Category: Domestic Relocation

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Corporate Relocation Domestic Relocation Global Mobility

Seven Tips to Help Your Company’s New Human Resource Mobility Manager Get Up To Speed

Portrait of a group of happy colleagues standing together in a modern office

Strong economic growth helps companies increase sales, meet corporate objectives, and expand their operations. As companies grow, their need for employees with exceptional skills and talent increases. New hires, transferees, and promotions impact all departments, including Human Resources (HR) and the HR Mobility Manager.

However, growing companies cannot easily provide employees with a lot of time for long learning curves. The speed of business, as well as expanding competition, mean new hires, transferees, and employees new to their positions must hit the ground running. Your company’s future depends on a robust, well-functioning, and highly productive talent acquisition program.

Companies with successful talent acquisition programs understand their relocation policies are critically important to attracting and retaining those with the highest level of skills and experience. How can a new HR Mobility Manager get up to speed quickly and efficiently so talent acquisition programs and relocation policies are fully effective?

Global Mobility Solutions’ team of global relocation experts believes these seven tips are the most helpful for new HR Mobility Managers:

1. Set up a meeting with your Relocation Management Company (RMC).

The first thing a new HR Mobility Manager should do is meet with their RMC’s Account Manager and Relocation Coach responsible for servicing their account. The relocation experts servicing their account will have in-depth knowledge of the company’s relocation policies. They will also be able to speak to what is working best for the company, and share helpful recommendations that will benefit the company’s talent acquisition program and relocation policies.

2. Examine past annual reviews and become familiar with reports.

Annual reviews and reports from their RMC provide a quick summary of important measurements, including:

  • Annual Spend
  • Volume of Relocations
  • Relocation Policy Tiers
  • Policy Exceptions
  • Industry Trends

3. Review customer satisfaction ratings.

Every relocation should have input from the transferee as to their level of satisfaction. Ratings may provide insight regarding relocation policy issues; transportation including packing, move, and unloading; and satisfaction with elements of the relocation process such as expense reimbursement processes and community tours. Information should also provide insight into the resolution of any service challenges, which in turn may help guide future relocation policy development.

4. Set up training for the online portal so you can access relocation tools.

Your company’s RMC should have a robust and industry-leading relocation technology solution. The technology should be fully secure, with simple processes and easy to use tools for both employees and transferees. The training should include:

  • How to Initiate a Relocation
  • How Transferees Submit for Reimbursement
  • Viewing Transferee’s Status
  • Running Custom Reports

5. Learn the history of your company’s relocation policy.

Your RMC Account Manager understands the details and nuances of your company’s relocation policy. They can help you understand the history of your policy, including what the most recent revision was, and why the revision was necessary. Your RMC may also have specific policy suggestions that are helpful to your company. They have knowledge about your company and the industry it is in, as well as experience in the relocation industry. They understand what works best for your company’s relocation policy, especially as it relates to your talent acquisition program.

6. Interview your HR Department to learn which improvements should be made to the policy.

Other members of your HR Department may be good sources to learn which improvements are necessary for your company’s relocation policy. They may have experience working with transferees and issues such as policy exceptions. Ask the other employees in your department these questions:

  • What Works?
  • What is Not Working?
  • Is the Relocation Budget Sufficient?
  • Do the Relocation Packages Include Enough Benefits to Draw New Hires?
  • What is the Expense Management Turnaround Time?
  • How Does the Invoicing Process Work?
  • What Other Ideas Would They Suggest?

7. Be sure your RMC shares industry updates and trends on a consistent basis, and consider joining Worldwide ERC.

Your RMC should share industry updates and trends on a consistent basis. As experts in the relocation industry, you should be able to rely on your RMC’s knowledge and experience. Your RMC should help design your company’s relocation policies using best practices to promote successful relocations. Another helpful resource for relocation industry information is Worldwide ERC. Consider joining this leading industry association to gain access to useful information and expand your networking opportunities.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients when new HR Mobility Managers come on board to work with our team. We can help your company’s new HR Mobility Manager get up to speed quickly and efficiently, so talent acquisition programs and relocation policies are fully effective. 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.

Request your complimentary relocation policy review

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Choosing a Relocation Company Corporate Relocation Domestic Relocation Global Relocation Relocation Policy Review Relocation Programs

Advantages of an Expedited Bidding Process

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More companies are using an expedited bidding process when it comes to outsourcing their relocation program to a Relocation Management Company (RMC). This fundamental shift in a company’s approach to outsourcing relocation has many benefits, including significant cost and time savings. As the pace of business continues to increase, expedited bidding has proven to be a boon for companies that are looking to enhance the management of their relocation program.

Global Mobility Solutions’ team of global relocation experts benchmarked 48 companies that have utilized this process to determine the reasons why this approach has risen in prominence in today’s relocation market. Our team has identified five distinct reasons for the increased utilization of expedited bidding.

Five Reasons Why Companies Prefer an Expedited Bidding Process:

1. Companies Buy Solutions, Not Parts

Purchasing relocation management is a much different process than sourcing parts or equipment. Companies understand that ensuring the right fit for the right reasons is the most important factor when sourcing employee-facing services.

2. Complimentary Mobility Consulting

Policy reviews, program design and recommendations, and policy development and revisions can easily be part of this process. This also allows companies to evaluate an RMC’s experience, knowledge of the relocation process, and the quality of their consulting work.

3. Faster Relocation Program Implementation With an Expedited Bidding Process

Over 90% of companies that utilize an expedited process are able to complete their implementation within 22 days. The speed of this approach allows companies to achieve immediate efficiencies in their programs.

4. Avoiding Formal Requests

Utilizing an expedited bidding process helps companies avoid the administrative burdens and resource-intensive approach typical of the more formal Requests for Information and Requests for Proposals.

5. Immediate Cost Savings

Competition inherent in this process often results in cost savings. Improved fee structures and reduced direct costs result in up-front savings for the client. Savings allow clients to increase their focus on strategic business initiatives while the RMC manages their relocation program.

What Should Employers do to Utilize an Expedited Bidding Process?

Employers should utilize an expedited bidding process as they consider outsourcing their relocation management. A Relocation Management Company with extensive knowledge of the global relocation market and the experience of moving hundreds of thousands of employees will provide the best resources for expedited bidding processes. An experienced RMC can also easily guide companies through the process and achieve highly successful results.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their relocation programs. We can help your company understand how to gain the most benefits from utilizing an expedited bidding process. Learn how to choose the best Relocation Management Company 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.

Request your complimentary relocation policy review

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Choosing a Relocation Company Corporate relocation tips Domestic Relocation Global Relocation

How to Position Your Request for Proposal so Suppliers Have Correct Information

Your task is to position your Request for Proposal for Relocation Services so suppliers have all of the correct information they need to provide you with full and useful responses. With all of the many aspects of relocation programs, where should you begin?

To get the best responses, position your Request for Proposal with the information the suppliers need to understand your company and its current processes. You want to be clear in each question you ask the supplier, so you need to provide them with information about who you are and what you are seeking in a relocation services provider. Answers will vary based on the information you provide.

At a minimum, you should provide these four main points of information in order to receive robust responses to your Request for Proposal:

Four Main Points

1. Company Overview, Scope of Program, and Facility Locations

Provide information about your company, including size, number of employees, facility locations, organizational structure, and any associated companies and divisions. The scope of your relocation program is critically important for suppliers to know. Is it going to be a global program that covers all facilities worldwide? Or is the program specific to one geographical region, or only one division of your company? Position your Request for Proposal to provide as much detail as possible about what kind of relocation program your company is seeking. Additionally, be sure to include information about what range of services your company is interested in using.

2. Relocation Volume, Percentage of Homeowners and Renters, Average Home Sale Values

Position your Request for Proposal to include the number of relocations. This information is important for suppliers to know, to ensure appropriate staffing levels and structure for your company’s account service. It is also important information for the supplier to know so they can present the best pricing possible. The percentage of relocating employees who are homeowners versus renters helps the supplier understand the range of services your company’s program should use. The supplier will also be able to provide suggestions on how best to design the relocation program’s features and benefits. For your relocating employees who are homeowners, you should provide the average home sale values over the last few calendar years. This will help the supplier plan for the resources necessary to give these homeowners the best range of services. As a result, they will be able to correctly budget for home sale programs.

3. Position Your Request for Proposal so it Clearly Defines Global Program Needs

Many companies think of relocation programs in basic terms of moving their employee and family members from one location to another. Depending on the locations involved, the employee and their family might need a wide range of services to ensure a successful relocation. Global relocation needs could include any or all of the following services:

  • Assistance with Visas, Work Permits, Immigration
  • Language Training
  • Cultural Training
  • Travel Assistance
  • Property Management
  • Short Term Housing
  • Home Finding Assistance
  • Settling in Services (Driver’s Licenses, Child Care, Utility Arrangements, Interim Health Insurance)
  • Vehicle Lease or Purchase
  • Spouse and Partner Employment Assistance
  • School Searches
  • Pet Arrangements and Relocation
  • Repatriation Services

4. High Level Policy Review, Lump Sums

Provide information about your company’s current relocation policy and program at a high level. Note any tiers within the current policy that are used to provide different levels of service. The number of lump sums is important to include. Many RMCs have structured programs that employees can utilize with their lump sum dollars.

For example, Global Mobility Solutions (GMS) assists relocating employees with maximizing their allocated lump sum relocation dollars through our vast network of partners. Employees can select the options that they need from our a la carte menu of services, providing those services are within the parameters of your company’s specific policy. The dedicated relocation coach provides advice and counsel along the way. Additionally, the coach will explain how to best utilize their lump sum relocation dollars.

GMS’ relocation experts might also recommend an alternative to your company’s lump sums in the form of a managed cap program. The GMS managed cap program gives the employee a specific amount of funds to spend along with the benefit of the support services offered by GMS. GMS provides expertise in policy counseling to the employee on the best allocation of their funds when choosing from an array of relocation services. In addition, they receive guidance on the taxation of particular components. The managed cap program has contributed to fewer budget overages and higher satisfaction levels than the lump-sum option. This results in a maximum benefit for both the company and the employee.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their requests for proposals. We can help your company understand how to position your request for proposal so that it has all of the information suppliers need for them to present the best solutions for your company’s relocation program. Contact our experts online 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 Global Relocation

What is a Repayment Agreement in the Relocation Industry?

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A Repayment Agreement is a legal document that defines the expectation of a specific length of time for a relocation assignment, as well as the employee’s willingness to remain with the company during this time. Companies offer relocation assignments to employees with the expectation that there is a specific length of time for the assignment, and structure a Repayment Agreement should the employee depart prior to the end of the assignment.

During this time, the employee agrees to remain with the company and work to the defined parameters of the assignment. As confirmation of this expectation and agreement, a Repayment Agreement is proffered to the employee, to be signed accordingly. Most companies follow this practice, and it is easy to obtain an employee’s signature on a Repayment Agreement.

Repayment Agreement

Generally, a Repayment Agreement sets forth the timeframe that the company expects the employee to remain working in the relocation assignment. Should the employee leave the company prior to the expiration of the timeframe, the employee would owe the company an amount related to the relocation costs that the company paid to move the employee to the new location.

The amount of the repayment could be the full amount of moving costs, or a negotiated amount agreed upon by the company and the employee. The amount could also follow a graduated scale, reducing over time so the employee’s portion is pro-rated. The Repayment Agreement usually includes a full description of all costs considered for possible repayment, along with the specific amounts for each cost.

Why is a Repayment Agreement Important?

A Repayment Agreement is important for a company to have in place should the relocating employee decide to leave the assignment. Employees under consideration for relocation assignments often have exceptional skills, specific knowledge, and talents that are valuable to the company. Competitors and recruiters search for these employees and make offers of employment.

A Repayment Agreement lets the relocating employee know their out-of-pocket direct costs should they consider leaving their current employer. This usually provides a significant hurdle for competitors and recruiters who might be asked to cover the cost of any Repayment Agreement. Also, since the employee usually does not want to repay these relocation costs, this helps keep them within the assignment. Additionally, should the employee decide to leave, the employer will receive the repayment and be able to use those funds for other relocation costs or further investment.

However, companies should consider how easy or difficult it is to recruit within their industry. Difficulties recruiting employees to work for a company or within an industry might be an indicator that structuring a Repayment Agreement is not in their best interest.

What is included in the Calculation?

A number of costs might be included in a Repayment Agreement calculation. Costs might include any or all of the following, or more:

  • Household goods packing and unpacking services
  • Household goods moving van line costs
  • Travel to and from the new location during the assignment process including
    • Airfare
    • Taxi
    • Tolls
    • Incidentals
  • Costs associated family assistance during the relocation including school searches
  • Spouse or partner assistance including career resources and cultural adaptation
  • Pet care assistance
  • Temporary housing
  • Home sale assistance including commissions and fees (these costs may be considerable in a repayment agreement)
  • Property management costs
  • Home finding assistance
  • Mortgage assistance
  • Vehicle lease or purchase
  • Interim health insurance
  • Child care
  • Visa and immigration costs
  • Tax assistance including gross up costs

What is a Good Length for a Repayment Agreement?

Generally, a good length for a Repayment Agreement should depend on the total costs for the relocation and an assessment of the employee’s value to the organization in the specific assignment. Keep in mind that the relocation assignment is in place to help the company achieve an objective. Therefore, the Repayment Agreement should have a timeframe long enough for the objective to reach fulfillment, or at least meet substantial progress toward a larger, long-term goal.

In general, most relocation contracts require employees to work in the assignment for one to two years. Employees must repay the relocation costs if they depart employment on their own, or if they separate from the company for cause.

How Can a Company Collect on a Repayment Agreement?

While it is easy to obtain an employee’s signature on a Repayment Agreement, collecting a repayment is more difficult. Often, the employee will have departed to a new location. They also may change their address and contact information without informing their previous employer. Companies often rely on internal departments such as Accounting or Human Resources to try to collect repayments. This puts an undue burden on these employees, who may not have skills for collecting repayments from individuals.

A better option is to work with a qualified Relocation Management Company (RMC) that has experience in collecting repayments. RMCs have access to a wide range of resources designed to help clients with their relocation programs, including collections for Repayment Agreements. This removes the burden of collections from the company and lets them focus on pursuing corporate objectives and seeking new hires.

Conclusion

Global Mobility Solutions’ team of have helped thousands of our clients design their relocation programs with appropriate Repayment Agreement provisions. We can help your company understand the importance of inserting appropriate Repayment Agreements into relocation assignment offers, and assist with collections when necessary.

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 or give us a call at 800.617.1904 or 480.922.0700 today.

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Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends

What are the Best States Overall?

The Iowa State Capitol at Night.

What are the best states overall? This very subjective question depends on so many factors, many of which are more important to some people than others. Traveling across the US, it is easy to see that some states excel in certain areas, while other states excel in other areas. Which factors can be used to create a comparative ranking, and should importance to residents be a weighting factor?

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

Health Care

This category focuses on access to health providers, affordability, quality of care, and health outcomes.

Education

Education for students from preschool to high school, as well as different levels of higher education. Topics such as Common Core requirements and charter schools also impact this category.

Economy

Economic measures include job growth, unemployment rates, GDP growth, migration into states, new business creation, and number of patents applied for and granted (indicative of future growth).

Opportunity

Fair housing, poverty levels, and equal access to jobs and housing for minorities, women, and people with disabilities are among the criteria included in this category.

Infrastructure

Major considerations in this category include the use of renewable energy, as well as the quality of broadband access, transportation, roads, bridges, highways, and tunnels.

Crime & Corrections

This category focuses on public safety measures, rates of violent crimes and property crimes, incarceration rates, and management of prison systems.

Fiscal Stability

State government fiscal stability ensures the success of government-sponsored programs that impact residents. Provision of services such as public education, public pension liabilities, budgetary measures, and other state-level social and public programs all serve as indicators of a state’s fiscal health.

Quality of Life

Clean air and clean drinking water impact resident’s quality of life. Additionally, social support in a community impacts resident quality of life in that they are happier and have greater physical and mental health.

What are the Top 10 Best States Overall?

While each state’s measurements in the eight major ranking metrics vary, the rankings indicate the following top 10 Best Overall States:

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

Destination Spotlights

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

Conclusion

Thoroughly researching a North America 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 best states overall ranking.

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 North America relocation destination, or call us at 800.617.1904 or 480.922.0700 today.

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Domestic Relocation Domestic Relocation Trends Talent Management Talent Mobility

What are the 2018 North America Relocation Trends?

Family With Children And Pet Dog Outside House On Moving Day

What are the major 2018 North America relocation trends shaping the industry? Employee relocation and workforce mobility continue to rise in importance for companies looking for growth. Technology allows employees to work anytime, anywhere, whether traveling for business, or from a remote work location.

Our team of North America relocation experts have identified four key trends that are shaping 2018 North America Relocation.

2018 North America Relocation Trends

Employee Expectations

Many companies respond to employee expectations for relocation assignments. New assignments can provide career opportunities, learning, and growth. Some companies proactively offer incoming employees incentives to locate in other areas that best meets their needs and wants. For companies to grow and succeed, challenging and rewarding relocation assignments are necessary and provide great incentives for employees whether it be global or North America relocation.

Reasons for Moving

Simply Self Storage’s survey notes several moving industry statistics, with 10.8% of respondents indicating “new job/transfer” as their main reason for moving. However, other employment-related reasons for moving include “easier commute” and “other job-related reasons”. These three reasons combine to account for 18% of the reasons for moving. Companies recognize this impact on employees and respond with various programs to promote employee satisfaction and increase home-work-life balance.

Costs

Relocation often is in response to several factors. Of the factors that are location-specific, housing costs and taxes are often cited as both the reason for employees to move away from one area and to move to another area. Companies are responding to cost pressures in their relocation programs as well. Companies understand their ability to draw talent is dependent on providing opportunities for good quality of life for employees.

Talent Mobility Management

Companies in North America compete in a global marketplace. Greater opportunities are available, but include greater challenges in deploying talent to succeed. Mobilizing employees who know the business and understand its future drives relocation trends. Political considerations are another factor for companies looking to open a facility and in turn relocate employees to open and run the new facility. Building a company that provides career growth and professional development opportunities will allow companies to attract and retain top talent.

Conclusion

Thoroughly reviewing your North America relocation policy and benchmarking to industry best practices is imperative. This keeps your company at the forefront of your industry peers, reinforces employee satisfaction, and promotes successful relocations. The North America relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company remain at the forefront of 2018 North America relocation trends, and offer your employees the best relocation experience.

Contact our team of experts to discuss your North America relocation policy needs, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Domestic Relocation Domestic Relocation Challenges Global Relocation Global Relocation Challenges

Leveraging Relocation Benefits to Attract and Retain Talent in Healthcare

Family With Children And Pet Dog Outside House On Moving Day

Leveraging Relocation Benefits: Hiring and keeping employees who are talented and have extensive skill sets is an increasingly challenging proposition for many healthcare companies. Health eCareers notes in their 2017 Healthcare Recruiting Trends Report that over the past several years and into the future, demand for healthcare services is predicted to increase dramatically, while at the same time the supply of healthcare providers will decline, with shortages of qualified employees throughout all levels of the industry. Thirty-five percent of healthcare companies plan to broaden their talent searches to a wider geographic region, and sixty percent of healthcare companies are offering to pay for relocation.

According to the Society for Human Resource Management’s 2017 Employee Benefits Survey, HR professionals are increasingly leveraging employee benefits to attract and retain employees. Typically, the range of benefits include health insurance, retirement savings and 401K plans, family and medical leave, and flexible work schedules.

Benefits Attract Talent

Healthcare companies recognize that having a full range of desirable benefits gives them a competitive edge attracting new hires. Many healthcare companies increased their overall benefits during 2017, in order to remain competitive in the talent marketplace. Up to two-thirds of healthcare companies reported difficulty in their recruiting efforts and a shortage of employees with specific skills. Expanding recruitment efforts to include global destinations increases the complexity of the search for talent.

The Benefits Survey notes that HR professionals reported that offering more flexible work arrangements was one of the most effective benefits their company could provide in attracting new hires. This indicates employees are looking for innovative ways to fulfill their job obligations while pursuing active lifestyles themselves and with their families.

Leveraging Relocation Benefits

Since the majority of healthcare companies report a willingness to pay for relocation, their relocation programs should be considered as a highly valuable benefit to attract and retain talent. Leveraging relocation benefits helps employers communicate their interest in attracting new hires and their willingness to help employees overcome challenges related to taking an assignment in a new location. Some of the benefits that healthcare companies can highlight in their recruiting strategies and use to attract new hires include:

Pre-Decision Services

  • Candidate Assessment
  • Cost of Living Analysis
  • Market Analysis
  • School Reports
  • Moving Cost Estimates
  • Community Search and Tours

Pre-Assignment Services

  • Work Simulations
  • Candidate Assessment
  • Orientation Tours
  • Cost Projections
  • Specialized Educational Assessment
  • Cultural Adaptation Assessments

Assignment Services

  • Assignment Management Coordination
  • Visa & Immigration Services
  • Cultural & Language Training
  • Education Assistance
  • Home Finding Assistance
  • Spousal/Partner Assistance
  • Corporate Housing Assistance
  • Vehicle Purchase or Leasing Assistance

Repatriation

  • Consultation and Exit Procedures from Host Country
  • Assignee and Family Reintegration to Home Country

Healthcare Company Relocation Programs

Relocation programs for healthcare companies should be designed to provide companies and their employees the resources and tools they need to ensure a smooth and successful relocation process. A robust program should account for ongoing employee support services, supplier management, candidate selection, relocation benefits, and expense management.

Healthcare companies should consider outsourcing their relocation management to an experienced Relocation Management Company (RMC), one that is a leading industry expert in relocation services management. The RMC will help the healthcare company:

  • Better maintain quality control of the relocation process
  • Quickly adapt to seasonal staffing fluctuations without increasing cost per relocation
  • Leverage cost through economy of scale by spreading costs over a broad client base
  • Provide ongoing support to relocating employees with a single point of coordination
  • Provide expertise in consultative resources, improving organizational and employee productivity

Conclusion

Global Mobility Solutions’ team of corporate relocation experts have helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your healthcare company by using industry best practices to design a relocation program that is attractive to your new hires, and effectively communicates your company’s value proposition in the healthcare industry.

Contact our experts online to discuss your healthcare company’s 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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Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Employee Development Talent Management

What are the Best Places to Find a Job in the USA?

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Cropped shot of an attractive young businesswoman working in a modern office with her colleagues in the background

What are the best places to find a job in the USA? Graduates, current employees looking to advance their career, new entrants to the job market, and those returning to the job market constantly ask this question. Any consideration of best places to find a job in the USA is subject to several interpretations. For example, one job market may have many openings, but the skills required for the positions might be unique to a particular industry such as agriculture or petroleum refining. Many of the best places to find a job in the USA feature a wide range of employers and industries, so employment prospects are positive for most job seekers.

WalletHub’s examination of the 2018 job market in the USA notes several exciting and thriving places that certainly deserve to be in a list of best places to find a job. The team at WalletHub compared twenty-six indicators of job market vitality across more than 180 cities to create their list of the best places to find a job. Below are the top 10 best places for 2018 according to WalletHub:

Top 10 Best Places to Find a Job in the USA

  1. Chandler AZ
  2. Scottsdale AZ
  3. San Francisco CA
  4. Peoria AZ
  5. Gilbert AZ
  6. Plano TX
  7. Portland ME
  8. Irvine CA
  9. Madison WI
  10. Boston MA

Number 1 Best Place to Find a Job: Chandler AZ

Chandler is a city located in Maricopa County, Arizona. It is a suburb of Phoenix, and is situated south of Tempe, East of Phoenix, and West of Gilbert. The city of Chandler started life as a ranch owned by Dr. Alexander John Chandler, the first veterinary surgeon in Arizona. The townsite office opened on May 17, 1912. As recently as 1980, the population had grown to 30,000. However, with continuing population growth and expanding manufacturing, Chandler currently has a population of approximately 260,000.

Chandler is noted for its annual Ostrich Festival, celebrating the early 1900’s history of ostrich farms in the area which supplied plumes for women’s fashion and hats during that timeframe. The Chandler Center for the Arts is a 1,500-seat regional performing arts venue known for Broadway shows, musical performances, dance, theater, and family events. The city also is home of the Arizona Railway Museum and features free admission and several events including Chuck Wagon Cookoffs, Dinner in the Diner, Open Houses, and specialty excursions.

The McCullough-Price House, a 1938 Pueblo Revival-style home, was donated to the city by the Price-Propstra family in 2001. The city renovated and opened it to the public in 2007. On June 12, 2009, the McCullough-Price House was added to the National Register of Historic Places. Currently, the city has awarded a contract for the design and construction of a new museum building to be connected to the structure, which will then become the new Chandler Museum.

Leading employers in Chandler include the following companies, several of which are leaders within their respective industries:

Leading Employers

Destination Spotlights

Global Mobility Solutions has several Destination Spotlights that provide information on North America locations as well as Global locations. The Phoenix Spotlight includes information about the city and the metropolitan area. Our team has published several other Destination Spotlights and you can also Request a Destination Spotlight.

Conclusion

Thoroughly researching a North America 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 2018 North America relocation trends, and offer your employees the best relocation experience.

Contact our team of experts to discuss your North America relocation destination, or call us at 800.617.1904 or 480.922.0700 today.

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Business Services Domestic Relocation Global Relocation Relocation Technology

Video Series of Spotlights are Great Tools to Help Employees Accept Relocation Assignments

Happy young couple sitting on the mattress in their new apartment in the morning and using laptop together. Cardboard boxes in the background.

Companies with successful relocation programs provide as much information about new locations as possible. This helps their employees and family members gain a favorable impression and acceptance of a relocation assignment. A well-designed video spotlight as part of a video series highlighting many aspects of a location’s offerings and experiences will bring the location to life. The video lets the employee see first-hand how their lives will be enriched with this new experience.

These are the four major benefits of using video for relocation programs:

1. Builds Trust

Companies that provide helpful information build credibility and trust among employees and their families that their welfare and happiness are of great importance in choosing a new location. A video spotlight showing highlights and exciting activities provides peace of mind. Additionally, it boosts the confidence of employees considering a relocation assignment.

2. Brings Location to Life

For employees who have not traveled to a new location, or who have only visited briefly, a video spotlight literally brings the location to life. Images of people visiting local attractions and visually engaging presentations of daily life show the vibrancy of an area. The video gives employees assurance and they can see themselves in the same positive and appealing environment.

3. Easy to Share

Employees often rely on their family, friends, and colleagues in their decision process when it comes to considering a relocation assignment. Since humans process images and scenes much faster than they can process words or sentences, a video is an ideal format to quickly communicate information about a new location. A video spotlight is also easy to share and provides an entertaining presentation. This helps decision-makers feel confident in their recommendations and guidance.

4. Increases Acceptance

Employees considering a relocation assignment are looking for information to help convince them that a relocation assignment will be a valuable experience. Videos have been shown to be highly effective at increasing conversion rates. A robust video spotlight is a valuable tool to help employees and their families decide to accept relocation assignments.

Conclusion

Video spotlights are a highly effective resource that help increase employee acceptance of relocation assignments. Global Mobility Solutions (GMS) provides its clients with video spotlights and several other helpful resources they can share with their employees to promote successful relocations.

See our Seattle Video Spotlight here:

Our team of relocation program experts can provide a wealth of video spotlights, Global Spotlights, North America Spotlights, and other highly valuable resources for your company and your employees. To learn more about our award-winning services, contact us online or give us a call at 800.617.1904 or 480.922.0700 today.

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Domestic Relocation Global Relocation Relocation Programs

Global Mobility Solutions Produces Video Spotlight Highlighting Seattle for Relocations

Profile of a happy couple browsing a tablet in the street.

If your company’s relocation plans include Seattle, Global Mobility Solutions (GMS) has created the perfect way for your employees to visit the city from the comfort of their home, office, or anywhere they may be located. GMS Video Spotlight for Seattle and other locations help viewers learn more about new and exciting places.

GMS is producing Video Spotlights at the request of our clients who want to share as much information as possible with their employees to ensure successful relocations. Showing the highlights and attractions of an area helps prospective employees, transferees, and their families gain a sense of comfort and lets them quickly acclimate to a new location.

GMS’s Video Spotlight for Seattle highlights the following five main topics:

1. Climate and Geography

The weather in a new location might have an impact on an employee’s decision to accept a relocation assignment. Seattle is located in the US Northwest, an area of dense forests, mountains, and islands located on the Puget Sound. Seattle is widely known for its rainfall, and has been named “The Emerald City” for its abundance of lush vegetation and greenery. The city and surrounding area boasts an enviable amount of outdoor activities for enthusiasts. The climate is mostly moderate and average high/low temperatures range from 47 °F / 37 °F in January to 76 °F / 56 °F in August.

2. Cost of Living and Transportation

Employees and their families benefit from knowing how the relocation assignment will provide for their economic welfare. Knowledge of an area’s cost of living, range of housing options, and transportation venues including air, rail, ferry, and highways help employees make informed choices for their new home and understand commute travel times. Premier airports such as Seattle-Tacoma International Airport (SEA) provide a sense of comfort for employees and their families who may have relocated a far distance.

3. Lifestyle, Sports, and Attractions

A major metropolitan area such as Seattle provides a wide range of attractions to suit nearly any interest. Outdoor adventures abound within parks and trails, art enthusiasts will find many museums and installations including the Chihuly Garden and Glass, and sports fans have major teams such as MLB’s Seattle Mariners and NFL’s Seattle Seahawks. The Video Spotlight will take your employees and their families on an exciting visual journey to major attractions including the iconic Seattle Space Needle.

4. Shopping, Dining, and Culture

Employees and their families can learn first-hand where major shopping venues are located. They can find their favorite stores and locate the services they need. This helps them feel “at home” in this new location. They can also find out which restaurants helped Seattle earn a top spot on Conde Nast Traveler’s list of the 20 “Best American Cities for Foodies” so they can make plans for a great meal and feel they are a part of this exciting city.

5. Schools and Education

Employees with school age children or teens preparing for college can learn about all of the public and private school choices available to them in their new location. Notable colleges and universities include the world-renowned University of Washington and the Art Institute of Seattle.

Conclusion

Providing a wealth of resources for employees with relocation assignments helps companies remain competitive in their industry. Our clients have noted how helpful our Global and North America destination spotlights are for their employees. Global Mobility Solutions (GMS) continues to extend the many valuable resources we provide to our clients into new technologies and easy to use formats.

See our Seattle Video Spotlight here:

To see one of our exciting Video Spotlights, or to learn how our team of relocation program experts can help your company provide industry-leading resources to your prospective employees and transferees, contact us online or call us at 800.617.1904 or 480.922.0700 today.

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