Craft a cohesive immigration RFP by evaluating important factors ahead of time
When the time comes to select a new immigration services provider, many organizations choose to create a request for proposal (RFP) to put structure around the purchase consideration process. The goal of an RFP is to closely evaluate candidates across a consistent set of criteria to determine which business relationship will be most beneficial and successful for all stakeholders. Human Resources teams can make sure that their RFP results in the best decision by asking some important questions about their program ahead of time.
Four questions to ask your team for a more streamlined RFP process
Is an RFP right for our organization?
An RFP is a helpful tool to leverage when choosing between several potential vendors, but some organizations can choose or switch to a new immigration provider without needing an RFP. Organizations who want or need to make a quick decision or have little knowledge about immigration services and providers may choose to forgo an RFP or submit an alternative request first.
For HR teams that have a general idea of the vendors available but are open to new information and ideas—and are looking to stay innovative—the RFP process may be the best option.
What are the short- and long-term goals of our immigration program?
HR or immigration teams should take the time to understand what their program aims to accomplish. This can be broken down into short-term and long-term goals.
Short-term goals may include time savings for HR and talent acquisition teams and the ability to digitize current processes and employee information. Long-term goals may include ensuring the future scalability of the program as employee headcount or the business grows, as well as the ability to respond to future immigration and mobility changes.
Teams should identify the key stakeholders involved in the immigration process and determine which factors matter most to them - making those the centerpiece of the RFP.
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Are my service expectations being met or are there gaps in our current provider?
When switching from a current immigration provider, organizations should take note of their provider's current strengths and weaknesses to help fully understand what areas have room for improvement.
Consult with other members of the HR and immigration teams, as well as any relevant members of your own professional network or industry, to determine which elements of the process could be improved with a different provider. Some examples include the frequency and efficiency of attorney communication, access to information and timeliness of case progress.
In addition, find out how current foreign national employees feel about their experience going through the immigration process. Were they kept informed and given easy access to attorneys for questions? Was submitting paperwork and documents easy?
Are we fully aware of what the market has to offer?
There are more options available than ever for organizations looking at immigration service providers, including a multitude of traditional and hybrid models. Companies who want to stay competitive with their immigration program, policies, support for foreign nationals and budget can benefit from evaluating new service options.
For example, as immigration and other processes move online, technology and security are two important areas to consider when evaluating a provider. Employee experience is another component that was historically not prioritized by organizations or their providers, but is becoming increasingly important in today's environment where foreign national employees have many options for employment and regulation and regulation changes remain complex.
Originally published 22 December, 2020
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.