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GLOBAL WORKFORCE
MOBILITY SURVEY 2017
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
Global Business Opportunities Are a Priority for Companies in 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%
Significantly increase
Significantly increase
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%
Significantly increase
Significantly increase
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.
GLOBAL WORKFORCE MOBILITY SURVEY 2017
GLOBAL WORKFORCE MOBILITY SURVEY 2017
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
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
Global Business Opportunities Are a Priority for Companies in 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
7GLOBAL WORKFORCE MOBILITY SURVEY 2017
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
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
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 +
GLOBAL WORKFORCE MOBILITY SURVEY 2017 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?
All work is outsourced
1-2
3-4
5-6
7-8
9-10
11-15
16-20
20+
All work is outsourced
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%
All work is outsourced
1-2
3-4
5-6
7-8
9-10
11-15
16-20
20+
All work is outsourced
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%
Human Resources Manages Outbound Immigration
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
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
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
GLOBAL WORKFORCE MOBILITY SURVEY 2017 9
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
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%
GLOBAL WORKFORCE MOBILITY SURVEY 2017 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 short-
term nature of travel,
which could result in
accidental noncompliance
if it turns out a different
visa was required.
GLOBAL WORKFORCE MOBILITY SURVEY 2017 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.
Di�ering regulations in each destination country
Maintaining accurate records
Understanding the di�erences between business travel vs. work permit
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
12GLOBAL WORKFORCE MOBILITY SURVEY 2017
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
13GLOBAL WORKFORCE MOBILITY SURVEY 2017
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
GLOBAL WORKFORCE MOBILITY SURVEY 2017
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%
GLOBAL WORKFORCE MOBILITY SURVEY 2017
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.