About the 2013 Research

The 2013 Allied Workforce Mobility Survey, conducted in April 2013, captures the voice of HR professionals on critical topics relating to “workforce mobility,” which is defined as the willingness and ability of employees to relocate for a job with either a current or new employer.

The survey approaches workforce mobility from two angles. One set of questions assesses the “mobility environment,” the context in which relocation occurs, including economic, cultural, demographic and organizational variables.

The second set of questions examines HR topic areas related to or affected by workforce mobility: recruitment, relocation, onboarding and retention. These topics encompass a broad range of activities and responsibilities for HR professionals,not limited to moving or relocating. The survey was intended to identify tools and practices, as well as measures for success in these areas.

Study overall results are scheduled to be released in stages:

• Overview and Telecommuting:  May 15
• Recruiting: Mid-Summer
• Retention and Onboarding: Early Fall

Sponsored by Allied Van Lines, the survey is intended as a service to human resource professionals and is part of a larger ongoing initiative, Allied HR IQ, which will conduct additional research projects, host events and facilitate discussions in the HR community via the Allied HR IQ website.

The topic areas and questions for the survey were determined through collaborative discussions involving Allied Van Lines, Allied’s independent research partners, and distinguished HR professionals.

For more info, please visit us online at:

Website:  http://www.alliedHRIQ.com
Facebook: http://www.facebook.com/AlliedHRIQ
LinkedIn:  http://www.linkedin.com/groups/AlliedHR-IQ-4900645
Pinterest: http://pinterest.com/alliedvl/allied-hr-iq/

Survey Methodology

The 2013 Allied Workforce Mobility Survey was conducted online with 200* human resource professionals from 39 states and the District of Columbia. The vast majority of respondents are employed by companies (92 percent vs. 8 percent external contractors), across a broad spectrum of HR titles, companies and industries.

Respondent Responsibilities Within HR:

HR managers/supervisors...............................................................................34%

HR generalists.................................................................................................26%

HR specialists..................................................................................................26%

Recruiters........................................................................................................15%

Director/VP…...................................................................................................14%

HR assistants.....................................................................................................7%

C-level/Directors/VPs.........................................................................................5%

HR analyst……...................................................................................................1%

Consultant……...................................................................................................1%

Other Position……..............................................................................................3%

*A sample of 200 yields a confidence interval of 95 percent ± 4 percent.\