Category: Global Mobility

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Israel Hi-Tech Sector Rises to Over 300,000 Workers

The Israel hi-tech sector has been growing in size and as a percentage of the nation’s economy. For the first time in the nation’s history, employment in this industry now exceeds 300,000 workers, representing 8.7% of the country’s workforce. Job growth continues to be strong, with surging demand for talent outpacing the supply of qualified workers.

What Companies Lead the Israel Hi-Tech Sector?

The Israel hi-tech sector is known as “Silicon Wadi” and is filled with a large number of multinational companies. Many of these companies have established research and development centers in and near the city of Tel Aviv. These companies have helped to propel Israel to become the tech hub of the Middle East. The nation receives a significant share of venture capital investment.

Large multinational companies that lead the Israel hi-tech sector include:

Apple

Cisco

IBM

Intel

Microsoft

In addition to these large companies, this sector has many other employers. In Israel, hi-tech includes many mature mid-size companies as well as young start-up enterprises.

What Jobs are Companies in the Israel Hi-Tech Sector Seeking to Fill?

The Israel Innovation Authority and Start-Up National Central published a joint study noting that the Israel hi-tech sector is growing faster than the supply of workers in the country. As a result, the nation is facing a shortage of about 15,000 skilled workers just to fill open positions.

Jobs that the industry is seeking to fill include:

Focus on Artificial Intelligence Start-Ups

Artificial intelligence is a branch of computer science that focuses on creating “smart machines” that can do tasks that humans usually perform. Artificial intelligence start-ups in the Israel hi-tech sector account for a significant portion of the industry’s employment growth. Several of these companies have received venture capital funding to continue their growth and development. Applications cover a wide range of processes in medical, industrial, and business settings.

The top 3 artificial intelligence start-ups in Israel as measured by their level of funding are:

Airobotics: automated industrial drones for gathering aerial data and developing insights

OrCam: artificial vision in an intuitive portable device

Cortica: simulation of the mammal cortex (largest component of the brain) for use in autonomous vehicles, drones, robotics

What Should Job Seekers do About the Israel Hi-Tech Sector?

Job seekers should investigate the Israel hi-tech sector for opportunities. A number of resources are available to learn about jobs in this sector. Professional networks such as Linkedin often have helpful information on companies and contacts, as does the Israel Job Board and the Jewish Agency for Israel. Job seekers may want to focus on a specific location such as Tel Aviv or Haifa and then identify specific employers to target their job preferences.

Job seekers in the Israel hi-tech sector should utilize professional career services to enhance their job search and achieve success in their career objectives.

What Should Employers in the Israel Hi-Tech Sector do?

Employers in Israel should review their employment needs and corporate growth objectives. This will help define their need for employees with requisite skills and training. They should review their relocation program to determine if it benefits their talent acquisition goals and corporate objectives. Employers should work with a Relocation Management Company that has the knowledge and expertise to help them design a relocation program that promotes talent acquisition.

GMS has recently published several Industry Benchmarking Studies that will help employers in the Israel hi-tech sector learn whether their company’s relocation program is designed following industry-specific best practices. There are many benefits to a corporate relocation policy benchmarking. For example, employers can learn how they can ensure their competitiveness in their industry to attract and retain talent with the highest level of skills and experience.

Industry best practice is to schedule a relocation program and policy review every 12 to 18 months to ensure your company maintains its competitive position. This review will help your company learn about how the relocation industry is evolving to meet the needs of the Israel hi-tech sector. It will also reveal increasing employee demands as they relate to their relocation process.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers. Our team can help your company determine how to attract job seekers looking for employment opportunities in the Israel hi-tech sector.

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 how we can help your company’s talent acquisition program in the Israel hi-tech sector, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Japan Public Certification System to Support Influx of Foreign Workers

A new Japan Public Certification System is under consideration by the Immigration Services Agency (ISA). The ISA is responding to an increasing number of foreign workers in the nation. Japan recently instituted new visas to increase the number of foreign workers and expand its supply of skilled labor. As a result, the ISA has been providing support services to a rising number of foreign workers.

Current Requirements as Precursor to Japan Public Certification System

Currently, a number of entities, businesses, and individuals have registered as support organizations for foreign workers. The ISA now requires these organizations and individuals to:

  1. Arrange employment for the foreign worker that matches their skills and needs
  2. Provide adequate support for the foreign worker

Japan does not currently have much infrastructure in place to support foreign workers. As a result, the need to support foreign workers will continue to increase. However, the ISA’s current priority remains the registration of support organizations.

What is the ISA’s Vision for the Japan Public Certification System?

The ISA envisions the Japan Public Certification System as part of a larger foreign worker support system. Certification of a dedicated profession to provide support for foreign workers is seen as a step in the right direction. ISA Commissioner Shoko Sasaki notes that such a system may become a central pillar of the nation’s visa programs for foreign workers.

Why is Japan Seeking Foreign Workers?

Japan issued a new work permit and two new visas specifically to address the country’s severe labor shortage. The work permit and both of the two new visas are seen as solutions to assist up to 14 designated employment sectors that are in extreme need of foreign workers. These employment sectors include agriculture, construction, and nursing.

Type 1 Visa

  • Renewable for five years
  • Requires successful completion of Japanese test
  • Must possess specific skill level in work field
  • Cannot bring family members into Japan

Type 2 Visa

  • Renewable indefinitely contingent on employment status
  • Skill level significantly higher than Type 1 Visa skill level
  • Allowed to bring family members into Japan

What Does This Mean?

The ISA recognizes that foreign workers need support as they enter the country and believes the Japan Public Certification System is the correct solution. Prime Minister Shinzo Abe adopted an action plan in December 2018 with several measures designed to help foreign workers obtain the support they need to better assimilate in Japan. This action plans notes 126 steps the Japanese government plans to take, including:

  • Improving Japanese language education
  • Increasing multilingual services at public institutions and municipal offices
  • Encouraging foreign workers to enroll in social insurance programs

What Should Employers do About the Japan Public Certification System?

Employers currently in Japan should continue to stay informed about the country’s changing and expanding work permit and visa programs. They should expect to see an increase in the number of foreign workers seeking jobs as part of the new work permit and visa programs.

Employers should be prepared to register as a support organization with the ISA. They should also stay informed about the ISA’s progress with developing the Japan Public Certification System.

Employers not currently in Japan might consider the country as a strategic location for corporate expansion. The services of an International Professional Employer Organization (PEO) may be useful to help an employer enter Japan and quickly test the local market.

Work with a Qualified and Experienced Relocation Management Company

Employers looking to transfer workers to the country or hire new foreign workers should also provide as much information about Japan as possible. They should work with a qualified and experienced Relocation Management Company (RMC) that can provide a wealth of valuable resources to assist relocating employees and their family members. RMCs have experience with overcoming challenges in relocation programs. They also have knowledge about the challenges that relocating employees face with their move to a new location.

Destination spotlights that highlight many aspects of Japan are helpful resources to share with transferees during their pre-decision process. Video destination spotlights are an excellent resource to visually show employees and their family members their new location.

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 also help your company understand how to respond to Japan’s new working permit and visas. We can also help your company understand the importance of being fully prepared to participate in the Japan Public Certification System.

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

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

Contact our experts online to discuss your company’s interest in learning more about the Japan Public Certification System, working permit, and two new visas, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Canada Immigration Issues May Impact the Upcoming Federal Government Election

Canada immigration may be a major factor in the country’s upcoming federal government election scheduled for Monday October 21, 2019. National policy has been changing to encourage immigration. For example, the government of Ontario created an immigration pilot initiative to attract highly skilled immigrants. As a result, these immigrants are encouraged to locate to smaller cities and towns throughout the Ontario Province. Also, while immigrants currently comprise about 20% of the Canadian population, the nation’s Immigration Plan seeks to add over 1 million immigrants by the end of 2021.

Why is Canada Seeking to Add Immigrants?

Canada seeks to add immigrants for several reasons, including:

  • Canada immigration results in significant and measurable contributions to the nation
  • Over the next several years the ratio of working people to retired will decline:
    • Current ratio working/retired: 4 to 1
    • Future ratio working/retired: 2.5 to 1
  • The declining working population will impair the nation’s ability to fund social programs
  • Future economic growth depends on welcoming and integrating immigrants

Toronto has achieved a “Tech Talent Rank” of #3 in the top fifty U.S. and Canadian cities for tech workers. Part of this achievement is due to job growth, and part is due to an increasing supply of talent. Toronto’s tech market has benefited from Canada’s Global Talent Stream. The Global Talent Stream is part of Canada’s Global Skills Strategy, which helps companies grow by ensuring a ready pool of skilled and qualified workers.

What are the Challenges with Canada Immigration?

Canada’s current government led by Prime Minister Justin Trudeau of the Liberal Party has instituted several pro-immigration policies. However, there has been a dramatic increase in Canada immigration and asylum seekers following the Trump Administration’s election in the United States. Several thousand asylum seekers have illegally crossed into Canada, with several seeking refugee status. Challenges include provisions for housing, severely delayed entry timetables, and expanding populations of job seekers in cities such as Quebec and Toronto.

Diverging opinions on the issues have arisen from other political parties. Some of these political parties support alternative policy approaches such as:

  1. The Green Party opposes Liberal efforts to close asylum loopholes
  2. The Conservative Party has questioned the legitimacy of many asylum seekers
  3. The New Democratic Party seeks to suspend the Safe Third Country Agreement with the US so asylum seekers go through authorized ports of entry

What Should Employers do About Canada Immigration Issues?

Companies currently in Canada should continue to stay informed about the various immigration policies that political parties support. Representatives of Canada’s business community have requested the political parties tone down their rhetoric on immigration issues. Many of Canada’s businesses need immigrant workers to grow and expand, especially at times of low unemployment. Several organizations have publicly noted their support for increased Canada immigration.

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 also help your company understand how to respond to current policies and potential changes to Canada immigration.

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

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

Contact our experts online to discuss your company’s interest in learning more about Canada immigration issues, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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What is the European Employment Strategy?

Companies with an interest in global growth should investigate the European employment strategy. In 1997, European Union (EU) member states worked to establish joint objectives and goals for the EU’s policy on employment. The goal is to create a greater number of jobs throughout the EU, and to ensure they are good jobs with potential for growth. The European employment strategy is part of the larger decade-long Europe 2020 strategy.

What is the Europe 2020 Strategy?

The Europe 2020 strategy set the EU’s agenda for growth and jobs to be achieved by 2020. Goals of the strategy are:

  1. Improve the EU’s global competitiveness
  2. Enhance worker productivity
  3. Create a foundation for a sustainable social market economy
  4. Overcome the region’s structural economic weakness

National Targets Support the European Employment Strategy

Each EU member state has the same national targets covering jobs, energy, poverty, and other measures. Many of the measures support the European employment strategy. Targets related to jobs, education, and investment include:

  1. 75% employment for those aged 20-64 to support the European employment strategy
  2. Investment in research and development at 3% of the member state’s Gross Domestic Product
  3. 40% or more of the population in the age range of 30-34 having degrees in higher education

EU member states provide data to the EU to report on their progress. As a result, progress reports have a wealth of information showing how each state is performing to the targets.

Leveraging the European Employment Strategy across 28 Member States

EU employment law protects worker rights across all of the region. However, within each member state, the employment laws often work differently. As a result, companies looking for growth in the EU must navigate differences and nuances in employment law across 28 member states. Navigating so many different member state laws can be challenging. Also, it may require a significant amount of resources to set up entities in any given region. Administrative resources must be in place to ensure compliance with EU and member state laws.

What Should Employers do About the European Employment Strategy?

Companies currently in the EU that want to leverage the European employment strategy should look into the various member state employment laws to ensure compliance. They should also look into several support programs for job creation. EU Structural Funds are in place to support employment growth, including:

  1. European Regional Development Fund

Promotes jobs at the provincial level and increases regional labor market attractiveness.

  1. European Social Fund

Supports job growth at companies and organizations, as well as new job creation. Develops resources to help workers find jobs.

Companies not currently in the EU that want to grow quickly should look into the services of an International Professional Employer Organization (PEO). International PEOs provide an employer of record solution for companies to expand quickly into new markets. The PEO will manage all aspects of the employment relationship in the EU, from onboarding to pension arrangements. Companies may be able to achieve significant savings compared to the cost of setting up their own foreign entity in the EU.

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 also help your company understand how to work with an International PEO. Whether through global relocation or the services of an International PEO, our team can help your company leverage the European employment strategy.

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

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

Contact our experts online to discuss your company’s interest in leveraging the European employment strategy, or give us a call at 800.617.1904 or 480.922.0700 today.

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Several Countries to Experience an Increase in Working Age Population

According to the Population Division of the United Nations Department of Economic and Social Affairs, several countries will experience an increase in working age population through 2050. In its report entitled “The World Population Prospects 2019: Highlights,” the Population Division identifies the following areas will experience working age population growth:

  • Most of sub-Saharan Africa
  • Some areas of Asia
  • Sections of Latin America
  • Parts of the Caribbean

One of the main driving forces behind this growth is actually a reduction in birth rates. Lower growth rates for the non-working age population results in a favorable age distribution for other demographic populations.

Demographic trends resulting in this growth should help create benefits for these economies. With a growing workforce, governments should invest in training programs and education. As a result, this will position these economies well for future success and continual economic progress.

Overall Population Growth

According to the Population Division, the greatest increases in overall population between 2019 and 2050 will take place in the following nine countries:

  1. Democratic Republic of the Congo
  2. Egypt
  3. Ethiopia
  4. India
  5. Indonesia
  6. Nigeria
  7. Pakistan
  8. United Republic of Tanzania
  9. United States

Nigeria is expected to have the highest increase during this timeframe. However, the report notes that India is projected to become the world’s most populous country by the year 2027, overtaking China.

Focus on Nigeria Working Age Population

Nigeria (officially the Federal Republic of Nigeria) is in West Africa, on the Gulf of Guinea. The nation has a large population, estimated at over 191 million residents. The nation’s population grew at a rate of over 60% from 1990 through 2008. The United Nations reports that Nigeria has been experiencing tremendous population growth. The country has one of the highest growth rates in the world, along with high growth in population aged 14 years or younger. The country’s median age is approximately 18 years old.

Nigeria’s working age population has been growing and is estimated at 115.5 million people through Q3 2018. However, the unemployment rate has been rising as well, with a calculated rate through Q3 2018 of 23.1%. The largest industries that drive Nigeria’s economy include:

  • Agriculture
  • Mining
  • Petroleum
  • Tourism

These industries also drive most of Nigeria’s exports, consisting of:

  • Chemicals
  • Cocoa
  • Palm Oil
  • Petroleum

Focus on India Working Age Population

India (officially the Republic of India) is in South Asia. While the country is the seventh largest by area, it is currently the second largest by population, behind China. India’s population is currently estimated at approximately 1.37 billion residents. The rate of India’s population growth, 15 million per year, is the largest in the world. The country’s median age is approximately 27 years old.

India’s working age population will grow to more than 1 billion by the year 2050. However, unemployment is rising as well. Labor force participation in India has been declining, with 50% of the working age population out of the workforce. The top sectors that drive India’s economy include:

  • Automobiles
  • Aviation
  • Fast Moving Consumer Goods (household and personal care items)
  • Oil and Gas
  • Steel and Cement

These same industries also drive most of India’s Top 10 exports:

  • Automobiles
  • Chemicals
  • Clothing
  • Cotton
  • Electrical Machinery and Equipment
  • Gems and Metals
  • Machinery and Computers
  • Oil, Mineral Fuels
  • Pharmaceuticals
  • Steel and Iron

What Does This Mean?

Several countries that have a growing working age population may offer opportunities for future economic growth. Companies not currently located in these countries should review their future plans. Employers may be able to leverage growing labor forces either locally or through global relocation. Also, companies may benefit from the increasing population within countries that might fit within their global expansion plans.

What Should Employers do if a Country has a Growing Working Age Population?

Review Expansion Plans

Companies currently in a country with a growing working age population should examine their plans for corporate expansion. They should also review their talent acquisition programs to ensure alignment with corporate objectives. Pre-decision services offer critical tools to help companies retain organization talent.

Leverage Relocation Benefits

Companies that are experiencing a talent shortage should consider looking at countries with a growing working age population. They can leverage relocation benefits to attract and retain international talent.

International PEO

Companies not currently in a country with a growing working age population but who want to enter it might consider the services of an International Professional Employer Organization (PEO). International PEOs help companies quickly grow and expand into new markets with an employer of record solution. The PEO will manage all aspects of the employment relationship in the EU, from onboarding to pension arrangements. Companies may be able to achieve significant savings compared to the cost of setting up their own foreign entity in these countries.

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 also help your company understand how to work with an International PEO. Whether through global relocation or the services of an International PEO, our team can help your company leverage the growth of countries with a growing working age population.

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

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

Contact our experts online to discuss your company’s interest in learning how it can leverage opportunities in a country with a growing working age population, or give us a call at 800.617.1904 or 480.922.0700 today.

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Toronto Tech Talent Ranking Rises to Third Spot

CBRE’s annual “Scoring Tech Talent Report” shows Toronto tech talent ranks at #3 in the top fifty U.S. and Canadian cities for tech workers. The report measures cities based on several criteria, including:

  1. Job Growth
  2. Supply of Talent
  3. Tech Degrees Awarded to Graduates

CBRE is a worldwide leader in real estate services that traces its roots to San Francisco, California, in the year 1906. Over time, the company formed CB Commercial, acquired REI Limited (the international division of Richard Ellis), and continued growing to become CB Richard Ellis, also known as CBRE. CBRE Group, Inc. is the largest commercial real estate services company and investment firm in the world.

Growth in Toronto Tech Talent

Over the past five years, Toronto tech talent rose at the fastest rate of all cites in the ranking. The report notes that 80,100 new tech jobs have been created in Toronto, indicating a 54% rate of increase. The top six tech companies in Toronto are:

  1. Ecobee
  2. Top Hat
  3. Shopify
  4. Ubisoft
  5. Cisco
  6. Oracle

Highlight on Toronto Tech Talent at Ecobee

Ecobee was founded in 2007 and has become a market leader in home automation. Products include smart thermostats that conserve energy and help customers reduce their heating and cooling bills. This market is expected to experience a Compound Annual Growth Rate (CAGR) of 23.1% for the time period 2019-2024.

As a result, the market growth rate will increase demand for Ecobee’s products, in turn creating greater demand for Toronto tech talent. Ecobee currently lists several career opportunities in fields such as product technology, software development, engineering, account management, and technical support. Ecobee products interact with other smart home products such as Amazon’s Alexa. In order to interact with Alexa, Ecobee developers must learn how to connect with the service, or integrate it directly into the company’s products such as the Ecobee4 Smart Thermostat.

Toronto Tech Talent Grows with Canada’s Global Talent Stream

One reason that Toronto tech talent has been able to grow as fast as it has is due to Canada’s Global Talent Stream. This program is part of the nation’s Global Skills Strategy, designed to help companies grow by ensuring a ready pool of qualified talent. Eligible workers can start work in Canada at a faster pace with two-week processing of work permit applications. Global Talent Stream program eligibility requirements for employers include:

Category A

  1. Referral by a Stream Designated Partner
  2. Hiring of talent noted as unique and specialized

Category B

  1. Hiring highly-skilled foreign workers for jobs noted on the Global Talent Occupations List

What Does This Mean?

Canada actively seeks to encourage immigration of highly-skilled foreign workers to the country. The nation believes its future success is highly dependent on welcoming immigrants, as well as ensuring they fully integrate into society. Ontario, where Toronto is located, also focuses on attracting skilled workers to smaller cities and towns throughout the province.

Tech industry companies benefit from the nation’s progressive immigration policies. As a result of these policies, Toronto tech talent will continue to grow. Also, a pool of qualified workers is readily available to support corporate growth initiatives.

What Should Employers do to Leverage Toronto Tech Talent?

Employers in Toronto should review their company’s growth plans and requirements for tech industry jobs. They should also review their talent acquisition and management programs. This will help ensure these programs align with a growing number of highly skilled foreign workers.

Employers outside of Toronto should investigate the services of an International PEO. Relocation Management Companies (RMCs) can provide expert assistance to employers looking to expand their corporate presence in Canada.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company determine how to benefit from Canada’s focus on increasing Toronto tech talent.

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

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

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts. Contact our experts online to discuss your company’s interest in benefiting from the growth of Toronto tech talent, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Global Opportunities for Growth with the China Belt and Road Initiative

The China Belt and Road Initiative recently hosted its second forum. Over 5,000 delegates from over 150 countries, including  the leaders of 37 nations, attended the forum held in Beijing in April 2019. The infrastructure project began in 2013 as a way to rebuild several historical trading routes across Europe and Asia that had been lost over the years, previously known as the “Silk Road.” The road was basically a widespread network of routes that connected China to other nations in the Far East, Middle East, and Europe. The Han Dynasty opened trade with the West along these routes in 130 B.C. However, the routes were closed over 600 years ago when the Ottoman Empire boycotted trade with China.

China’s New Silk Road Created by the China Belt and Road Initiative

China’s “New Silk Road” is a signature project for President Xi Jinpeng. The project is officially known as the “One Belt, One Road” (OBOR) initiative. In addition to large infrastructure projects across the region, the hope is that trade along these routes will increase. China is looking for a global resurgence in a push to expand the country’s international influence. Some initiatives preceded the OBOR, such as China’s flagship economic corridor development with Pakistan. China is seeking to become the center of global economic activity, with all of the power and influence this status will bring. Additional benefits of the China Belt and Road Initiative include:

  • Opportunities to absorb China’s current excess industrial capacity
  • Access to new capital for large state firms that already carry a significant amount of debt
  • State banks avert any financial crises arising from large state firm’s non-performing loans
  • Larger State Owned Enterprises gain pathways to develop into internationally competitive firms

International Cooperation for the China Belt and Road Initiative

China has been developing strong international ties with nations critical to the success of its Belt and Road Initiative. China’s success is clearly seen in its interactions with the Asian Infrastructure Investment Bank (AIIB) and the New Development Bank (NBD) for BRICS nations. In fact, China has long been considered one of the top emerging international markets. With the NDB headquarters in Shanghai, China’s influential role as a financial center among the BRICS nations is a certainty. BRICS nations include:

  • Brazil
  • Russia
  • India
  • China
  • South Africa

Increasing Imports from Nations Participating in the China Belt and Road Initiative

At the April forum, President Xi Jinping chose to address criticism of the China Belt and Road Initiative by publicly supporting several trade-oriented policies and frameworks. Specifically, China will:

  • Focus on the highest quality and sustainability for projects undertaken by the China Belt and Road Initiative
  • Increase its imports from developing countries to spur investment in those nations
  • Reduce existing barriers to trade to further open China’s markets to international imports
  • Implement structural changes to promote foreign investment in China

President Xi Jinping’s message on trade included a focus on implementation of trade and international agreements. While agreements can easily be made, implementation has been challenging without a sustained commitment from China to ensure full follow-through. As a result, such issues can be extremely difficult to understand and resolve, including:

As of the 2nd Forum, the nation has signed over 170 China Belt and Road Initiative agreements with 125 nations. China’s total investments may reach upwards of $1.3 trillion by the year 2027.

What Does the China Belt and Road Initiative Mean for Employers?

Employers in nations where the China Belt and Road Initiative projects are in planning stages may be able to leverage opportunities to participate directly or indirectly in various parts of the initiative. Although China’s focus is for its State Owned Enterprises to benefit from these projects, local firms in the countries will benefit as the projects come to fruition. The benefit may arise through direct investment in project-related activities. Alternatively, it may arise through increased trade resulting from the China Belt and Road Initiative.

What should Employers do?

Employers currently located in countries where China Belt and Road Initiative projects are planned or underway should investigate opportunities where they might be able to participate. They should also review future production plans that might need adjustment for potential increased trade opportunities with China.

Employers should review their talent acquisition and management programs to ensure they remain competitive to attract and retain new hires and transferees. Some countries may face talent shortages, so employers should look into global relocation as a solution to find and hire qualified employees. Relocation Management Companies (RMCs) can provide expert assistance to employers to benchmark their relocation policies and add enhancements that attract talent.

Employers not currently located in countries participating in the China Belt and Road Initiative might consider these countries as a strategic location for future corporate expansion. The services of an International Professional Employer Organization (PEO) may be useful to help an employer enter these countries and quickly test the local market.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees to various destinations. Our team can help your company determine how to attract and retain new hires needed to leverage opportunities arising from the China Belt and Road Initiative.

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

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

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts. Contact our experts online to discuss your company’s relocation program needs in countries that benefit from the China Belt and Road Initiative, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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What are the Top 5 Reasons to Outsource Global Mobility Management?

There are several reasons why a company would move to outsource global mobility management. Often these programs require a level of expertise that is not inherent within an organization. Issues regarding international visas and work permits can be particularly vexing and cumbersome. Consistency in application across departments, divisions, and throughout locations is an important consideration for fair and equitable treatment of all employees.

The Top 5 Reasons to Outsource Global Mobility Management:

1. Compliance

Companies that choose to outsource global mobility management gain significant advantages in tax and compliance related to national regulations.  Programs may offer benefits to both employers and relocating employees. The importance of compliance cannot be understated, as noncompliance may include penalties.

2. Cost Management

Relocation Management Companies (RMCs) may offer industry-leading technology solutions that provide easy and simple tracking and reporting capabilities for mobility costs. Companies gain accuracy and simplicity for reporting and budgeting purposes.

3. Core Responsibilities

When a company chooses to outsource their relocation program, it frees internal departments to focus on corporate objectives. Mobility management often is not a core competency within a company. Eliminating costly and excessive administrative burdens by moving to outsource global mobility management lets organizations pursue valuable goals.

4. Courtesy Enhancements

RMCs with significant knowledge and experience will offer a number of complimentary solutions that are extremely valuable to companies and their relocating employees. Programs such as Pre-Decision Services result in employees that start work sooner, stay longer, and are a better fit in the company’s culture.

5. Cost Savings

RMCs can help a company identify a number of cost savings upon their move to outsource global mobility management. Relocation Policy recommendations from courtesy mobility consulting often generate significant savings in areas such as in-house costs versus fees, household goods moves, and home sale programs.

What Does This Mean for Companies That Want to Outsource Global Mobility Management?

Companies can achieve significant operational improvements and cost savings when they outsource global mobility management. As a result, internal departments can focus on achieving company objectives while reducing administrative costs and burdens.

What Should Employers do to Outsource Global Mobility Management?

Employers should work with a qualified Relocation Management Company (RMC) that can provide a full range of relocation programs. Employers should consider a move to outsourcing their relocation program to achieve significant operational and cost advantages. This will help increase relocation success.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients manage the transition to outsource global mobility management. As a result, our team can help your company understand how to benefit from the advantages such a move affords.

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

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

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

Request your complimentary relocation policy review

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Global Mobility Global Relocation Global Relocation Tips Global Relocation Trends Visas and International Travel

Why Canada is Seeking to Add Immigrants

Canada is seeking to add immigrants, according to the nation’s immigration ministry. Currently, approximately 20% of the nation are immigrants. In its report to Canada’s Parliament in January, Immigration, Refugees, and Citizenship Canada detailed its plan to add over 1 million immigrants by the end of 2021.

Canada Immigration Plan

According to the plan, Canada is seeking to add immigrants following this admission schedule:

2019: 350,000 immigrants comprising:

  • 176,000 federal economic and provincial/territorial nominees
  • 89,000 eligible for family reunification programs
  • 58,500 refugees

2020: 360,000 immigrants

2021: 370,000 immigrants

Since Canada’s current population is less than 37 million residents, each year represents a 1% increase in total population.

Reasons Why Canada is Seeking to Add Immigrants

There are many reasons why Canada is seeking to add immigrants. As noted by Ahmed D. Hussen MP, Minister of Immigration, Refugees, and Citizenship:

  • Immigrants and their descendants make measurable contributions to Canada
  • Future success depends on continuing to welcome immigrants and ensure their integration

The country is facing an aging workforce as well as a declining birthrate. The government’s economic advisory council has been vocally advocating an increase in immigration to support the economy and reduce strain on the social services budget. The country needs skilled labor and is seeking to add immigrants who have significant education and technical training.

Canadian Prime Minister Justin Trudeau welcomes immigrants and refugees to the nation. Trudeau’s statement via social media clearly marks Canada as a welcoming nation. His use of #WelcomeToCanada is an encouraging sign for all people seeking to enter the country.

Why Immigrants Choose Canada

There are many reasons why immigrants choose Canada, and why Canada is seeking to add immigrants:

  1. Canada is the sixth best country in several measures including:
  • Commitment to providing social services
  • Diversity
  • Respect for differences
  • Safety and security
  • Beautiful natural landscape
  • Seasonal changes
  1. Citizens and permanent residents are eligible for the public health insurance system
  2. The nation has the highest immigration rate of all G8 nations

What does this mean?

Those who want to enter and stay in Canada have many options. The nation’s immigration ministry provides an easy to use portal to submit and check the status of applications. The ministry also provides a wealth of information for immigrants to help them prepare for life in Canada. Canada is seeking to add immigrants who want to work in the nation, and the immigration ministry helps them prepare for work in Canada. The government provides a national job bank and career portal where immigrants can search for employment.

What should Employers expect?

Employers in Canada should expect to see an increase in the number of job seekers who are immigrants and refugees seeking to become Canadian citizens. They should also expect to see a rise in the need for pre-arrival settlement services. The immigration ministry provides a number of helpful language and integration services, classes, and resources to increase job readiness, success, and retention.

Employers not currently in Canada might consider the country as a strategic location for corporate expansion. The services of an International Professional Employer Organization (PEO) may be useful to help an employer enter one of the world’s best countries and quickly test the local market.

What should Employers do as Canada is Seeking to Add Immigrants?

Work with a Qualified Relocation Management Company

Employers in Canada should review their company’s growth plans and requirements for jobs across all levels of skill sets. They should also determine how their company’s growth plans will impact the jobs required to meet business plans and goals. Since Canada is seeking to add immigrants, employers should review their talent acquisition and management programs to ensure they align with a growing number of immigrants in their workforce. They should work with a qualified Relocation Management Company (RMC) that can help them review their relocation and visa programs encourage highly skilled new hires and transferees.

Investigate the Services of an International Professional Employer Organization

Employers outside of Canada should investigate the services of an International PEO. By working with an International PEO, companies can quickly grow their international employment in Canada. RMCs can provide expert assistance to employers looking to expand their corporate presence to one of the world’s best countries by using the services of an International PEO.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees across the world’s best countries. Our team can help your company determine how to benefit as Canada is seeking to add immigrants.

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

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

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation and visa program needs as Canada is seeking to add immigrants, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends

Spain’s Changing Economy Leads to Relocation Opportunities

cityscape view at dusk
Madrid, Spain financial district skyline at twilight.

Since undergoing a massive retrenchment from 2008 through 2013 when it lost 9% of its Gross Domestic Product in real terms, Spain’s changing economy has recovered and is now transforming into a global technology power center. As of 2016, exports have risen dramatically, with many companies selling throughout the European Union and beyond.

What is causing the change?

Mariano Rajoy, Spain’s Prime Minister from 2011 through 2018, instituted several reforms designed to help the country recover from its economic crisis. These reforms included reducing redundancy pay from 45 days per year worked to 33 days, and moving wage bargaining to the company level, thus making the labor market more flexible. Also, the financial system was addressed by closing under-performing banks that had made excessively risky property loans, and public finances were reformed by cutting the country’s budget deficit.

Mr. Rajoy’s digital agenda led to expansion of Spain’s fibre-optic network for high-speed data transmission, now covering 76% of the population, the highest percentage across all of Europe. Infrastructure investments in Spain have improved transportation and rail networks. Outside of Spain, the global economic recovery has increased demand for Spanish products and services, as well as improved traditional leading sectors in Spain such as tourism and travel.

What does this mean?

As Spain’s changing economy improves and continues its technology-driven transformation, the demand for highly skilled professional workers is increasing. Although the country has several leading universities and a number of technology industry startups, the demand for highly skilled workers is outpacing the number of qualified employees. Spain has a number of registered unemployed workers, but the skills gap is wide for positions in the new economy. Nearly half of job openings through 2030 will require a high level of skills and qualifications. Employers in Spain may benefit from relocation programs designed to attract and retain new hires with specialized skills and experience.

What should employers do?

Spain’s changing economy is driving growth across several industries, leading to a high level of demand for skilled workers. Employers should examine their relocation policy to determine if it is in line with Spain’s requirements for work visas. Consulate of Spain offices in cities such as Los Angeles offer forms, guidance, and assistance for work visas.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment requirements. We can help your company understand how to design your relocation policy so it supports transferees and new hire relocations critical to your company’s ability to grow in Spain’s changing economy. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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