Category: Employee Development

Categories
Employee Development Job Market Job Seekers Labor Force Talent Management Talent Mobility

How Can a Company Build an Inclusive Workforce?

Handicap businessman discussing while sitting with colleague in creative office

Companies need to build an inclusive workforce in order to grow and meet corporate objectives. As of May 2019, there are over 7.3 million job openings in the United States. However, in June 2019, the United States Department of Labor’s Bureau of Labor Statistics reports that the official US unemployment rate is 3.7%. With so many job openings and such a low unemployment rate, companies need to look beyond traditional hiring methods to be successful.

Innovative Ways to Build an Inclusive Workforce

Building an inclusive workforce is not an insurmountable task. Often a company can be successful by expanding its use of various channels to broadcast hiring needs. Social media has risen in prominence as a strong platform for talent recruiting and acquisition.

Alternatively, a company might focus on shaping its cultural values towards an expansive view of its workforce. In turn, the company would benefit in many unique and helpful ways from the skills and experiences of various workforce populations. For example, some employees may be familiar with the countries and cultures of South America. As a result, they may contribute many helpful ideas to companies looking to expand in this region.

Top 5 Ways a Company can Build an Inclusive Workforce

1.Talent Acquisition Programs

Companies should review their talent acquisition program to ensure it is following industry best practices. In order to recruit top talent in a tight labor market, social media has become one of the most widely used platforms for recruitment. In fact, recruiting socially lets companies create an experience so people want to move to join their culture and environment. Companies that focus on creating a positive brand generate more interest among job seekers.

The Society for Human Resource Management’s survey of HR professionals also reports that over 30% of companies are working to leverage smartphones in their recruiting efforts. The divergence of desktop, laptop, tablet, and smartphone usage across regions and demographic groups is striking:

  • Europe maintains consistent use of PCs, laptops, and smartphones
  • Outside of Europe, PC and laptop use is declining
  • Asia leads in smartphone usage versus PCs
  • Tablets are more popular with older users
  • The increase in mobile-friendly applications is turning users away from PCs and consoles

2. Training and Apprenticeship Programs

Many companies have unique needs for specific skills across a variety of jobs. These companies benefit from well-defined training and development programs. Other companies may be in industries where apprenticeship programs are in place to ensure workers become qualified to perform their job, such as a nuclear plant technician.

Countries such as Australia have taken action to ensure funds are made available to train workers in skills and apprenticeships. All of these training and apprenticeship programs can be designed to promote an inclusive workforce.

3. Hire Workers Across Multiple Generations

The recent trend to hire employees with significant experience is continuing to add diversity to the workforce. To build a truly inclusive workforce, companies should examine their job outreach efforts to workers across generations. Baby Boomers in particular have been increasing both in total number of employees and as a percentage of new hires. There are several advantages for companies that hire older workers:

  • Older workers are often better educated than their younger counterparts
  • Today’s generation of older workers are much more health conscious with long life expectancy
  • They have unique insight into the market preferences of their peers
  • Mobile gaming is turning users away from PCs and consoles

4. Workers With Past Issues

Companies that expand their diversity and inclusion initiatives often see significant results. Specifically, research by McKinsey & Company has shown that:

  • Top performing companies exhibit higher diversity on executive teams
  • Diverse leadership teams help create higher financial performance
  • Higher performing companies show higher levels of diversity

Companies can focus on various levels of diversity to build an inclusive workforce. Basic diversity may include age, nationality, gender, and race. However, more expansive and deeper diversity can greatly expand a company’s talent pool. Companies that are truly in tune with their markets may find that it helps them to embrace expansive diversity, such as:

  • Lifestyles
  • Cultural Influences
  • Sexual Orientation
  • Mental/Physical Abilities

Hiring Employees with Past Issues

One additional area that might be considered is hiring employees with a criminal history. 35 US states and over 150 municipalities have enacted “ban-the-box” laws to help promote fair hiring policies. These laws require employers to consider a job candidate’s qualifications first, without consideration of any prior conviction or arrest record. These laws may help prevent discrimination against those with past issues who might otherwise be qualified for the position.

Only upon offering a position can a company inquire about a criminal history or convictions. Also, the mere presence of a record would not automatically disqualify a candidate from a job. As a result, candidates for positions that are not in any way related to their prior conviction may still be eligible for hiring, to prevent discrimination in the workplace.

It is important for companies to always focus on fair hiring practices as they build an inclusive workforce. Also, they should consult with employment law attorneys for guidance to be sure all federal, state, and local laws have been reviewed for compliance. Companies that might benefit from hiring someone with past convictions such as Martha Stewart are able to look past her criminal history and recognize the tremendous value she may be able to contribute.

5. Global Relocation

With talent shortages prevalent across several nations, competition for qualified employees may be fierce. Currently, the financial and business service industries are most at risk due to the extreme talent shortage. Companies that find it difficult to hire and recruit for positions should highlight their relocation program’s benefits in all of their recruiting materials.

The future of finding talent is through global, mobile, and technological means. In fact, employees themselves often seek positions that offer international assignment opportunities. Economic growth in places such as China, the United Arab Emirates, and Canada drives significant demand for talented workers.

What Should Employers do to Build an Inclusive Workforce?

Employers seeking to build an inclusive workforce have several avenues they can pursue. Importantly, companies should examine their culture and plans for future growth to determine how to proceed with their diversity and inclusion initiatives. Corporate expansion plans, mergers and acquisitions, and product development plans should all be considered as potential drivers for inclusive workforce development.

Companies considering relocation for new hires or transferees should review their relocation programs. This will help ensure they have a competitive advantage. Also, it will ensure their program provides the highest level of relocation benefits and services for their employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees throughout the world. Our team can help your company determine how to build an inclusive workforce by leveraging your company’s unique culture, training, and talent acquisition programs.

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.

New SafeRelo™ COVID-19 Knowledge Portal

GMS recently launched its new SafeRelo™ COVID-19 Knowledge Portal featuring a number of helpful resources including:

  • Curated selection of news and articles specific to managing relocation programs and issues relating to COVID-19
  • Comprehensive guide to national, international, and local online sources for current data
  • Program/Policy Evaluation (PPE) Tool for instant relocation policy reviews

Contact our experts online to discuss your company’s interest in relocation programs that build an inclusive workforce, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Employee Development Job Market Job Seekers Labor Force Talent Management Talent Mobility

How Diversity and Inclusion Initiatives Deliver Results

Business Group Meeting Discussion Strategy Working Concept

Many companies want to develop diversity and inclusion initiatives. However, employers may not be fully aware what these initiatives entail. They also may not understand the link that such initiatives have to their business growth plans and profitability targets.

Why do Companies Need Diversity and Inclusion Initiatives?

To understand why companies need these types of programs, it is helpful to understand workplaces of the recent past. Personnel Today’s spotlight on the 1980s workplace shows:

  1. Many workplaces with a higher number of male workers
  2. A personal recruiting process lacking technology
  3. Less variation in candidate educational backgrounds
  4. Job seekers presenting qualifications with little confirmation by way of background checks
  5. Higher levels of employee loyalty

Clearly this time period was less understanding of the benefits relating to diversity and inclusion initiatives. Since then, greater emphasis alongside regulations have been implemented to promote diversity in the workplace.

What is the Situation Today?

In the 2000s, technology is changing the workplace in several ways. Additionally, companies are responding to changing demographics, global expansion, and competition for labor with greater skillsets and technical training. The Winters Group’s review of corporate diversity training programs from 1964 to the present highlights changing corporate objectives. Many industry best practices for diversity training are driven by corporate growth plans and profitability targets.

McKinsey & Company’s research shows there is a strong business case for diversity and inclusion initiatives. Many corporations understand that diversity and inclusion initiatives are vital to achieving objectives, given these facts:

  1. Top performing companies on both profitability and diversity exhibit higher gender diversity on executive teams
  2. Diverse leadership teams result in higher financial performance
  3. Higher performing companies exhibit higher levels of ethnic and cultural diversity
  4. Local context with regard to diversity measures matters in understanding corporate performance
  5. Companies with the least gender, ethnic, and cultural diversity are least likely to attain average profitability performance

What do Diversity and Inclusion Initiatives Entail?

The 2018 Worldwide ERC® Global Workforce Symposium session on diversity and inclusion initiatives shows several levels of diversity to consider.

Basic diversity includes:

  • Age
  • Gender
  • Nationality
  • Race

Expansive diversity includes:

  • Historical Influences
  • Cultural Influences
  • Political Views
  • Educational Differences
  • Lifestyles
  • Pace of Life Variations

Deeper consideration of diversity and inclusion initiatives cover:

  • Value Systems
  • Personality Traits
  • Sexual Orientation
  • Languages
  • Heritages
  • Gender Identification
  • Mental/Physical Abilities
  • Economic Position
  • Family Status
  • Religious Belief Systems

Diversity and inclusion initiatives require levels of understanding and clear expectations. Employees need to understand laws and rules that govern workplaces. They should understand how different social behaviors impact the workplace, and the effect of local cultures and norms on employees and their performance.

Companies that want to develop these types of programs should work with global mobility professionals. A Relocation Management Company with knowledge and experience can provide expert guidance on various aspects of programs. As a result, companies will be better able to attract diverse and inclusive new hires and retain highly skilled talent.

What Should Employers do for Diversity and Inclusion Initiatives?

Employers should understand the value of these types of programs. They should consider examining their current corporate structures and employment situations as they relate to diversity and inclusion. Employers should determine how diversity and inclusion initiatives that impact talent acquisition and management may increase their ability to reach corporate objectives.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers through diversity and inclusion initiatives. Our team can help your company by using industry best practices to design your relocation program. This will increase your company’s ability to attract and retain new employees across all levels of diversity.

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

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

Contact our experts online to discuss your company’s diversity and inclusion initiatives, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Career Services Employee Development Job Seekers Labor Force Talent Management

How Job Seekers Can Accelerate Their Search With GMS Global Career Services

Multi-ethnic business people in corporate office. Focus on Asian woman (30s) in front.

Global Mobility Solutions has previously reported on the growing skills gap in the United States that may benefit job seekers. Examining the skills gap provides people looking for jobs with an understanding of where they might focus their efforts for best results. There are several factors influencing this expanding skills gap, including:

As a result, job seekers have a wide range of opportunities to explore to find a new position. However, many people do not have a solid plan in place to determine how to approach their search. If a job seeker has the requisite skills for a new position, they should conduct their search efforts using powerful tools.

What Resources are Available to Job Seekers?

GMS Global Career Services merges traditional search strategies with today’s online networking tools. By using new technology to approach their search, job seekers can easily rise to the top of a recruiter’s list of qualified candidates. The coaching GMS provides will help job seekers develop their search strategy. Also, it will help them identify their goals and provide assistance throughout the search process.

GMS Global Career Services

GMS Global Career Services available for job seekers can include a number of helpful resources, depending on needs identified during a Career Services Intake. The Career Services Intake will identify the job seeker’s needs, questions, and goals. As a result, GMS Global Career Services will be able to create a unique plan. This plan will determine the assignment of the most qualified Career Advisor for the client.

There are five main segments of career services that job seekers can utilize:

  1. Quick Start Job Search Preparation
  2. Job Search Assistance
  3. Personal Branding
  4. Partnering Services
  5. Resume Writing Services

Quick Start Job Search Preparation can include a DiSC® Assessment, coaching on job skills and techniques, and creation of marketing tools for the job seeker. Job Search Assistance can provide introductions to contacts for networking, access to online portal for local and searchable information, and additional coaching. Personal Branding can include online profile evaluations, personal blog development, and personal video creation. Partnering Services can include subscriptions and access to job search dashboards and a video library of online courses. Resume Writing Services can include assistance with resumes, cover letters, Linkedin profiles, and personal commercial creation.

What are the Key Benefits for Job Seekers?

To be successful, people looking for jobs need specific plans, cutting-edge technology, and determination. They also need a commitment to execute their personal plan utilizing the latest job search tools. GMS Global Career Services brings all of this together. As a result, clients receive a custom package specifically designed to help them reach their goals.

Some global job seekers looking for spousal career support services may not be eligible to work in the United States depending on their visa status. They should develop a plan to maintain their skills. This plan may include certifications, job training requirements, and continuing education in their chosen field. GMS Global Career Services can identify specific actions and helpful resources. As a result, global job seekers will be able to remain competitive in their field upon their return to their home country.

GMS Global Career Services Offers Three Key Benefits for Job Seekers:

  1. Solutions are customized based on each client’s specific needs.
  2. Expert, locally-based Career Advisors deliver in-person support in major markets or remotely.
  3. Advisors have diverse professional backgrounds and qualifications including degrees and work experience in areas where clients are searching for jobs.

GMS Global Career Services show job seekers how they can leverage the internet to develop a strong online presence that supports their personal brand.

What Should Job Seekers do?

Job seekers should consider reviewing the growing skills gap in the United States to determine areas offering potential for their searches. They should also consider utilizing robust career services. These services will also help them leverage online tools to enhance their personal brand and increase their success in the job market.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to mitigate the impact of a skills gap. As a result, our team can use GMS Global Career Services to help job seekers find and access these programs in the markets and industries that match their goals.

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

Contact our experts online to discuss your job search needs, or give us a call at 800.617.1904 or 480.922.0700 today.

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

What is Generation Z in the United States Job Market?

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

Generation Z Employee Characteristics

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

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

Generation Z Personal Characteristics

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

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

Occupations That Appeal to Generation Z

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

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

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

What Should Employers Expect?

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

What Should Employers do?

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

Conclusion

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

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

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

Request your complimentary relocation policy review

Categories
Domestic Relocation Tips Employee Development Global Relocation Tips

Pre-Hire Assessment is a Valuable Talent Recruiting Tool

Business meeting on the train

Global Mobility Solutions (GMS) is the original pioneer of the benefits of pre-decision services such as a pre-hire assessment for relocation. Our clients know that partnering with us at the start of the relocation process helps identify the markers of a successful relocation. It also greatly enhances transferee productivity.

Our team of global relocation experts also knows that assessments are valuable tools for our clients. Working with clients to review their relocation policies, we often find areas where we recommend improvements. If clients are not using assessments, we recommend adopting this valuable tool.

What is a Pre-Hire Assessment?

A pre-hire assessment is a recruiting tool that is used to help identify qualified candidates for open positions. Competency analysis is one of the most common features of a pre-hire assessment. Another feature is the tool’s ability to summarize and interpret results of the assessment. Most companies use assessments for positions that require a high level of skills, are professional in nature, or are executive positions.

What are the Benefits for the Client?

Clients receive a number of benefits by using pre-hire assessments, including:

  1. Pool of candidates that possess requisite skills
  2. Talent assessment notes skill gaps
  3. Results may indicate candidates’ viability for additional positions like management
  4. Help predict new employee’s future performance
  5. Reduction in administrative time devoted to the recruiting process

What are the Benefits for the Candidate?

Candidates also receive a number of benefits by participating in pre-hire assessments, including:

  1. Candidate can easily assess whether they have the skills for the position
  2. Assessment tool may give candidate an indication of corporate culture and expectations
  3. Ability to present additional skills and qualifications beyond resume and cover letter
  4. Objective data in specific areas may help candidate’s overall presentation
  5. Quicker determination for candidate’s ability to proceed in recruiting process

What Should Employers Expect When Using a Pre-Hire Assessment?

Employers should expect that assessments will help their organizations recruit qualified candidates more quickly and efficiently. The ability to select from a pool of qualified candidates that have completed the assessment will reduce administrative time and increase the speed of the talent recruitment process.

What Should Employers Do?

Employers should review their talent recruitment programs to determine if they need to add a pre-hire assessment. Employers with pre-hire assessments should review the tool to determine if they should add additional features or invest in new technology that will enhance the process.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients with their talent recruitment programs and pre-hire assessment needs. We can help your company understand how to identify good assessment tools and incorporate them into your talent recruitment process.

Learn how your company can benefit from pre-hire assessments and pre-decision services 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

Categories
Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Employee Development Talent Management Talent Mobility

Fastest Growing Jobs in the USA Can Be Filled Using Relocation Services

Portrait of young software engineers using digital tablet

The fastest growing jobs in the USA are within several industries. Many of these jobs have education, training, certification, or experience requirements for new hires.  Employers seeking to find candidates with the requisite qualifications benefit from using pre-hire assessments in their talent recruiting process. Pre-hire assessment tools may identify viable candidates in other parts of the country, or even outside the USA. Employers can use relocation services to attract viable candidates who might need to relocate for the position.

Fastest Growing Jobs in the USA for 2018

The Occupational Outlook Handbook published by the United States Department of Labor, Bureau of Labor Statistics, lists the fastest growing occupations. According to the Handbook, 20 occupations will experience the highest increase in growth over the time period 2016-26.

Major industries that have the fastest growing jobs include:

  • Renewable Energy
  • Medical
  • Mathematics
  • Information Technology
  • Operations Research

The fastest growing jobs include several within the Medical and Science, Technology, Engineering, and Math (STEM) industries. These jobs often feature the ability to work flexible schedules, or to work on a limited assignment.

In fact, the rise in short term assignments in healthcare has been due in part to the challenge of finding candidates with the requisite qualifications. Many healthcare companies have been able to attract highly qualified candidates who want to travel to new locations on a regular basis with short term assignments.

Often, the fastest growing jobs are also those that have the highest rates of pay. For example, many Information Technology jobs offer exceptionally high salaries. Within Information Technology, jobs may feature data insight or engineering functions, indicating a wide range of opportunity in this industry.

Labor Force Dynamics Reinforce the Fastest Growing Jobs

The USA’s labor force is undergoing changes that create demand for several of the fastest growing jobs. Slower labor force growth means the labor force will continue to increase in age. Workers who are 55 or older are projected to grow to nearly 25% of the entire labor force by 2026. The increasing age of the labor force and the nation’s population means healthcare practitioners, support, and technical occupations will be the fastest growing jobs through 2026. The aging population along with longer life expectancies and growing rates of illness will continue to increase demand for healthcare services, and in turn, healthcare jobs.

Other occupations outside of the Medical and STEM industries that are also on the list of the fastest growing jobs include:

  • Social & Community Service Manager
  • Fundraiser
  • Pile-Driver Operator
  • Market Research Analyst

What Should Employers Expect?

Employers should expect that the fastest growing jobs will lead to greater competition for qualified candidates. Employers should also expect that they may need to expand their talent recruiting programs to search beyond traditional venues, including outside the USA.

What Should Employers Do?

Employers should review their talent recruitment programs to determine if they need to enhance their relocation policy to better focus on attracting new hires to open positions. Employers should ensure their relocation policies reflect industry best practices. In industries experiencing significant growth, employers should review their talent recruitment programs and relocation policies. They should look into enhancements that highlight the organization’s growth and opportunities. They should also review their programs and policies to highlight the potential for the candidate’s future career growth and success.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients with their talent recruitment programs and relocation policy needs. We can help your company understand how to design your relocation policy to reflect industry best practices and highlight your organization’s growth and opportunities to attract new hires.

Learn how your company can benefit from programs and policies that are designed to attract qualified candidates from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Business Services Employee Development Talent Management

International Employment Through PEO Lets Your Business Grow Quickly

Group of happy young people of different nationalities working together

How can your business grow its international employment base quickly? Through the service of an International PEO that hires employees in foreign countries on your behalf. Through this Employer of Record solution, the International PEO acts as an extension of your company’s Human Resources Department, with a focus on immediate international employment solutions so your company can meet demanding business objectives quickly and efficiently.

What Does an International PEO Do?

An International PEO is a Professional Employer Organization. For your company, the provider will manage all of following for your international employment needs:

  • Onboarding
  • Payroll
  • Tax Withholdings
  • Remittances to Local Authorities
  • Health and Social Security Programs
  • Health Insurance
  • Employee Benefits
  • Pension Arrangements
  • Separations and Terminations

What are the Benefits of Working with an International PEO?

There are seven distinct benefits companies gain for their international employment needs by working with an International PEO:

  1. Quick Market Entry – often in as little as 48 hours.
  2. Flexibility – the main reason companies use PEO for international employment needs, with no long-term contracts.
  3. Cost Savings – up to 60% less costs compared to creating a foreign entity.
  4. In-country Expertise – helps your company navigate local laws, cultures, and compliance requirements.
  5. Risk Mitigation – for liability and employment-based risks in foreign countries protects your company, employees, and intellectual property (IP).
  6. Streamlined Process – global expansion goes from a multi-step process to a one-step solution.
  7. Employee Satisfaction – international employment includes ongoing HR support for employee needs, medical and supplemental benefits.

When Should Your Company Work with an International PEO?

Many companies choose International PEO as the optimal solution for the following scenarios:

  1. Mergers and acquisitions that require onboarding employees located all over the world overnight.
  2. Expatriate employment that sends team members into foreign markets without the overhead of a foreign entity.
  3. Testing a new market to determine whether investing in a presence in a country will be viable and successful.
  4. A new hire in a foreign country who is not able to obtain their H-1B Visa, but can continue as an employee through the PEO.

International PEO is the best option for companies who are looking to enter new markets:

  • In full compliance with local requirements on international employment.
  • Lowest monetary cost saves funds for use on other corporate objectives.
  • Least amount of time investment so company can identify and pursue opportunities.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to grow their company’s international employment. Our team can help your company understand how to work with an International PEO to gain all of the benefits this solution provides for international employment.

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

Contact our experts online to discuss your company’s international employment needs, or give us a call at 800.617.1904 or 480.922.0700 today.

Categories
Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Employee Development Talent Management

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

young businesswoman typing on laptop
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.

Categories
Employee Development Talent Management

Global Productivity and Employee Development

Closeup front view of mid 30's business team standing in line in their office. Focus on the closest person to the camera, smiling blond woman. There are five people total, two women and three men.

Companies can maintain a competitive advantage if they develop and utilize their employees. Greater automation across routine jobs means the remaining positions are where employees can help companies compete and succeed. What drives global productivity and employee development? There are three key factors companies must take into consideration to increase global productivity:

Job Engagement

What does it mean for an employee to be engaged in a job? Employee engagement is a key company initiative that continually shapes employee performance and promotes continuous improvement. Companies must create a culture that allows employees to become engaged. They can do this by giving them the training and tools needed to make choices that are good for the business. Employees who choose to engage in their job use their training and tools to accomplish tasks. Also, they drive projects to completion, and learn things during the process that make them more valuable to the company.

Talent Management

Talent management might take the form of competing in an international marketplace for employees with specific skills and experience. It might also take the form of inducing higher performance levels from current employees through the use of effective programs both for the individual employee and for the organization as a whole. Continual development and growth through learning opportunities provides many employees with a pathway toward higher job engagement. Job-related educational opportunities have been shown to increase the bond of an employee to an organization. Especially for younger workers, opportunities to learn provide them with a sense of accomplishment and a feeling of worth to the organization. Many learning opportunities might occur within a job assignment at a global location, requiring employee relocation. Pre-decision services can help companies and employees determine if the opportunity will be successful.

Workplace Culture

Creating a growth-oriented workplace culture requires companies to change their approach to managing employees. Companies that focus on performance development as opposed to performance management are more likely to foster a culture of productivity. Managers must evolve into coaches who focus on an employee’s development for their current position, and the future needs of both the employee and the organization. Looking forward to where the organization wants to be will give managers a view as to training and development opportunities current employees can take advantage of for their growth and for the company’s benefit. Older managerial concepts such as annual performance reviews and allowing seniority to determine who should manage need to change. Managers as coaches need to give continual feedback and be available for employees in a fast-moving environment. Employers should give employees with the best skills relating to and inspiring other employees the opportunity to lead teams and projects.

Conclusion

Three key factors drive global productivity and employee development: job engagement, talent management, and workplace culture. The global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand how to improve productivity and promote employee development with a well-designed global relocation program.

Contact our team of experts to discuss your global relocation program needs, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Accessibility by WAH

Looking for something?