For procurement leaders, partnering with HR on employee relocation starts with defining the company’s mobility program for the firm and then building a request for proposal (RFP) that invites suppliers in to understand and execute your company’s goals, values, and priorities.
Without context, the household goods (HHG) providers responding to an RFP for moving services can quote rates, but they can’t offer a solution that fits the client’s values. Because HHG moving is a service-oriented industry, the proposals you evaluate should be customized to the budget, relocation policy, company culture and many other factors that make your business unique.
Providing sufficient information up front to all respondents will allow them to provide a meaningful response and address pricing accordingly. Here are some helpful tips on what information would be helpful to HHG provider respondents.
Why you are doing an RFP and what is the desired goal to be achieved, need to be met, or problem(s) to be solved? For example, if you have had lack of visibility and transparency into cost drivers or household goods service issues, specific examples will help your respondents explain how they can best solve these issues on your behalf as your partner.
Providing specific details on the following will also help a HHG provider better understand what solutions the program requires.
In turn, this information will help the sourcing team differentiate the HHG providers they are evaluating.
Often HR and procurement feel all the RFP respondents seemed pretty much the same at the end of the RFP process. There are a few reasons for this:
The real savings in a relocation program is the alignment of HHG provider and client, the efficiency of the partnership, the satisfaction of both transferee and stakeholders, and the flexibility the HHG provider brings to the client’s program with options like small shipment solutions.
It pays to take the time to allow the HHG providers to schedule discovery calls with key stakeholders and to learn the company’s program and culture. It’s equally important for the client to get to know the HHG provider’s leadership as well as consultants who will interact with relocating employees.
Achieving a great partnership is a function of culture match and choosing an HHG provider with the scale and breadth of services you need. As you take the time to get to know the teams at the HHG providers you are considering, you will find that while the basic services offered don’t differ very much, how the HHG provider delivers these services can be dramatically different. You could consider:
This list is just a starting point. Your unique, cross-functional sourcing team will identify the intangibles that ultimately make or break a great partnership. Fundamentally, the mutual discovery process should help identify a partner who understands your company and fits well with your team and stakeholders.
Suddath understands no two clients are alike. We will work with your team to create the right solutions for your program goals during the RFP process, so tell us how we can help.