Category: Domestic Relocation Trends

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Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends

What are the 2019 Best States Overall?

What are the 2019 best states overall? Many factors go into determining this ranking. Some of these factors are important to some people, but not to others. Anyone who travels throughout the United States can clearly see that some states do an outstanding job with their infrastructure. However, a measure such as health care may be of greater concern for some residents.

What are the factors used to create a comparative ranking, and should importance to residents be a weighting factor?

US News & World Report’s 2019 Best States Overall Ranking focuses on eight major ranking categories that cover 71 metrics. Of these eight major categories, the most heavily weighted are health care and education, as these were found to be the most important to people.

Health Care

Access to hospitals, doctors, clinics, and health care resources, as well as affordability, quality of care, and health care results.

Education

Preschool and kindergarten through high school are reviewed. Access to charter schools, educational achievement, and schooling requirements impact this category.

Economy in the 2019 Best States Overall

Several indicators of economic health are part of this category. Number of jobs and job growth, measurements for unemployment and part-time employment, productive output including Gross Domestic Product (GDP) for the state, migration into states, and business startups all contribute to this category’s metrics.

Opportunity

This category specifically covers issues of fairness in 2019 best states overall. For example, fair housing compliance, economic performance versus poverty levels, and equal access to opportunities in jobs, housing, and organizations for all people including minorities, women, people of various ages and ethnicities, and those with disabilities.

Infrastructure Throughout the 2019 Best States Overall                                                  

Specific use of renewable energy including solar, wind, and geothermal, as well as the quality of broadband internet access. Rail, air, ocean, and road transportation and the systems that allow movement of people and goods.

Crime & Corrections

This category focuses on rates of violent crimes and property crimes. It also focuses on rates of incarceration across populations, management of prison systems, and overall public safety measures.

Fiscal Stability

Fiscal stability of state governments ensure the success of government-sponsored programs put in place to help residents and provide major services. Public education, pension liabilities, state budgetary measures, cash solvency, and other state-level social and public programs all serve as indicators of a state’s fiscal health. Chamber of Commerce.org presents a summary comparison of each state’s wealth, showing wide disparities between states and across regions.

Quality of Life

Clean water and air directly affect each 2019 best states overall resident’s quality of life. Also, community social support such as access to libraries, social service organizations, and public amenities increase resident quality of life. People tend to be happier and experience greater physical and mental health in areas with higher quality of life.

What are the Top 10 2019 Best States Overall?

While each state’s measurements in the eight major ranking metrics vary, the rankings indicate the following top 10 2019 best states overall:

  1. Washington
  2. New Hampshire
  3. Minnesota
  4. Utah
  5. Vermont
  6. Maryland
  7. Virginia
  8. Massachusetts
  9. Nebraska
  10. Colorado

Destination Spotlights for the 2019 Best States Overall

Want to learn more about the 2019 best states overall? Global Mobility Solutions (GMS) has a wide range of North America destination spotlights that highlight information useful to clients considering relocation programs, and to transferees as they consider assignments in new locations. Our team has published several other destination spotlights including several for Global locations, and you can also Request a Spotlight.

Conclusion

Thoroughly researching a destination to learn about the location, employment statistics, major employers, and cultural highlights is critical to relocation success. The North America relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand how to review the 2019 best states overall ranking.

GMS was the first relocation company to register as a .com, created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Our experts can also help your company determine how the ranking metrics relate to your company’s relocation program and transferee’s needs so you can offer your employees the best relocation experience. Contact our team of experts to discuss your 2019 best states overall relocation destination, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Domestic Relocation Tips Domestic Relocation Trends Household Goods

What is a Video Survey for Household Goods Moves?

Have you heard about a video survey for household goods moves? Relocating employees who are participating in a household goods move as part of their relocation usually work with a household goods moving provider who completes a general or summarized inventory (also known as a “cube sheet”) as part of the in-home survey. The goal of the cube sheet is to create a list of contents that will be moved.  This will help increase the accuracy of the moving cost estimate. It will also provide a record of the items the relocating employee is moving.

Also, the in-home survey helps determine what services are needed, and the amount of those services (based on a combination of the company’s relocation policy, situational requirements, and relocating employee needs). The services may include packing, crating, appliance service, and determining how to address any residential access challenges.

Important information a household goods moving provider writes on a cube sheet:

  • Inventory should be complete for each room
  • Describes every item
  • Notes items that are not a part of the move

So what is a Video Survey for Household Goods Moves?

The Federal Motor Carrier Safety Administration (FMCSA) provides guidelines and regulations for the Household Goods (HHG) Moving Industry. The HHG Working Group Paperwork Subgroup Minutes show the household goods moving industry has been at the forefront of discussing and recommending video surveys. The FMCSA also provides many helpful resources for relocating employees, including a Moving Checklist. As a result, relocating employees can more fully prepare for their move. Also, they can learn about all phases of the move experience, and know what they should do to help ensure a smooth process.

In a video survey for a household goods move, relocating employees use video technology to record the contents of each room. This survey is usually completed through an app, and includes guidance from a household goods moving estimator or specialist throughout the entire process. A video survey gives moving estimators clarity as to the volume, condition, and size of household goods. Estimators can take note of Items that appear particularly delicate for special packing. Video surveys are increasingly in use throughout North America for household good moves.

2019 Industry Update Includes Video Survey for Household Goods Moves

In Global Mobility Solutions’ White Paper: 2019 Industry Update – Talent Mobility, Real Estate, Household Goods, and Immigration, our experts explain the use of a video survey for household goods moves.

Four key reasons why relocating employees find a video survey convenient:

  1. They do not have time during their work week to complete an in-home survey
  2. Moving out of a remote location
  3. They are moving small shipments
  4. Have a quick turnaround time for their move

Along with this convenience is the increase in information a video survey provides. This information is easily sharable and extremely helpful for every participant in the household goods move.

Participants who may use a video survey during a move include:

  1. Dispatchers
  2. Van line drivers
  3. 3rd party service providers
  4. Planners and coordinators
  5. Relocation Management Companies
  6. Others who may need the information

Relocating employees may be able to complete a video survey for their household goods move quickly and easily. The video file may provide valuable documentation of item condition. This will give the relocating employee peace of mind that their item will arrive to their new location as planned. Any questions can easily be addressed by viewing the video survey. The video survey provides as much detail information as an in-home survey. Also, it is a far better option than a phone survey.

What Does This Mean?

A video survey is a valuable tool for household goods moves. They are also extremely convenient for relocating employees, and may help them easily document items. Participants in a household goods move, from the packers to the movers to the RMC, may all benefit from a video survey.

What Should Employers do?

Companies with relocating employees participating in a household goods move should encourage the use of a video survey if this is of interest to their relocating employees. Companies should work with an experienced and knowledgeable Relocation Management Company (RMC). RMCs provide extensive solutions when it comes to relocating employees who are participating in a household goods move as part of their relocation. Companies should review their relocation programs. This will help ensure their program provides the highest level of relocation benefits and services for their employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how they can provide an exceptional relocation experience to their relocating employees. Our team can help your company understand how to implement the use of a video survey for household goods moves for those relocating employees who are interested.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss how to implement a video survey for any of your interested relocating employees’ household goods moves, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Talent Mobility

2019 Corporate Relocation Survey Results Show Greater Demand for Spouse and Partner Assistance

Atlas World Group’s 52nd Annual Atlas 2019 Corporate Relocation Survey provides a wealth of information on relocation trends. The survey analyzes several responses from over 400 decision makers who have responsibility for their company’s relocation. Survey responses are representative of a wide range of industries including manufacturing, financial services, and retail trade. Responses were also received from companies of various sizes. They ranged in size from small (with less than 500 employees) to large (over 5,000 employees).

2019 Corporate Relocation Survey Results Show Impact of Spouse and Partner Employment

65% of respondents indicate that spouse and partner employment frequently or nearly always directly affects an employee’s relocation. This figure is the highest level recorded over more than a decade’s worth of data. As a result, various types of industries as well as small, medium, and large companies feel the impact. Also, small companies reported the highest percentage, at 68%.

A new job for a transferee often may result in a job change for their spouse or partner. When an employee is offered a relocation opportunity, it is important to consider their spouse or partner’s needs.

What Does This Mean for Spouse and Partner Assistance?

With historically high levels of spouse and partner employment impacting employee’s relocation, demand for employment assistance is high. The 2019 Corporate Relocation Survey notes several types of assistance including:

  1. Job Networking
  2. Outplacement Services
  3. Career Services
  4. Resume Preparation
  5. Interviewing Skills Training
  6. Finding Employment Within/Without Company
  7. Reimbursement for Career Transition Expenses
  8. Pay for Work Visa in New Location

Importantly, usage trends range from 25% to 33%. More companies are offering this benefit, and usage is now comparable across all companies regardless of size.

The United States Bureau of Labor Statistics reports that among married-couple families, both spouses were employed in 48.8% of families. Therefore, the possibility of a relocation impacting a working couple is high.

What Challenge Does the 2019 Corporate Relocation Survey Illustrate?

Companies should understand that relocation decisions are often family matters and require input and buy-in from spouses and partners. Global Mobility Solutions’ Case Study on Education Institution Relocation Programs describes the challenge clients face when spouses of transferees feel left out of the decision-making process. Our experts helped our client learn that many dual career couples that moved to their new location had a difficult time adapting if there was no job for the spouse. Many newly hired employees would leave the client after several months of employment because their family could not settle into life in the new location.

What Should Companies do About The 2019 Corporate Relocation Survey Results?

Companies should review their relocation programs to ensure they provide employment assistance for spouses and partners. A well-designed relocation policy will include Pre-Decision Services. As a result, spouses and partners will receive consultation on a range of topics including location, job market information, and nearby companies and organizations that may align with their career goals.

Also, structured programs help spouses and partners create online personal brands with Linkedin profiles and job search engines. As the 2019 Corporate Relocation Survey shows, successful relocation programs include a number of resources. Direct job search assistance, resume writing, professional development, and entrepreneur support are helpful tools. Relocation Management Companies (RMCs) can provide expert assistance to companies looking to benchmark their relocation program to learn best practices for spouse and partner assistance.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees and provide spouse and partner assistance. Our team can help your company determine how to ensure successful relocations by providing spouse and partner assistance programs as noted in the 2019 Corporate Relocation Survey.

GMS was the first relocation company to register as a .com, created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts. Our experts dedicate themselves to informing and connecting our clients with highlights from the 2019 Corporate Relocation Survey. Contact our experts online to discuss your company’s relocation program. We can help you determine if your program provides industry-leading spouse and partner assistance resources to ensure successful relocations, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Domestic Relocation Domestic Relocation Trends Talent Mobility United States Economy

United States Demographic Trends and Immigration Patterns

A recent report by the Economic Innovation Group describes United States demographic trends. As a result of these trends, several of the country’s cities, counties, and states experience declining population. Declining population negatively impacts economic growth in several ways:

Impacts of Declining Population

  • Housing market demand falls
    • Downward effect on home prices
  • Local government finances decline
    • Higher taxes to maintain current level of government services
    • Reduction in government services
  • Population of working age adults declines
    • Productivity falls
    • Economic opportunities stagnate
    • Reduced business startups

United States Demographic Trends: States and Territory Losing Population

According to the United States Census Bureau, nine states and one territory lost population in 2018. While the nation’s total population grew by 0.6%, the following states and territory experienced significant declines:

  • Puerto Rico: -129,848 -3.91%
  • New York: -48,510 -0.25%
  • Illinois: -45,116 -0.35%
  • West Virginia: -11,216 -0.62%
  • Louisiana: -10,840 -0.23%
  • Hawaii: -3,712 -0.26%
  • Mississippi: -3,133 -0.10%
  • Alaska: -2,348 -0.32%
  • Connecticut: -1,215, -0.03%
  • Wyoming: -1,197 -0.21%

Of particular note, Puerto Rico’s population has been declining over the past decade. However, Hurricane Maria in 2017 accelerated the population decline even during the recovery period.

Counties with Declining Population

The Economic Innovation Group reports that all states have areas with declining population. As a result of uneven population growth as well as migration patterns, the United States demographic trends from 2007 to 2017 resulted in:

  • 50% of states losing working age population
  • 43% of counties in the average state losing population
  • 76% of counties in the average state losing working age population

Possible Solution for United States Demographic Trends

There is a possible solution that might help states and counties experiencing population decline. For example, a visa program that specifically targets immigration to these places with a range of incentives might bring new residents. Highly skilled immigrants currently gravitate to leading tech centers such as San Francisco, Washington D.C., and Boston/Cambridge.

A “Heartland Visa” program as described in the Economic Innovation Group’s report might provide incentives for other areas of the country to benefit from highly skilled immigrants. Canada actively pursues immigration as a solution to temper the effects of an aging population, and to ensure future success from immigrant’s contributions. Ontario province is seeking to attract highly skilled immigrants to smaller cities and towns. A similar program might help alter United States demographic trends so that states and counties losing population could lessen its impact, if not reverse the trends.

What Should Employers do?

Employers in locations experiencing population decline due to United States demographic trends should investigate all of the current United States visa programs. They also might consider advocating for a targeted visa program with incentives that would encourage highly skilled immigrants to migrate to their specific area.

Employers should also review their talent acquisition and management programs to ensure they remain competitive to attract and retain new hires and transferees. Relocation Management Companies (RMCs) can provide expert assistance to employers to benchmark their relocation policies and add enhancements that attract talent.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company determine how to leverage United States migration patterns for talent acquisition and management.

GMS was the first relocation company to register as a .com, created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation and visa program needs. Since United States demographic trends may result in challenging employment situations, companies should verify their relocation program supports talent acquisition. Give our experts a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Domestic Relocation Trends Job Market Job Seekers Labor Force Talent Mobility

Why is Maricopa County the Fastest Growing County in the US for the 2nd Year in a Row?

For the 2nd year in a row, Maricopa County is the fastest growing county in the US. Located in Arizona, Maricopa County includes the city of Phoenix and its surrounding metropolitan area. The county has a large number of thriving cities and towns, including:

Select Cities in Maricopa County

  • Chandler
  • Glendale
  • Mesa
  • Paradise Valley
  • Phoenix
  • Scottsdale
  • Tempe

Select Towns and Communities in Maricopa County

  • Anthem
  • New River
  • Rio Verde
  • Sun City
  • Sun Lakes
  • Tonopah
  • Wittman

The population of Maricopa County is currently estimated in 2018 to be 4,410,824 residents. After rising to become the fastest growing county in the US in 2017, the county added another 81,244 residents during the next year, for a growth rate of 1.9%.

These 81,244 new residents of Maricopa County represent:

  • 21,644 growth in births over deaths
  • 49,423 growth in US migration
  • 9,902 growth in international migration
  • 275 growth in other categories

Putting Maricopa County Growth into Perspective

To put things into perspective, Maricopa County’s population growth in one year is larger than the entire current population (72,710 residents) of the city of New Britain, Connecticut. New Britain has seen swings in population from growth to loss over the past several years. Starting in 1980 when the city noted a loss of 9,601 residents from 1970, the next decades saw minimal years of population growth and several years of population loss. New Britain’s economy has focused on hardware manufacturing, and the city is the corporate home of Stanley Black & Decker. The city is also home to Central Connecticut State University, Charter Oak College, Creed Monarch, Guida’s Dairy, and Polamer Precision.

The state of Connecticut has lost population for five years in a row. In 2018, Connecticut was the only state in the New England region of the US to record a lower population than the year before. As recently as March 2019, the state of Connecticut continues to experience job losses.

Why Maricopa County Continues to Grow

There are many reasons why Maricopa County continues to grow. The former mayor of Phoenix, Greg Stanton, noted that the city and region has worked to build a sustainable economy focused on areas such as education and export promotion. Also, population has increased as Phoenix has made investments in infrastructure and transportation.

Businesses and residents are prospering due to Maricopa County’s focus on developing amenities and resources, including:

District 1: Ahwatukee, Chandler, Gilbert, Mesa, Queen Creek, Tempe

Development of two key parks to provide multi-use recreational areas. The two parks are currently flood control basins that will be transformed to be functional during storms, and useful to the community year-round with the addition of baseball fields, playgrounds, and tennis courts.

District 2: Apache Junction, Carefree, Cave Creek, Fort McDowell Yavapai Nation, Fountain Hills, Gilbert, Mesa, Paradise Valley, Phoenix, Scottsdale, Salt River Pima-Maricopa Indian Community Scottsdale

Development of a new East Valley animal shelter to increase the quality of care the County provides to rescue animals, reduce the length of stays, and improve the customer adoption experience.

District 3: Anthem, Desert Hills, New River, Paradise Valley, Phoenix

Expanding access to health care, with HonorHealth opening a sixth hospital in North Phoenix, just south of Anthem. The hospital will provide more than 40 beds and a 24-hour emergency room.

District 4: Avondale, Buckeye, El Mirage, Glendale, Goodyear, Litchfield Park, Peoria, Sun City, Sun City West, Surprise, Wickenburg, Youngtown

Creating a pilot program at Luke Air Force Base for a Military Veteran Success Center – West Valley. The Center will provide case management, education and career information, job placement services, and other helpful resources for transitioning military, veterans, and their spouses.

District 5: Avondale, Buckeye, Gila Bend, the Gila River Indian Community, Glendale, Goodyear, Guadalupe, Phoenix, Tolleson, and many smaller communities

Approval for a 950-acre site for the newest utility-scale solar electric generating station in Maricopa County. The Sun Streams Solar 150-megawatt facility will include large-scale battery technology for energy storage, and is the most recent in a long list of solar generating facilities in west-central Maricopa County. This facility reinforces Maricopa County as an economic and technological leader for solar energy development.

What Does This Mean for Maricopa County Employers and Job Seekers?

Employers in Maricopa County may benefit from an influx of job seekers moving to the region. Employers may be able to use Pre-Hire Assessments to identify qualified candidates.

Job seekers may have a number of opportunities to find employment in Maricopa County as population growth continues to increase demand for housing and services. Job Seekers should utilize career resources and a number of job and employment networking sites.

What Should Employers and Job Seekers in Maricopa County do?

Employers in Maricopa County should examine their corporate initiatives to ensure they can leverage the county’s population growth. They should work with a qualified Relocation Management Company (RMC) that can provide a full range of pre-decision services.

Employers may consider relocating new hires or transferees to fill positions in these cities as growth continues. They should provide transferees and their family members with as many valuable resources as possible to help increase relocation success.

Job seekers looking for opportunities should consider cities that rank high as a best place to find a job, such as Scottsdale. Other cities in Maricopa County also rank high as good places to find a job, including Gilbert, Chandler, and Tempe.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to fill positions in their local markets, including Maricopa County. Our team can help your company understand how to use pre-hire assessments to identify qualified candidates. Also, we can help your company design a relocation program following industry best practices that results in higher relocation success rates and greater transferee satisfaction.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s need to find qualified candidates for positions in Maricopa County, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Buy a Home Domestic Relocation Domestic Relocation Trends Job Market Job Seekers Talent Mobility United States Economy

United States Migration Patterns: Where are People Moving To?

United States Migration Patterns: Where are People Moving To?

A recent study by United Van Lines tracking 2018 United States migration patterns shows which states people are moving to.  According to the study, the top 5 states experiencing the highest rates of inbound migration are:

Top 5 States Growing due to United States Migration Patterns

  1. Vermont
  2. Oregon
  3. Idaho
  4. Nevada
  5. Arizona

To understand these patterns, it is best to look at a number of local as well as national trends and how these trends impact each state.

Vermont

Vermont benefits from United States migration patterns impacting employment and jobs. This state has a relatively small population compared to other states. Therefore, significant growth in employment is due mostly to people moving to the state to take new jobs or as a transferee within their company. Vermont industries experiencing exceptional growth include:

  • Renewable and Clean Energy including the highest number of solar jobs per capita in the nation
  • Tourism and Outdoor Recreation including top destinations for skiing, camping, and hiking
  • Food Processing including craft beer, cheeses, and maple products
  • Financial Services and Insurance including #1 ranking in the world for assets under management in captive insurance

Vermont is also well known for its beauty, with mountains, lakes, and four distinct seasons. The state has many pristine areas, and tourism is a significant industry. As a result, retirement is another factor driving United States migration patterns with Vermont as a choice retirement destination.

Oregon

Oregon benefits from United States migration patterns impacting employment and jobs. The state’s economy is one of the fastest-growing in the nation. This is due in part to significant job growth in the manufacturing sector including:

  • Computer and electronic products
  • Machinery
  • Primary metal

Oregon’s landscape includes mountains, lakes, rivers, forests, and waterfalls. The natural areas encourage an outdoor lifestyle, and several state parks are ideally situated for camping, hiking, biking, and boating.

Idaho

Idaho has seen growth from United States migration patterns relating to retirement. More than half of movers into the state were in the age range between 55 an 74 years old. New residents to Idaho gain access to several lifestyle features they could not have in more populated areas, including:

  • Outstanding National Parks
  • Mild climate with four seasons
  • Neighborhood walkability
  • Low cost of living
  • Educational and cultural centers

Idaho has a relatively low estimated population of 1,790,000 residents. Comparing Idaho to other states, population density is 19.8 people per square mile versus the national average of 434.9 people per square mile. New York by comparison has 419.0 people per square mile. Idaho is known for wide open spaces.

Nevada

Nevada benefits from United States migration patterns impacting employment and jobs. Most migration to the state is for people to take a new job. The state’s growth industries include:

  • Tourism including Gaming
  • Clean Energy Initiatives including Solar, Wind, and Geothermal
  • Mining including Gold, Silver, and Lithium
  • Aerospace and Defense including several Air Force Bases
  • Information Technology powered by a strong Digital Infrastructure

With no income tax, low property taxes, and a warm climate, retirees find Nevada a welcoming place. Around half of movers into the state were in the age range between 55 an 74 years old.

Arizona

Arizona benefits from United States migration patterns relating to retirement. Most of the moves to Arizona were for retirement, followed closely by moves for a new job or as a transferee. There are several reasons people choose Arizona for retirement, including:

  • Generally pleasant climate
  • Exceptional natural attractions such as the Grand Canyon
  • Low cost of living
  • Greater number of retirees for social groups
  • Tax-friendly policies

Arizona is increasingly diversifying its economy, with growth in a number of industries including:

  • Bioscience Research and Development
  • Technology and Innovation
  • Manufacturing including High Tech
  • Aerospace and Defense including top ranking University Programs
  • Business and Financial Services including Data Centers

According to a new economic report by State Policy Reports, Arizona ranks #3 in the nation for economic momentum. The momentum is based on Arizona’s growth in categories such as population, employment, and personal income.

What Do United States Migration Patterns Mean for Employers?

Employers in the states of Vermont, Oregon, Idaho, Nevada, and Arizona benefit from United States migration patterns that draw a variety of new residents. Growing industries with burgeoning job opportunities tend to generate additional jobs. As a result, communities grow in population and related services are needed such as housing, retail, insurance, and child care. Demand for employees may be strong in these states and many other locations, especially during tight labor markets.

What Should Employers do About United States Migration Patterns?

Employers in locations that benefit from United States migration patterns should review their company’s growth plans and requirements for jobs across all levels of skill sets. A company’s growth plans will impact the number and type of jobs required to meet business plans and goals.

Since the nation is experiencing low unemployment, employers should review their talent acquisition and management programs to ensure they remain competitive to attract and retain new hires and transferees. Relocation Management Companies (RMCs) can provide expert assistance to employers to benchmark their relocation policies and add enhancements that attract talent.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company determine how to leverage United States migration patterns for talent acquisition and management.

GMS was the first relocation company to register as a .com, created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation program needs. Since United States migration patterns may lead to a growing local population and potential future workforce, be sure your company’s relocation program supports talent acquisition. Give our experts a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Home Purchase

What is a Concierge Utility Service?

Employers can help their relocating employees by providing direct access to a concierge utility service. Relocating employees often spend a significant amount of time and effort to set up new utility accounts or transfer services. This is time the employee could use for much more worthwhile pursuits. Providing access to a concierge utility service gives employees a valuable time saving tool. Also, they may be able to save costs through various utility bundle pricing options, or through provider package comparisons.

How Does a Concierge Utility Service Work?

A concierge utility service constantly monitors the utility market, service providers, and product offerings. For each home, the service performs research to identify various options the relocating employee is eligible to choose.

When a relocating employee enters their new address, the portal quickly shows comprehensive results. With information at their fingertips, relocating employees can quickly and easily choose the packages and options they prefer.

Once options are chosen, the service provider will:

  • Connect the services for the relocating employee
  • Compile information on the start dates
  • Summarize details for each utility connection

Relocating Employee Time Savings

A concierge utility service lets relocating employees schedule and set up their utility services in less than five minutes, without ever waiting on hold. Since the service does all of the setup work, the relocating employee can save from four to six hours of time.

Relocating Employee Cost Savings

The technology pulls prices and plans directly from utility providers, guaranteeing accurate data. As a result, relocating employees can obtain cost savings of up to 25% on their utility connection spend.

Concierge Utility Service Experts Readily Available for Consultation

A relocating employee has quick and easy access to concierge utility service experts. Whatever communication method is most convenient for the relocating employee, the experts will respond, including:

  • Phone call
  • Online chat
  • Text message
  • Email

Client Experience and Savings

Global Mobility Solutions (GMS) introduced its concierge utility service to a select group of clients in March 2018 as part of a pilot test run. During the pilot test run time period, several clients participating in the program achieved outstanding results. On average, clients achieved savings of up to nearly $250 for each relocating employee. Also, 100% of these savings accrue directly to the client, since GMS offers the service at no cost.

All Clients Now Eligible for Concierge Utility Service

As a result of the favorable pilot test run, GMS will roll out its new service to all clients. This way, every client and all of their relocating employees can utilize this exceptional program and enjoy significant time and cost saving benefits.

What Should Employers do?

Companies should inquire as to whether their relocation program provides a concierge utility service at no cost. A qualified Relocation Management Company (RMC) with knowledge and experience should offer valuable services that provide time and cost savings for companies and their relocating employees.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients learn about industry-leading programs and services. Our team can help your company understand how to gain all the benefits of a concierge utility service for your company and your relocating employees.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in a concierge utility service, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends

Top 5 Points an Employer Should Consider When Employees Choose to Self-Move

What are the Top 5 points an employer should consider with a self-move by a relocating employee? Usually a self-move occurs when an employer offers a Lump Sum payment in their relocation program. In traditional Lump Sum relocation programs, relocating employees receive a specific amount of funds for relocation. They also work with a Relocation Management Company (RMC) to select the services they want to use for relocation, within the parameters of their employer’s relocation policy. Some relocating employees may choose to use their lump sum payment to arrange a self-move.

What does a Self-Move Entail?

A self-move may include the relocating employee and others such as their family members doing any number of the following physical tasks:

  1. Packing boxes
  2. Disconnecting appliances and electrical equipment
  3. Lifting and moving furniture and appliances
  4. Loading items into a truck or vehicle
  5. Driving long distances
  6. Unloading items from a truck or vehicle
  7. Unpacking boxes
  8. Reconnecting appliances and electrical equipment

Considering these tasks, any number of them could result in injuries. According to the Bureau of Labor Statistics Nonfatal Occupational Injuries and Illness by Industry, most occupational injuries that employers log and report fall into one of these three categories:

  1. Sprains
  2. Cuts
  3. Fractures

A self-move could easily result in similar injuries to a transferee or one of their family members. It is easy to imagine such injuries if you have any experience with moving anything yourself.

Top 5 Points an Employer Should Consider About Self-Move

Looking at the tasks and logistics of a self-move, an employer should consider whether it is a good option to allow relocating employees to direct their own moves. Points to consider include:

  1. Potential for injury to the employee or their family member and resulting claims
  2. Loss of employee productivity due to the self-move
  3. Liability against the company that may result from unforeseen incidents
  4. Declining employee morale if company culture is seen as uncaring
  5. Public relations issues for any catastrophic occurrences

What Does This Mean?

Employees and their family members may be at risk of injury during a self-move. Employers may have liability for any issues that otherwise could have been preventable. Morale may decline if employees perceive the company does not care for their well-being.

What Should Employers do?

Employers should consider the potential for any risks that may arise if a transferee chooses to self-move as part of their Lump Sum relocation program. They should consider the duty of care they owe to employees who are managing a self-move. Employers should work with a qualified RMC with the knowledge and experience to help them examine issues, risks, and concerns. As a result, employers will reduce risks to relocating employees and their family members.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs to ensure successful moves for transferring employees. Our team can help your company understand how to reduce risks to employees and their family members that may result from a self-move.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your company’s relocation program and issues relating to employee self-move, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Employee Development Labor Force

What is Generation Z in the United States Job Market?

What is Generation Z in the United States job market? Generation Z employees are those born between the mid-1990s through the 2010s. This group of employees exhibit different characteristics than other groups such as Baby Boomers and Millennials. Generation Z employees are often highly sought by companies seeking to tap into new markets.

Generation Z Employee Characteristics

Employees from Generation Z are often known for several characteristics that make for valuable workplace contributions. For example, these employees are usually very comfortable and adept with newer technologies and communication platforms. Companies seeking these employees may be looking to capitalize on this group’s experiences and skills in several areas:

  • Mobile Technologies
  • Social Media Platforms
  • Text and Messaging Communications

Generation Z Personal Characteristics

Members of this group have different interests and priorities than previous generations. The United States economic evolution and population changes over the past several decades are key to understanding this group. Their life experiences differ greatly from Millennials, Baby Boomers, and other generations. As such, this group’s characteristics include:

  • Acceptance of Alternative Family Dynamics
  • Alternative Spiritual and Religious Inclinations
  • Conservative Approach to Risk
  • Greater Racial Diversity
  • Innovative and Entrepreneurial
  • Open to Alternative Economic Systems

Occupations That Appeal to Generation Z

Many traditional workplace structures are not conducive to this group of employees. For example, many Generation Z employees expect less formal structures, so hierarchical manager to employee communications may not resonate well.

However, this group is likely to enjoy jobs that allow employees to work with technology. Jobs that provide opportunities to make a significant difference in people’s lives or the environment also are highly desirable. Typical occupations that appeal to Generation Z employees include:

  • Environmental Engineers, Assistants, and Managers
  • Healthcare Workers, Licensed Practical Nurses, and Registered Nurses
  • Human Resource Assistants and Managers
  • Information Technology and Security Analysts, Developers, and Managers
  • Marketing Researchers, Analysts, and Content Managers
  • Mathematicians, Statisticians, and Financial Planners
  • Translators, Interpreters, and Communication Positions

What Should Employers Expect?

Employers should expect that Generation Z employees will have much higher expectations for their jobs than previous generations. This group wants the company’s purpose to align with their own values. They expect greater opportunities for engagement and involvement in company activities and community outreach. These employees want to share their ideas and have freedom to make workplace decisions. Generation Z employees expect full and broad connection with their employer. Continual feedback is critical, and this helps to keep this group feeling connected to the company’s purpose.

What Should Employers do?

Employers should learn what Generation Z employees are looking for in their employment choices. While other generations may appreciate traditional employment models, this group of employees often seek greater flexibility, accountability, engagement, and interaction.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers across all generations. Our team can help your company by using industry best practices to design your relocation program with a particular focus on Generation Z. This will increase your company’s ability to attract and retain Generation Z employees.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Contact our experts online to discuss your company’s recruiting, hiring, and relocation program needs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Buy a Home Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends

Changes in Rules for Home Tax Deductions

A yellow note pad rests on top of a 1040 tax form with a reminder of the new tax laws implemented for 2018.

Homeowners in the United States should be aware of changes to home tax deductions. These changes are important to understand for when they prepare their 2018 tax returns during the 2019 tax preparation season. They stem from the federal Tax Cuts and Jobs Act of 2017. Changes to home tax deductions were implemented to reduce the ability of homeowners to deduct interest on Home Equity Lines of Credit (HELOC) Loans. When HELOC loans are not used for home purchases, building, or substantial improvements, the interest on these loans will no longer be deductible. There are also dollar limits on the total qualified residential loan balances allowable for deductions, an increase in the standard deduction, and a $10,000 limit on the federal deduction of state and local taxes.

What is Home Equity?

Home Equity is the portion of a home that the owner actually “owns” either through paying down their mortgage or growth in the property value of the home. Homeowners who build equity in their home can help increase their net worth. As a result, home equity may offer homeowners a useful source of funds to borrow from in times of need, such as during a home renovation.

Internal Revenue Service (IRS) Issues Clarification for HELOC Loans

The IRS issued a clarification on February 21 of this year in response to several questions from taxpayers and tax professions. IR-2018-32: Interest on Home Equity Loans Often Still Deductible under New Law describes several examples to demonstrate the effects of the new rule. Important points of clarification include the following:

  • Interest on a home equity loan used to build an addition to an existing home is typically deductible
  • Interest on a home equity loan used to pay personal living expenses, such as credit card debts, is not deductible
  • The loan must be secured by the taxpayer’s main home or second home (known as a qualified residence)
  • The loan must not exceed the cost of the home and meet other requirements

Additionally, the new tax reform law imposes lower dollar limits on mortgages in order to qualify for the home mortgage interest deduction. The IRS notes that starting in 2018:

  • Taxpayers may deduct interest on $750,000 of qualified residence loans, down from the previous $1 million limit
  • There is a limit of $375,000 for a married taxpayer who files a separate return. This is down from the previous $500,000 limit
  • The new limits apply to the combined amount of all loans used to buy, build, or substantially improve the taxpayer’s main home and second home

Itemizations Must Exceed New Standard Deduction

To itemize for 2018 taxes, taxpayers must understand the impact of the new standard deduction. The tax reform law states that total home tax deductions must exceed the new standard deduction. The new standard deduction amounts are:

  • $12,000 for singles
  • $18,000 for heads of household
  • $24,000 for married couples who file jointly
  • $1,600 additional deduction for singles 65 and older
  • $2,600 additional deduction for married couples both 65 and older

Limit on State and Local Tax Deductions

The tax reform law places a limit on the federal deduction of state and local taxes to only $10.000. Homeowners in areas of the United States which experience high taxes include those in the Northeast and the West Coast. As a result, these homeowners may experience an increase in their tax liability.

What Should Homeowners Do?

Homeowners planning to file for home tax deductions on their 2018 tax returns should be aware of the changes to allowable deductions on their HELOC loans. They should also be aware of the new lower dollar limits on qualifying mortgages imposed by the tax reform law. Homeowners should be aware of the requirement that deductions must exceed the new standard deduction if they plan to itemize. Homeowners in states with high taxes should be aware of the new $10,000 limit on federal deduction of state and local taxes. In all cases, homeowners should consult a qualified tax professional for guidance on this issue.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand the importance of obtaining professional guidance when it comes to changing tax regulations. We can help your company understand how to communicate the potential impact of these changes to your new hires and transferees. This will ensure they have relevant information as it applies to their relocations.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

GMS is not a tax advisor and is only disseminating public information.  You should always consult your own tax professional prior to making any decisions.

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