)

31% Cultural assimilation training

29% Secondments/overseas assignment opportunities

17% Do not offer immigration- related perk packages

















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.

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.)?

8%

27%

27%

19%

19%

$6,000 - 10,999

$0 - 5,999

$11,000 - 15,999

$16,000 - 19,999

$20,000 +



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?

All work is outsourced

1-2

3-4

5-6

7-8

9-10

11-15

16-20

20+


1-2

3-4

5-6

7-8

9-10

11-15

16-20

20+

T O T A L # O F E M P L O Y E E S

# O

F P

EO

PL

E H

AN

DL

IN

G I

MM

IG

RA

TI

ON

# O

F P

EO

PL

E H

AN

DL

IN

G I

MM

IG

RA

TI

ON

2-49 250-99950-249 1,000-9,999 10,000+

3% 5% 2% 2% 20% 3% 1% 2% 0% 5%

15% 46% 23% 10% 55% 28% 12% 3% 8% 3%

14% 28% 16% 16% 4% 26% 20% 10% 4% 4%

12% 12% 13% 14% 6% 17% 12% 17% 6% 7%

9% 7% 12% 14% 3% 9% 11% 19% 8% 1%

12% 3% 15% 16% 0% 7% 14% 23% 14% 7%

11% 0% 8% 13% 0% 6% 11% 7% 28% 12%

10% 0% 8% 6% 0% 4% 10% 14% 15% 12%

13% 0% 3% 9% 11% 1% 10% 4% 17% 47%

N U M B E R O F G L O B A L L O C A T I O N S

0 1-5 16-306-15 46 +31-45

T O T A L

1% 5%

7% 3%

16% 4%

17% 8%

9% 7%

12% 13%

15% 15%

17% 12%

7% 32%


1-2

3-4

5-6

7-8

9-10

11-15

16-20

20+


1-2

3-4

5-6

7-8

9-10

11-15

16-20

20+

T O T A L # O F E M P L O Y E E S

# O

F P

EO

PL

E H

AN

DL

IN

G I

MM

IG

RA

TI

ON

# O

F P

EO

PL

E H

AN

DL

IN

G I

MM

IG

RA

TI

ON

2-49 250-99950-249 1,000-9,999 10,000+

3% 5% 2% 2% 20% 3% 1% 2% 0% 5%

15% 46% 23% 10% 55% 28% 12% 3% 8% 3%

14% 28% 16% 16% 4% 26% 20% 10% 4% 4%

12% 12% 13% 14% 6% 17% 12% 17% 6% 7%

9% 7% 12% 14% 3% 9% 11% 19% 8% 1%

12% 3% 15% 16% 0% 7% 14% 23% 14% 7%

11% 0% 8% 13% 0% 6% 11% 7% 28% 12%

10% 0% 8% 6% 0% 4% 10% 14% 15% 12%

13% 0% 3% 9% 11% 1% 10% 4% 17% 47%

N U M B E R O F G L O B A L L O C A T I O N S

0 1-5 16-306-15 46 +31-45

T O T A L

1% 5%

7% 3%

16% 4%

17% 8%

9% 7%

12% 13%

15% 15%

17% 12%

7% 32%


49% 23% OperationsHuman Resources 17% Legal 12% Finance

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:

Which function does global/outbound immigration report to in your organization?

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.

38% Human Resources

14% Operations (country

lead, managing director)

12% Talent acquisition/ recruiting

11% Global mobility

6%

6%

3%

10% Legal

Finance

Travel

Comp & benefits

38% Human Resources

14% Operations (country

lead, managing director)

12% Talent acquisition/ recruiting

11% Global mobility

6%

6%

3%

10% Legal

Finance

Travel

Comp & benefits

47% Internal legal or global mobility team

45% Internally created system

43% External law firm

37% Local providers in the select country

31% Relocation company

1% Other

3% Not sure

4% Not applicable to my organization






1% Other

3% Not sure







1% Other

3% Not sure



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?

Not applicable

Not sure

Understanding the di�erences between business travel vs. work permit

Dif fering regulations in each destination country

Maintaining accurate records

We don't have any challenges surrounding compliance

44%

39%34%

33%

3%3%

Not applicable

Not sure


Dif fering regulations in each destination country


We don't have any challenges surrounding compliance

44%

39%34%

33%

3%3%



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 short-

term nature of travel,

which could result in

accidental noncompliance

if it turns out a different

visa was required.



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.

Di�ering regulations in each destination country



We don’t have challenges surrounding compliance

Not sure

Not applicable

36%

44%

23%

37%

2%

2%

49%

33%

28%

35%

2%

2%

42%

42%

39%

37%

0%

1%

52%

40%

43%

32%

6%

2%

59%

46%

53%

23%

8%

2%

1-5 6-15 16-30 31-45 46 or more # OF GLOBAL LOCATIONS

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 globally-

minded 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.

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.

People surveyed: Companies surveyed:

51%HIRING MANAGERS

49%HR PROFESSIONAL

54%PRIVATE

41%PUBLIC

5%GOVERNMENTAL AGENCY

SURVEY METHODOLOGY


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


Across all locations, approximately how many total employees work for your organization?

1-249

5,000-9,999

250-499 500-999

2,500-4,9991,000-2,499

10,000-14,999 15,000-19,999 20,000+

30%

8%

8%7%

8%

5%

2%

23%

7%

What is your current title?

President/Vice President Manager

Chief Officer/C-Level Controller/Assistant Controller

OtherPartner/Principal/Owner

Senior Director/Director/Department Head28%

20%

17%

16%

12%

3% 3%

SURVEY METHODOLOGY


SURVEY METHODOLOGY

What is your company's total gross revenue?

Less than $1 million

$5-9.99 million

$25-49.9 million

$1-4.9 million

$10-24.9 million

$50-99.9 million

$100-249.9 million

$250-499.9 million

$1.5-1.99 billion

$750-999.9 million

$500-749.9 million

$1-1.49 billion

$2 billion or more

I work for a nonprofit or governmental agency

2%

5%

3%

4% 5%5%

6%

4%

6%

7%

14%16%

13%

10%

14

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?

0 1-9 10-19 20-29

30-39 40-49 50-59 60-69

70-79 80-89 90-99 100-199

200-299 300-499 500-999 1000+

10%

2%

6%

5%

2%

1%

1%

1%

0%

12%

3%

3%

3%

32%

16%

3%


How many global locations does your company or organization have?

0

26-30 31-35

1-5 6-10 11-15

21-2516-20

36-40 41-45 46-50 51+

SURVEY METHODOLOGY

3%

6%

6%

4%

4%

7%

5%

5%

26%

11%

14%

9%

15

Type of industry your company is primarily engaged in:

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

6%

1%

2%

14%

6%

4%

6%

1%

7%

2%

2%

14%

8%

6%

2%

4%

3%

10%

© 2017 Envoy Global Inc., All Rights Reserved.

Totals may not equal 100 percent due to rounding or the ability to select more than one response.

230 W. Monroe Street, Suite 2700, Chicago, IL 60606

(855) 847-2669 | 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.

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