Category: Employee Development

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These 4 Cities Are Now Expat Worker Hot Spots

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A Caucasian woman and Indian man are indoors. They are in a garage. They are creating a new startup business. They are wearing casual clothing. They are smiling. They are sitting at a table and discussing the blueprint for their new product.

Large numbers of foreign workers are relocating to these four cities

Since Covid-19 protocols heightened in 2020, numerous industries moved countless jobs into full-time remote settings. As a result, many companies found that productivity stayed leveled and grew for many employees across the board. So much so that now a good portion of positions are hired under full-time remote work policies. 

Now that employees are no longer expected to drive into an office daily, it changes their outlook on where to live. Digital nomads are relocating worldwide, taking advantage of being able to live anywhere by adventuring to new cities and countries they’ve always wanted to live in. Cities that have seen an enormous influx of remote workers relocate are now dubbed Zoom Towns. 

Zoom Towns are becoming more popular because expatriate employees (expats) looking for a new destination to live in find the traditional big cities that used to be known as technology leaders, such as Hong Kong and San Francisco, are crowded and expensive to live in. With the cost of living soaring in many major markets, expats looking for international relocation options are turning to less known growing Zoom Towns. 

Here are four cities that are seeing significant increases in international relocation for employees looking for a new setting: 

Kuala Lumpur

The Malaysian capital is becoming a hot spot for expat workers looking to relocate mainly because of its large English-speaking workforces and communities. On top of that, international transplants are finding Kuala Lumpur relatively affordable. In a 2021 worldwide survey of 12,000 expat workers, Internations ranked Kuala Lumpur No. 1 for affordable housing options. 

Malaysia’s steady financial climate combined with the buzz of big city living can be a draw to many remote workers looking to move internationally. But if the big city feel isn’t a draw, the sightseeing outside the city of Kuala Lumpur has some of the most exotic landscapes to see only a day trip away. 

Lisbon

One of the oldest European cities, Lisbon has a lot to offer in a mixture of culture, warm weather, and nightlife entertainment. This Portuguese city started seeing an increase in expat workers moving there after it became the host of Web Summit. This annual convention combines tech’s most prominent companies with leading speakers and top media outlets. It’s easy to do the math here; many of the people who attend Digital Summit fall in love with what Lisbon has to offer remote work positions. So, once they come and experience the city, it is top of mind when deciding where to live next. 

Lisbon is an excellent choice because the medicine and education systems are well developed, while crime is low. Not to mention, the cost of living is lower than most other major European cities.

Mexico City

Mexico City is the largest city on this list, with nearly 22 million people currently living there. It might not seem like a go-to expat haven, but the city has rapidly been gaining both remote workers and in-office workers because it is the startup center of entrepreneurs in Latin America. The cost of living in Mexico compared to the US, Canadian, and most of Europe is much lower. Housing, food, and entertainment are all affordable year-round, making it an excellent place for young expat workers or newlyweds looking to start a family. Mexico City may be an old city, but it has a lot to offer for nightlife entertainment as it has one of the most vibrant restaurant cultures in the world.

Bengaluru (Bangalore)

One of the world’s fastest-growing tech hubs is Bengaluru, India. This growing Zoom Town is home to numerous startups and software firms. Major companies such as Sequoia Capital and Goldman Sachs have fueled the Bengaluru economy with money, making it a stable financial environment. With international relocation numbers, the city has numerous international schools, bars, and restaurants serving everything from craft beers to pork ribs.

GMS Can Assist Remote Workers Relocate

Now that countless workforce positions are completely remote-based, most companies won’t offer remote employees relocation benefits. This means for expats to head to their new destination, it’s all on their own when it comes to covering costs. But Global Mobility Solutions (GMS) has come up with a way to help remote employees receive the prices and services they would through relocation benefits without having to cost their company a penny. 

Our new Employee Choice Program is designed to assist remote employees with access to vendor pricing from our network that they would generally have to get through their employer. Our program is here to assure that employees who cannot utilize a relocation package can still get fair pricing while still getting the top-level relocation service that GMS offers to all clients. 

If you are interested in getting more information about our Employee Choice Program, please reach out today to schedule a quick call with one of our relocation experts. The GMS team is dedicated to providing excellent service and answering any questions you may have. 

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Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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Career Services Employee Development Job Market Job Seekers Labor Force Relocation Challenges

The Relationship Between Frictional Unemployment and Relocation

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What Is Frictional Unemployment?

Frictional unemployment is the technical term for someone who is “in-between jobs” because they plan to move to a new position. Economists use this term for employees who leave their jobs voluntarily or involuntarily. There are other types of unemployment, but frictional is unique because it is seen as a natural part of labor turnover rates.

The majority of frictional unemployment is when an employee leaves their job for a new one. Career changes also fit into this category. Students who recently graduated and trying to obtain full-time positions are also considered under frictional unemployment.

Because frictional unemployment is natural in a healthy economy, it doesn’t always compel a negative impact. In most cases, this type of unemployment can be beneficial. If a higher-qualified employee chooses to explore new opportunities, companies receive applications from candidates. And in many cases, a set relocation strategy offers a significant offset to minimize time and costs for an employee moving to a new destination.

Examples of Frictional Unemployment

There are different situations that would constitute frictional unemployment. Again, because frictional unemployment numbers are high in a healthy economy, it can be suitable for companies and employees alike. The only obvious downfall on the employees’ end is that any type of unemployment can be scary and stressful. The longer the unemployment stent lasts, the harder it is on the employee and their family. Here are some everyday situations that reflect frictional unemployment:

Personal Transition

Maybe the most common example of frictional unemployment. A personal transition can include taking time off to care for kids or an ill relative to a complete career change. As always seen as voluntary unemployment, personal transitions can last just a few days to a long extended time. Career changes usually involve new training or going back to school, so they can take years in some instances. 

Another prime example of personal transition unemployment is an employee who leaves their job to start their own business. As people can save and set a foundation for their business, they do their best to time an exit from their current position to take a shot at their dream business.

Geographic Move

There are numerous situations that would fit in this category. The most seen is someone who accepts a new position in a new state or country. No one can just move overnight and be ready to work the next day. The relocation process takes some time in which usually the employee is not working, so there is a small gap in employment before the new job starts. However, if an employee accepts a promotion or corporate relocation assignment from their company, there could still be a minimal employment gap. 

Geographic move unemployment matters also occur when an employee’s spouse or partner accepts a job in another location. The employee then gives resignation notice due to the move and then searches for a new job. 

Another callout for this type of frictional unemployment might be if an employee wants a fresh start in a new home, but the company won’t allow a transfer and doesn’t offer remote work options. Obviously, this also fits into voluntary unemployment. In most cases like this, it is recommended from a professional point of view that the employee already have a position lined up in their new destination before relocating.

Skill Matching

Skill matching refers to an employee leaving their job for a position where the skills, responsibilities, and requirements are on the same level. This situation usually occurs when an employee feels underappreciated or underpaid at their current company. Sometimes, the employee will apply to open similar positions to get the pay raise they hope to reach. Or if the employee feels the new company can offer better career growth opportunities. 

Skill matching frictional unemployment happens in a thriving economy when employees have more power in salary negotiation.

Up-Skilling

Up-skilling frictional unemployment is highly similar to skill matching. The big difference is that the employee is taking a new position because they cannot advance at their current company. The most straightforward call out here is an employee who holds an entry-level job moves to a new organization to go into a manager-level role. Or a manager-level employee wants to be promoted to a director or president-level role. This switch usually happens when an employee is topped out and looking for a higher salary and more responsibilities. 

Again, up-skilling is easier done in an employee-favored economy during hiring frenzies. But, just like skill matching, the number of days unemployed is minimal and on the employee’s terms.

Entering the Workforce

Recently graduated college students who have yet to find a full-time job count in frictional unemployment rates. Younger job seekers who are applying and interviewing for positions usually make up the highest rate of this example. This situation for frictional unemployment is the most dependent upon the health of the economy. In a healthy economy where job openings are plentiful, graduates have more options and a better chance of limiting their unemployment days. 

It is not uncommon for someone who may have been a stay-at-home parent looking for their first career job since caring for children. And military members whose service time has concluded, now on the job search fit into this category also. 

How a Relocation Strategy Can Reduce Frictional Unemployment

Setting up corporate relocation policies can help companies cut down on frictional unemployment. These set policies help quicken the timeline it takes for an employee and their family to move. If the company develops its strategies with a relocation management company (RMC), processing time and costs can be managed better. Companies tend to work with relocation specialists who can provide coaching for the process and a prepared list of vendors who work in the services needed, such as movers and real estate agents. 

Frictional Unemployment can hinder companies that relocate new, existing, or promoted employees if they do not have a strategy in place. The company suffers because the moving process drags out; there are numerous days when the position is not filled. On the flip side, the employee suffers because this is time they are not getting paid. But being prepared with relocation packages to offer employees gets them from point A to point B within a reasonable timeline.

GMS Has Taken It to the Next Level

Global Mobility Solutions has been assisting companies with their relocation strategies since 1987. Our team of relocation experts knows how to help companies prioritize their global mobility needs. In addition, we have set in a new Employee Choice Program allowing employees to relocate without their company providing financial sponsorship. 

This program is meant for companies to retain top talent for positions allowed to work remotely. In addition, companies can enable employees to relocate while not having to pay for the process. GMS offers this program to companies so that their employees can utilize our list of relocation vendors at great prices. Please fill out this form to get more information on this new program put together by GMS. Then one of our relocation experts will reach out to let you know how your employees can take advantage of the Employee Choice Program. 

GMS is here to help with any relocation needs, and our Knowledge Base is full of hard-hitting blog topics that can answer many levels of questions. 

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Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Career Services Employee Development Job Market Job Seekers

Lack of Remote Work Policies Up Resignation Numbers

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Employees are resigning from companies that don’t offer flexible remote work options

In 2020 at the start of the Covid-19 pandemic, countless companies whose primary worksite was an office setting had to mobilize their employees to a remote environment. Within weeks employees who worked in an office were told to work from home. Many employees and employers saw this as an excellent opportunity to prove that remote work policies can benefit productivity and employee retention. 

Now in 2022, some companies are asking their employees to return to the office. Many found remote work strategies worked better for them and their employees. However, some companies are now in full remote workforce mode and have no plans to return to an office building. This dynamic brings hiring and employee retention policies and processes into question, with remote work options at the forefront. 

Recently, a study surveyed about 1500 employees across various industries to gauge their attitude toward remote work and flexible work hours. In addition, nearly 300 human resource managers were also given the same questions to provide a different perspective. 

The point of the survey was to conclude if remote work options for employees would be a make or break for new hires to accept a position. Or for employees to stay in general. Most of the survey’s findings showed that employees were willing to leave if the company could not offer some type of remote work policy on a regular basis.

Employees Resigning Because of Lack of Flexible Work from Home Arrangements

The study revealed that 29% of employees changed jobs in 2021, and in 2022, 34% of employees are planning to resign from their current organization. The main reason was that employees were disappointed with their company’s remote work policies. However, a significant reason is that there is a lack of flexibility in the day-to-day work schedule.

Companies that give the option to work remotely are considered a potential benefit by 46% of employees. And 35% stated that the lack of flexibility to work remotely plays a factor in searching for a new employer.

The study also showed that employees have a strong desire to work from home, as 64% of the employees stated that if told to return to the office, they would start searching for a new job. Additionally, of the employees surveyed, 91% agreed that they should be able to work from home as long as their work is getting done.

72% of employees said that flexible work arrangements are one of the most important qualities they look for in a new employer. This includes things like being able to work remotely, which is more important to employees than factors like company culture, professional development, and social impact. The only qualities to top flexible work arrangements were compensation and employee well-being. 

While employees enjoy the flexibility of remote work, employers show hesitation to implement remote work options due to the ability to determine the employees’ working hours. The employee’s location can also be a concern because there can be tax and immigration compliance issues on hand if employees are in different cities or states. The reports show that in 2022 only 46% of HR representatives were confident in knowing where their employees were located during work hours. 

Employees and HR professionals both agree that allowing employees to work remotely allows the opportunity to build a team that is based on qualifications and experience. The report shows that 90% of HR representatives and 82% of employees agree that hiring should be based on skill set over the location.

GMS Can Help with Employee Retention

Global Mobility Solutions (GMS) understands that hiring and retaining good employees is a pain point for many companies. To help organizations retain employees, GMS created our Employee Choice Program for relocations not financially sponsored by the employer. This allows companies to open up opportunities for employees looking to relocate. In addition, companies can give employees the flexibility to work remotely. 

In working with GMS to utilize this program, the company allows employees to leverage the buying power, deep discounts, and high-quality coordination from a relocation management company without financial sponsorship. In more straightforward terms, employees electing to relocate can utilize our network of vetted and qualified partners at an affordable cost without the employer’s financial assistance for management and service costs. 

GMS hopes this service can act as a win-win situation as the employee is able to stay with the company, while the organization is not hit hard with relocation costs. If you are ready to start looking into Employee Choice Programming, then contact us today to set up a courtesy consultation and demonstration. Our relocation experts would be glad to discuss how GMS can help with any of your relocation services.

We’re Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Employee Development Global Mobility

4 Products in Low Supply: Impact on Relocating Employees

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Pricing on these products could affect relocation

It can be more complicated than just hiring a moving company to ship their household goods when relocating an employee. Many factors need to be taken into consideration when getting a transferee to their new destination. One of the significant factors to think about is the cost of living difference between their current home and the new destination. When certain products or materials are harder to get or are experiencing pricing increases, it can place additional pressure on the employee and jeopardize the relocation. 

Since the COVID-19 pandemic began, there have been supply chain issues and shipping delays around the world. Some products are back-ordered for months at a time, ultimately increasing prices on many products, further complicated by lack of manufacturing productivity. This can affect those moving for a new job through increased prices on common cost of living items such as food and fuel, potentially increasing employees’ wage requirements. While companies can’t always raise salary expectations right away, keeping the cost of living changes in mind when sending the employee an offer letter is recommended. 

If your company relocates employees, these four product shortages might affect their lives in their new destination:

Food Costs

This one probably hits close to home for a lot of people. With grocery stores also having labor challenges and with problems in food production, grocery prices may stay higher than usual in 2022. COVID-19 and its variants upended operations in food manufacturing plants around the world. As workers called in sick or day-to-day production policies had to be changed to keep workers safe, many fell behind in their order fulfillment and still have not caught up yet. Food product shortages are also due to the trucker driver shortage that the US and Canada are experiencing right now. 

When you look at the difference in food costs from city to city, that alone creates a cost of living increase or decrease. Typically, groceries are more expensive in high-end markets such as San Fransico, CA than in Topeka, KS. The addition of product shortages and shipping problems adds to the total price for someone moving from a mid-sized or small city to a larger one.

Lumber

Lumber prices have soured as of late to the point where homebuilders are increasing prices in an attempt to offset the demand. Many lumber mills were forced to shut down during the pandemic due to safety concerns. Then when the mills reopened, they were already behind in producing enough lumber to fulfill the extreme housing market needs. The real estate trends in calls for lumber were not just new-build homes either. As many workers started working from home and mortgage rates dropped to new lows, there was a rise in home remodeling. 

Many people might not realize that the price of wood also impacts moving supplies such as paper and cardboard. Lumber prices for the shipping industry also impact items such as shipping crates and pallets, which are produced for moving companies. Increases in material prices are naturally passed along to the end-customers who are moving.

Furniture

Always known as the “hidden cost of moving,” buying furniture for a new home is something that most people don’t calculate when making offers on houses. The furniture industry saw a boom when work from home became the new normal for many workers. People were more likely to spend more updating their furniture in order to be comfortable while spending most of their days from home. Because many U.S. furniture parts come from China, the global shipping container shortage has delayed many shipments that have some furniture companies months behind on orders. Once again, because of all the issues with shipping containers, the furniture industry can only ship out so many sets each month.

Semiconductors

Demand for computer chips has naturally lowered supply. Many companies are shifting their workforce remotely, meaning more laptops and computer products are needed for employees working from home. Semiconductor manufacturers are trying to ramp up production, but with sky-high demand, it is hard to see them catching up to the curve before the end of 2022. 

Additionally, semiconductors are used in vast swathes of products these days, including vehicles. Near the onset of the pandemic, rental car companies sold perceived excesses in their fleets. Demand surprisingly skyrocketed, but due to shortages in semiconductors, vehicle manufacturers couldn’t keep up with rental fleet production demand which, in turn, caused shortages of rental vehicles. This has caused significant increases in rental car costs for employees who are relocating and need temporary transportation while traveling.

GMS Keeps You Up to Date with Industry News

At Global Mobility Solutions (GMS) we take pride in being the industry leader for providing global mobility services. Our team assists companies in relocating employees and providing benchmarking studies specific to our clients’ industries. We also keep our customers on top of industry trends in relocation, real estate, transportation, and more. Fill out the form below to receive courtesy information on your particular industry today!

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Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Employee Development Global Relocation Global Relocation Tips Global Relocation Trends Visas and International Travel

2023 H-1B Registration Details

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Get more details on H-1B Cap registration

Looking to file a new H-1B case? With some updated guidelines, employers must complete registrations using the U.S. Citizenship and Immigration Services (USCIS) online H-1B registration system. This online process is a simple way to complete H-1B registrations, where employers submit details for their desired candidates who they intend to sponsor for a new H-1B in 2022 or 2023. The online form avoids manual paperwork and can cut down on costs for employers. The cost for registration is $10 per sponsored candidate.

New H-1B case registrations are capped at an annual quota of 85,000. From that number, 20,000 are available to candidates who have earned an advanced degree from a U.S. college or university, making the remaining 65,000 available for other qualified candidates.

USCIS introduced the concept of H-1B registration in 2020. There were just over 380,000 registrations filed for FY 2022 and about 275,000 registrations filed for FY 2021.

H-1B Lottery

When USCIS receives more than 85,000 registration cases, a random lottery will be run on the pool of registrations. Once the lottery is finalized, USCIS notifies those chosen. From there, successful selectors then file a full H-1B petition. One for each candidate must be filled out.

Cap-subject petitioners looking to get H-1B, or their representatives, will be able to create accounts starting at noon Eastern on Feb. 21, 2022. Candidate submissions open March 1, 2022, for any company that is set up in the system. 

It is highly anticipated that USCIS will receive more than 85,000 registrations by the March 18th, 2022 deadline, from there they will plan to run a lottery then notify successful registrants by March 31, 2022.

H-1B cap-subject petitions include those for beneficiaries eligible for the advanced degree exemption. Only those with a valid registration number selected during the H-1B registration process may petition.

GMS Can Help with Any Visa & Immigration Needs

Global Mobility Solutions is a full-fledged international relocation services company. Our goal is to help companies get their employees to their new destinations as easily as possible. GMS works with the most knowledgeable people in the industry when it comes to visa and immigration needs. We can help your employees get all of their paperwork done and questions answered. Feel free to reach out to us today to get started the process of fulfilling all your global mobility needs.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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Corporate Relocation Corporate relocation tips Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Employee Development Talent Mobility

Why Small Business Relocation Benefits Are Important

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What Small-To-Medium Sized Businesses Need To Know About Offering Relocation Services To Candidates

Small to midsize businesses offer employees different advantages from larger corporate entities. Many employees gravitate towards smaller organizations because they feel like they’re treated as a person instead of a number. They may also feel that the job at hand is making a difference and feel included in major decisions. However, many smaller companies often have a tough fight to get top talent when hiring. When a highly qualified candidate is available for a position, it’s common for a larger company to out-match any offer the smaller company can muster. From salary and benefits, companies with deep pockets can spend what is needed to attract and retain their talent. This includes benefits such as relocation services for attracting candidates who might live outside of your immediate region.

When a company, no matter the size, can provide relocation services to their employees through a relocation management company (RMC), it opens up the talent pool for job openings. Most HR reps from smaller companies will probably just assume that their company cannot afford to offer relocation packages to interview employees. But when working with a qualified and experienced RMC, balanced relocation policies can be developed that are both affordable for the company and help your HR team find the best candidate for the job. 

Let’s take a look at how offering relocation services to job candidates can help smaller companies when hiring for an open position:

Relocation Services Open Up the Talent Pool

When posting an open position, companies want the highest qualified candidates to apply. If the company is willing to relocate employees for new positions or promotions, then the talent pool is much wider since they’re able to cast a wide net that can include candidates from out-of-state or even internationally. Being able to choose from numerous resumes for an option position is a good problem to have and will give the hiring manager a wide range of skills and experience to consider for the role.

Reduce Vacancies with Relocation Services

Not every open position is filled within a few business days. If your company is only able to hire candidates from your local metropolitan area, it could take longer to find the right person. When anyone, from anywhere, is able to throw their name in the ring it can help with a quicker hiring timeline.

It Speaks Well to the Company's Culture and Brand

If a company were to just promote a position in the state where they have operations, and hire with whatever applications they were given (even if they are not the best possible talent), it may come across as a cost-saving measure. The offering of relocation benefits goes a long way to show that the company values its workforce and will do whatever it takes to get the right person in the right seat to ensure success for the entire team.

Improving Employee Retention with Relocation Services

Relocation benefits often are associated with new employees, which might be true in most cases. Many companies don’t realize that if they offer relocation packages it can also help existing employees and their ability to develop and move up within the company to new roles. For example, if an employee outgrows their current position and into a leadership role, the company can move that employee to a new location for the new position. This can also help improve your company culture because employees can be confident that they can grow within the company and that the company isn’t afraid to invest in their workforce. 

It’s also a benefit to the company because they can move existing employees to varying locations to fill any skill/capability gaps instead of always needing to hire from the outside. Relocation services open up new possibilities for small to medium-sized businesses through capabilities such as short-term and long-term assignments, allowing your employees to oversee temporary projects in other company locations, open new offices supporting your company expansion, or perform other valuable functions that require a long-term (but not permanent) presence.

GMS Is Here to Help Small Businesses Compete with Relocation Packages

Global Mobility Solutions (GMS) has been helping companies of all sizes create competitive relocation policies for companies for almost 30 years. A full service relocation company, we listen to your wants and needs, then help develop a mix of the best relocation services possible for your organization. Our consulting team will make sure you are keeping up in your industry and offering the best perks possible to get the best candidate. 

If you’re a small or midsize business owner or business HR manager and have questions about global mobility policies, please reach out to GMS today. Our relocation experts can help you through the entire process of creating or updating your relocation program.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Corporate Relocation Corporate relocation tips Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Employee Development Global Relocation Tips

The Core-Flex Employee Relocation Model Explained

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How Core-Flex Policies Work

When relocating for a new position, a company may offer relocation benefits to help the employee with moving expenses and to help ease the relocation process altogether. Oftentimes, larger companies will have several tiers of relocation packages to offer their new employee, depending on the employee’s level, the size of the move, and if family members are involved. A relocation policy type that is becoming more popular with companies is the core-flex model. Core-flex relocation policies incorporate a core relocation benefit section, along with a list of flexible, optional benefits that can be used depending on the relocating employee’s needs. 

Core-flex relocation programs do not give relocating employees free range on moving expenses as most lump-sum global mobility packages do. However, core-flex options eliminate some of the stress from the relocating employee. For example: the hassle of hiring suppliers, service quality, expense, and tax overruns.

What Should a Core-Flex Policy Include?

While each relocation management company (RMC) will help companies customize and construct different relocation packages, the main, or “core”, components of a typical U.S. domestic relocation policy might include: 

  • Relocation coaching – a certified relocation specialist is assigned to each employee who is moving to help guide them throughout the entire process. 
  • Home-sale assistance – typically included in most relocation packages, RMCs usually help transferees sell their current house with a range of home disposal options that include the Buyer Value Option (BVO), Guarantee Purchase Offer (GPO), direct reimbursement, and home marketing assistance.
  • Corporate housing options – also known as short-term or temporary housing options. This benefit gives the transferee the opportunity to stay in a furnished apartment or townhome for 30, 60, or 90 days while they adjust to their new area and are on the hunt for a new place to call home. 
  • Travel expenses – Most times, companies will cover a variety of travel expenses for the employee and their family as they travel to the final destination to begin the new position or promotion.
  • Shipment of household goods – this one seems like the most obvious. This generally includes the packing and shipping of household goods and is usually included in relocation packages.

Flexible add-ons that can enhance a Core-Flex policy include, but are not limited to:

  • Home purchase assistance
  • Storage of household goods at the destination
  • Spouse/partner career transition assistance
  • Mortgage assistance
  • Child/elder care assistance
  • Miscellaneous allowance
  • and more

Advantages of Core-Flex Relocation Policies

A major advantage of core-flex policies is that they give the employee just enough decision-making ability to feel like their needs are being met. Making a new or current employee feel valued and heard goes a long way when trying to attract the best person for the open position. 

It gives the employee more freedom, which in turn can make the relocation process go quicker. The employee can select from a menu of services that are provided by competitive and vetted vendors, empowering the employee and providing them the flexibility to put the mobility process in motion on their own.

There is also a huge potential for cost savings using the core-flex approach when relocating employees. In most standard relocation packages the company might try to utilize a “one size fits all” approach. This could mean that there are benefits that employees either won’t utilize or might not even need. With core-flex policies, the company can better align relocation benefits to each employee while putting a cap on flexible benefit spending amounts. 

Constructing Solid Core-Flex Relocation Policies

GMS has been helping companies put together the best relocation packages since 1987. Our highly experienced team can assist in the moving of new or current employees in any industry. Team members at GMS have over 50 years of combined experience helping companies create and benchmark their core-flex relocation policies. GMS specializes in and is happy to help companies construct competitive core-flex relocation policies that offer both employee choice and company control. Reach out today with any questions regarding the core-flex model for relocation benefits.

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At GMS, we make it a priority to know how talent mobility is changing in each major industry. What are the best practices? How are other companies changing their programs to retain a competitive edge? Your Mobility Pro will be in touch within 1 business day to help answer your questions and benchmark your industry.

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Business Services Career Services Employee Development Job Market Labor Force

Preparing for 2022 Workplace Trends

What lies ahead for the average workplace in 2022?

It is hard to believe that the fourth quarter of 2021 is already upon us. So much has happened in the US (and around the world) the past two years, but it still feels like it’s moved ahead at a blurred pace. The modern workplace is constantly evolving as it is, but the past few years have forced numerous industries to change their workplaces due to Covid restrictions with little to no warning. Keeping up on trends to ensure that your company’s workplace or work plan is positive, collaborative, and flexible is important to making sure you can employ the best talent for each position.  

A healthy workplace not only attracts the best talent but also can help improve employee performance and productivity. Employee turnover is an expensive problem for a workplace that is struggling with morale or productivity on everyday tasks. In order to set up your workplace for employee success in 2022 and beyond, check out these trends that you should consider implementing throughout the new year:

Gen Z Is Coming

Demographic shifts are something that cannot be halted. In the past four-plus decades we’ve seen the workforce transition from Baby Boomers to Gen X to Millennials. Now, the next generation is ready to start entering the business world. Gen Z (born between 1997 and 2010) is the newest working generation and stats are predicting that they will make up about 40% of the global workforce entering 2022. 

The main difference between Gen Z and the previous age demographics is Gen Z was born and raised with technology in hand. With mobile phones, tablets, laptops, endless apps, and more, Gen Z has been steeped in technology. This familiarity has allowed Gen Z to embrace technology and the improvements it can provide in the workplace. They are quicker to catch on to updates to systems and policies and adapt to using new software when asked. Small and midsize businesses will need to explore the habits, skillset, and mindsets of this new working generation to ensure that their business can stay up to date against the competition. Using old technology and software or outdated workplace policies can hurt a company’s chances of hiring the best candidate for a job if most of the applicants are from this new generation. 

To keep up with this new generation, and to keep pace with the workplace trends of 2022, it could be time for your organization to review office practices, routines, training, and career progression plans.

Working Remotely and Flexible Work Schedules

Mainly due to Covid-19 office restrictions, many companies learned that employees can be just as productive working remotely as they can sitting in a central office complex. 2020 and 2021 have shown companies that there are many benefits to allowing employees to work remotely. There are two main advantages for employees. The first is the improved work-life balance that can be achieved when the employee no longer needs to commute back and forth to an office five days per week. The other is not dealing with the stress of rush hour traffic each way during these daily office commutes. Both of these points can also benefit the employer because if employees are less stressed, then they are more likely to be productive during the workday. 

Allowing employees to work remotely full-time, even after all Covid-19 restrictions are lifted, is something that is going to be the new normal. In a survey sent to company leaders, it was reported that 47% of companies said they will let employees work remotely full-time, while 80% from that same survey said they will allow at least part-time work away from the office. 

Also, the mandatory 8am to 4pm or 9am to 5pm work schedules are being left in the dust by innovative managers. Companies (whether they allow remote work or require office work) should consider flexible work schedules. Again, it helps employees be able to retain a work-life balance that will keep them happy, positive, productive, and less distracted.

Set Realistic and Motivating Promotion Paths

Many larger companies tend to get bad reputations when it comes to employee growth and promotions. Often, employees of bigger branches feel like just a number in the system and seem stuck once in the same position for a few years. This creates a culture that lacks creativity and passion, ultimately hurting company performance. In addition, current trends have shown a huge increase in open jobs that need to be filled. Companies who do not have set promotion paths for a majority of their employees will probably have a hard time keeping talent, because they can advance their careers by filling one of the numerous open positions that need to be filled. 

When ownership groups and managers can come together to set realistic goals that can give the employee a clear path to development, promotions, raises, new training, and new opportunities it can set a great work culture that employees will want to work at and thrive at for years to come. It should be noted that it is not advisable to simply set career paths for new employees and leave it at that. Regular reviews should be set for all new and current employees to  meet with a company leader to discuss their place in the organization and how to further develop their professional skills and advance within the department or company.

Keep Communications Open and Sociable

Today, simple conversational and writing skills can be difficult for some employees. Many younger employees who are new to the workforce have grown accustomed to communicating primarily through text messaging or social media. Encouraging your employees to be more personal when communicating, especially when working remotely, can go a long way towards their overall personal and professional development. Providing software that can include instant messaging and easy-to-use video calls can promote your employees to speak face to face when possible. This will go a long way in developing a work culture where employees not only feel like a person, but feel that they are interacting with other “real” people.

Stay On Top of Workforce and Workplace Trends

Global Mobility Solutions offers readers updates on relocation industry trends on a regular basis. Our command of emerging trends have allowed our team to help countless companies to develop robust and competitive relocation programs, enhance their retention of talent, and acquire the fresh talent needed to grow their business. GMS performs regular benchmarking studies to track and evaluate policy trends and identify shifts in the mobility landscape. GMS is committed to staying in-the-know regarding the challenges facing a wide range of industries that have a need for global mobility and relocation services. 

What's happening in your industry? Request a Courtesy Benchmark report

At GMS, we make it a priority to know how talent mobility is changing in each major industry. What are the best practices? How are other companies changing their programs to retain a competitive edge? Your Mobility Pro will be in touch within 1 business day to help answer your questions and benchmark your industry.

Categories
Employee Development Global Mobility Global Relocation Immigration Rules

Employer Immigration Compliance Must Be Spoken: Guidance for Cross-Border Mergers & Acquisitions

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Envelope from U.S. Citizenship and Immigration Services with the American flag on top/U.S. immigration concept

Get Ahead of Problems Faced in Cross-border Mergers and Acquisitions

Merging branches or acquiring new businesses is a complex process. These transactions involve numerous parties and have an abundant number of moving parts. This is the case, even more so, with cross-border mergers and acquisitions (M&A). What happens when the merger or acquisition is obtained in another country? 

Businesses are understandably focused on the economic and financial aspects of the deal, not so much on employer immigration compliances. However, these compliances are important and should not be overlooked. Imagine trying to relocate or transfer employees from one branch to another, only to be held up by visa and immigration issues. The issues that delay employment transitions and the assessment of liabilities are best addressed early in the process to allow your organization enough time to overcome any compliance risks. 

In almost any merger, acquisition, or change of entity, employers will need comprehensive plans to ensure relocating employees are able to validate their immigration status for their new country of employment. Employers who fail to accurately assess their immigration needs risk major business and labor disruptions, or the loss of key employees due to visa and immigration holdbacks. 

An effective M&A agreement will be prepared and determined appropriate based on the following points:

Deal Structure

Is it a stock/share deal?
With a stock purchase, the legal entity being purchased is often maintained and the purchasing company inherits all of its foreign workers. It will be up to the purchasing company to confirm that all these workers’ permits/visas are compliant and if any changes to immigration status will be needed.

Is a new legal entity being created?
As often is the case with a merger, an entirely new entity is created. Under some jurisdictions and work permit types, foreign employees are only authorized to work for the original company that sponsored them. In these situations, a new work permit may need to be applied for, or at the very least, an amendment made to the existing permit.

Change in Staffing

Will the deal affect any employment contract type or status?
In many countries, a foreign worker’s employment authorization is tied to the employment contract they signed with their original employer. If this contract is made void through a merger or acquisition, the status of the work permit could be as well. It is important to check with the local immigration authorities to see if amendments are needed. 

Will the deal cause any employee on a work permit/visa to be promoted or demoted?
Often a foreign employee’s type of work authorization is tied to their seniority/position or their income level. Depending on the jurisdiction and the terms of the work permit/visa there may need to be a change of status filed with the local authorities. 

Will the location of work permit/visa holders change?
In some countries, a foreign worker’s visa/permit may be tied to a particular province/state or even city. If workers are going to relocate to another region because of a merger or acquisition, an amendment may need to be made to their work authorization. 

Will job titles of work permit/visa holders change?
Depending on the country and type of work authorization originally granted, if a merger or acquisition results in the changing of job titles for foreign workers there may need to be an amendment made to their work permit.  

Will job descriptions of work permit/visa holders change?
If a work authorization was originally granted based on a foreign worker’s particular skills and the type of work they perform, it is important to check if new work authorizations will be required if their job description is going to change. 

Will salaries of work permit/visa holders be adjusted?
In some countries, a foreign worker’s visa/work permit type is often tied to their income level. If there are changes, he/she may require a new work permit or have an amendment made to their existing work authorization.

Assess Potential Red Flags

Understand visa/work permit processing time
If changes or amendments are needed to foreign workers’ work permits/visas, it is important to understand what processing times will be applicable. Processing times can vary drastically in different countries, and if not correctly managed a company might find itself in a situation where many of their foreign workers are not able to legally work immediately after the date of a merger or acquisition.

GMS Can Help with Employer Immigration Compliances

Global Mobility Solutions can help businesses with all of their global mobility needs and concerns, including companies who face problems with cross-border mergers and acquisitions. We partner with top visa and immigration companies to assure our clients’ their employees and their families are taken care of. Don’t let employer immigration compliance keep your company from merging or acquiring new branches. Contact us today to discuss your needs with a professional relocation expert.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

Categories
Business Services Career Services Employee Development Talent Management

Top 10 Most Spoken Languages in the Business World

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Mature teacher at home during pandemic isolation teaching students online

A Countdown on the Most Spoken Languages in Business

Learning a second or third language is a great way to open the door to more job and business opportunities. Business is conducted throughout the world in every single language and between every culture. 

 

Being bilingual as a call center representative, helping close the lucrative sales deal in a foreign language, or even relocating a family to a new country, the benefits of speaking more than one language are endless. Not to mention the number of doors that open in any particular career field for multilingual candidates. 

 

However, some languages can serve you better than others. Let’s explore the top 10 languages spoken in the business world. These top ten business languages feature markets with high growth, language demands for business, diverse industries, and many future opportunities:

1) English – The True Global Language

It might not be surprising to learn that English is the most prominent language in business, science, and academics. English is spoken widely in 94 countries by over 1.1 billion people as a native and supplementary language. Being fluent in English opens up massive opportunities for people all around the globe.

 

In fact, English is the most commonly used language on the Internet. It accounts for 25.9% of languages used on websites. And it is a diverse language that takes the form of American English, United Kingdom English, and Commonwealth English. Together, they make for the most critical language to be fluent in.

2) Mandarin (Chinese) – The Language of Purchasing Power

China’s heated economic expansion and vast population make Mandarin a top business language. Mandarin is the official language of the People’s Republic of China and is spoken globally by over 1.2 billion people. The economic leaps that China has undergone means that nearly every country in the world deals with it. That means a huge opportunity for those looking to learn the world’s most widely spoken business language.

3) Arabic – The Dynamic Language of Growth

Arabic is spoken widely across the Middle East, Africa, and the rest of the world. Arabic is also one of the world’s fastest growing languages in addition to being one of the Internet’s fastest growing languages. EMEA’s diversifying economies mean more opportunity for foreign investment. Learning Arabic can open up opportunities in varied industries like infrastructure, architecture, and even fashion design.

4) Spanish – The Language of Greater Opportunity

Spanish is the world’s second most spoken native language and the second most spoken language in the United States. Spanish speakers range from Spain itself to North and South America. However, the amount of Internet content in Spanish is estimated to be only 4%. This presents a massive opportunity for companies looking to expand into the Latin American, Caribbean, and Spanish markets.

5) Russian – Where Old and New Money Mix

The capital of Russia, Moscow, has more billionaires living in it than any other city in the world. Russia is a nation with vast deposits of oil, minerals, metals, and an educated populace. It also is a large economy that does extensive business with European and Asian countries. Russian-speaking countries in Eastern Europe and Central Asia and their developing economies means that Russian is great to learn for business.

6) German – Science, Industry, and Finance

Germany is a stable and prosperous economic and industrial powerhouse of Europe. It is also one of the three procedural languages of the European Commission. Learning German as a business language opens up businesses to the United Nations’ science, industry, and financial leader. Learning German also helps for doing business in German-speaking countries, like Belgium, Austria, Holland, Switzerland, Liechtenstein, Luxembourg, and Denmark.

7) French – Bridging Europe and Africa’s Futures

French is the official language of more than 29 countries. Growing and resource-rich nations in Africa, such as Cote d’Ivoire, Rwanda, Mozambique, Tanzania, and the Democratic Republic of Congo, all feature French-speaking populations. France is also the United Kingdom’s largest trading partner. The future of European and African trade and economic partnerships will rely on French as a language that links the two continents.

8) Portuguese – The New Frontier of Science and Medicine

Brazil’s and Portugal’s economies drive the importance of learning Portuguese as a business language. Portuguese is becoming a major source of scientific and medical research thanks to Brazil’s investments in the biotech and energy industries. The growing Brazilian economy means a larger-than-ever demand for Portuguese speakers. Increased interest from European, Asian, and American companies means new frontiers for fluent speakers.

9) Japanese – Combining Research, Development, and Tech

Japan’s reputation for technological advancement and e-commerce is rightly earned. Its diverse economy and high GDP are coupled with a highly educated populace. The combination of massive corporations and medium-sized technology firms means that Japan is a global leader in cutting-edge research, development, and investment. Learning Japanese is an important first step in understanding how to thrive in its lucrative market.

10) Hindi – The Burgeoning Internet Giant

India is a large and diverse country united by its official language of Hindi. Hindi is the world’s 10th most spoken language and is also widely spoken throughout South Asia. This massive region is undergoing an investment effort to build up its Internet and technology infrastructure. Learning Hindi will open people up to doing business in one of the world’s future consumer superpowers.

Additional Business Languages for Consideration

While the world speaks well over 6,000 different languages, the above-mentioned languages are some of the most prevalent in business and major economies today. What languages a professional chooses to learn may be influenced beyond simple numbers, such as the size of a given economy. These decisions may be influenced by geography or the desire to enter a smaller market. Some additional business languages to consider include Dutch, Italian, Korean, Polish, and Swedish.

GMS Is Here to Create a Better Business Future for your Organization

Global Mobility Solutions feels that there are no downsides to learning any of the top 10 most spoken languages in the business world. The best way to start your journey is to ensure you are working with a partner that is dedicated to teaching your professionals to become fluent in a new language. GMS has a proven, award-winning network that is geared towards helping your relocating employees and their families learn new languages and settle into their new country.


Our language partners deliver private in-person lessons and online language lessons direct to our clients. These talented language instructors and translators provide customized lessons for your fluency level and needs. These language learning services are combined with flexible scheduling and an easy-to-use online learning content management system. To learn more, reach out to GMS today and we will help guide you in the right direction to speaking a new language.

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Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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