• MMC

CHOOSING THE RIGHT RELOCATION PROVIDER: THE FACTORS THAT MAKE A DIFFERENCE

In a world where talent is increasingly mobile, relocation has become a strategic issue for companies. Finding housing, understanding administrative procedures, and integrating into a new environment are all challenges that, if poorly anticipated, can quickly become a headache for mobile employees.

To avoid these pitfalls, choosing a relocation provider is a crucial step. But with standardized offers, international networks, and local specialists, how can you distinguish a reliable provider from an inexperienced one? Here are the criteria that truly matter.

1. A Structured Yet Flexible Support Service

Relocation is not just a checklist of tasks: each company has specific needs based on its internal policies, mobility volume, and covered destinations.

A good provider offers a structured yet flexible range of services, adapting processes to client expectations. A multinational company with hundreds of transfers per year does not have the same requirements as an SME handling a few targeted relocations. Efficiency depends on a structured framework that can be customized to fit the company’s constraints and culture.

What to check:

• Can the provider adapt to your company’s mobility policies and specific constraints, such as allocated budgets or transition timelines?
• Does it offer modular services that support long-term expatriations as well as shorter or hybrid mobility?
• Is its organization capable of efficiently managing high mobility volumes without compromising individual follow-up quality?

2. A Single Point of Contact and a Stable Team

A relocation project involves multiple stakeholders: employers, administrations, real estate agencies, schools, etc. To avoid information loss and unnecessary delays, a single point of contact is essential for coordinating all procedures and ensuring a smooth process.

However, a single point of contact is not enough. A well-structured organization must be in place to manage absences and ensure service continuity. A stable team with low staff turnover is often a good indicator of reliability.

What to check:

• How long has the current team been assisting clients?
• Is there a continuity plan with a dedicated backup in case of absence?
• Is the team large enough to be agile while remaining human-sized for personalized service?

3. Total Transparency on Fees

Some providers receive commissions from real estate agencies or local suppliers, which can compromise their impartiality in making recommendations to relocating employees.

An ethical provider should operate on a transparent model: it should be remunerated solely by its client (company or individual) and should not receive any hidden commissions. This guarantees objective choices and genuine advocacy for expatriates’ interests.

What to check:

• Is the provider certified by a label guaranteeing its impartiality, such as the RELOQI label? Is its remuneration model clearly detailed in its offers?

4. Recognized Expertise and Solid References

A quality provider should be able to prove its expertise through recognized certifications and solid client references.

The Magellan Label, awarded to providers that meet high standards in international mobility, is a good indicator of professionalism. A certified company has been evaluated on the quality of its support, the transparency of its practices, and client satisfaction.

What to check:

• Is the provider Magellan-certified or does it hold an equivalent certification?
• Does the provider support companies with similar needs to yours?
• How long have these companies trusted them?
• Can they provide solid references and demonstrate the stability of their partnerships?

5. A Measurable and Concrete CSR Commitment

Corporate Social Responsibility (CSR) has become a key criterion in choosing providers. A stated commitment is not enough; concrete and measurable actions are needed.

Companies mindful of their environmental and social impact should prioritize providers evaluated by independent organizations such as ECOVADIS, which audits corporate CSR commitments based on environmental, social, and ethical criteria.

A good provider should also integrate sustainable solutions into its services:

• Optimizing travel: Virtual visits and pre-selection of housing to reduce unnecessary trips.
• Encouraging responsible choices: Raising expatriate awareness, proposing environmentally friendly service providers, and evaluating housing options based on eco-responsibility criteria.

What to check:

• Is the provider audited by ECOVADIS or an equivalent body?
• Does it take concrete initiatives to reduce the environmental impact of relocations?

6. Efficient and Secure IT Tools

A provider’s efficiency also depends on its ability to integrate modern technologies to simplify mobility management.

Real-time tracking and reporting:

• Mission tracking to monitor progress live.
• Interactive dashboards with KPIs and statistics for HR teams.
• Interactive city maps to help expatriates familiarize themselves with their new environment.

Accessibility and ease of use:

• An intuitive interface with a mobile and tablet-friendly version.
• Separate access for HR, allowing for simplified management and better monitoring.

Secure data storage in compliance with regulations: Where is employees’ data stored?

• Choosing a provider whose servers are in Europe ensures better data protection in compliance with GDPR.

What to check:

• Does the provider offer a complete and user-friendly digital solution?
• Where and how is the data stored?
• Do HR teams have access to a dedicated platform with tracking indicators?

Making the Right Choice: A Strategic Partnership

The success of international mobility does not solely depend on a sequence of services but on genuine support designed to meet the specific needs of each company and its employees. Rather than just selecting a provider, it’s about choosing a partner capable of evolving with you, adapting to your requirements, and offering concrete solutions to mobility challenges.

A strong partner stands out through experience, team stability, and a commitment to working transparently without conflicts of interest. They should also be attentive, provide a structured yet agile framework, and integrate a responsible approach aligned with today’s CSR and data security challenges.

Taking the time to carefully evaluate these criteria ensures smooth and reassuring support for employees while optimizing international mobility management for companies.