Category: Global Mobility

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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 Mobility Global Relocation Global Relocation Tips

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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Global Mobility Relocation Best Practices Relocation Management Talent Mobility

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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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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Corporate Relocation Domestic Relocation Global Mobility

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

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

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

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

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

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

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

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

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

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

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

3. Review customer satisfaction ratings.

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

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

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

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

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

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

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

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

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

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

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

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients when new HR Mobility Managers come on board to work with our team. We can help your company’s new HR Mobility Manager get up to speed quickly and efficiently, so talent acquisition programs and relocation policies are fully effective. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Taiwan Launches Employment Gold Card

Taiwan flag in Liberty Square, in front of Chiang Kaishek Memorial Hall,Taipei

Taiwan has introduced a new Employment Gold Card visa category. This visa category provides many benefits for those eligible. The new visa category was created in response to Taiwan’s legislature passing the Act for the Recruitment and Employment of Foreign Professionals to attract and keep international professionals in the country. Taiwan has been experiencing a skilled worker shortage and recognizes the global economy’s intensely competitive environment. To remediate Taiwan’s technical talent shortage, the Act was drafted and put into effect in February 2018. Several other laws were created or amended to reduce restrictions and develop a friendly environment for foreign professionals.

What are the key features of the Act?

The Act relaxes work, visa, and residency requirements for foreign professionals. It also relaxes residency rules for parents, spouses, and children. The Act creates additional benefits for retirement and pension coverage, national health insurance coverage, and three years of tax exemption for half salary income in excess of US$102,187.

How long is the Employment Gold Card valid?

The Employment Gold Card is effective for 1 – 3 years in accordance with the validity of a work permit issued by the Taiwan Ministry of Labor.

Who is eligible to apply for the Employment Gold Card?

Foreign nationals in the following fields are eligible to apply:

  • Architectural Design
  • Arts
  • Culture
  • Economics
  • Education
  • Finance
  • Law
  • Science and Technology
  • Sports

What should employers expect with this new Taiwan Employment Gold Card?

Employers who have plans to hire highly-skilled foreign professionals for positions in Taiwan should expect an easier entry process. The Employment Gold Card visa category includes an online application portal for quick and easy processing. Additionally, the Ministry of Economic Affairs’ online job matching platform, Contact Taiwan, combines resources from the Ministry of Foreign Affairs, Ministry of Education, and other agencies to form a single online portal for international talent recruitment.

What should employers do?

Employers should review their hiring plans for foreign professionals in Taiwan to determine eligibility for the Employment Gold Card. They should also use the many benefits of the Employment Gold Card within their relocation program and talent recruitment materials to attract and retain highly-skilled professionals.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements. We can help your company understand how to gain the most benefit from the new Taiwan Employment Gold Card visa category. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Understanding Why Traditional and Self-Service Relocation Program Models Stay Relevant in Healthcare

There are various relocation program models that companies can use to provide transferees and their families a range of benefits to ensure a successful relocation. Global Mobility Solutions’ Medical Industry Benchmarking Report shows that among healthcare companies:

  • 86% offer a traditional program
  • 14% offer a lump sum/managed cap (self-service) program
  • 22% offer both types of programs

A best practice consideration is to adopt a combination of traditional and managed cap programming models. Reviewing the basic features and benefits of traditional and self-service relocation program models can help companies understand which programming model is the right choice for their unique requirements.

What is a Traditional Relocation Model?

A traditional relocation program generally provides for ongoing employee support services, supplier management, candidate selection, relocation benefits, and expense management. Corporate relocation programs frequently vary by company due to size, need, or destination. The overall process of employee relocation is usually divided into one of four service brackets including:

A robust pre-decision process is one of the most important things that contribute to high satisfaction rates among relocating employees. Recognizing its importance to overall satisfaction, there has been a significant increase in pre-decision service usage within the healthcare industry.

Additionally, 84% to 90% of healthcare companies utilize a tiered policy approach to relocation. The most common are by position level or homeowner versus renter status.

Providing additional benefits in a relocation program to attract highly skilled new hires will give a healthcare company a competitive advantage. For example, home selling and buying assistance might be a very attractive benefit for a talented healthcare professional who is considering a relocation offer from a prospective employer. Levels of assistance in this area can vary based on position. A relocation policy with a strong communication plan will clearly define and describe the exceptional value that this benefit provides to new hires.

What are Self-Service Relocation Program Models?

Self-service relocation models include lump sum and managed cap programs. The point is that employees direct their own relocation process. The difference between lump sum and managed cap programs is whether the employee or the RMC manages the relocation process.

Lump Sum Program

In a lump sum program, companies provide employees with an allocated lump sum payment and let the employee choose their relocation providers and process. Some Relocation Management Companies (RMCs) offer programs such as a dedicated debit card where funds are electronically transferred to the employee after their expense report is audited. The employee has immediate access 24/7/365 via ATMs and point-of sale retailers nationwide. In addition, funds can also be electronically transferred from the card to their personal checking account.

The success of a lump sum program rests solely upon the relocating employee. They do not have the benefit of expert guidance and counseling that an RMC can provide.

Managed Cap Program

In a managed cap program, companies provide employees a specific amount of funds to spend. Employees benefit from the support services offered by the RMC. These services include policy counseling to the employee on the best allocation of their funds when choosing from an array of relocation services. In addition, they receive guidance on the taxation of particular components, saving the company a FICA tax match and gross-up on particular benefits, such as the household goods shipment and final move trip.

A managed cap program contributes to fewer budget overages and higher satisfaction levels than the lump-sum option, maximizing the benefit for both the company and the employee. Consider tiered policies by level, under a managed cap methodology. This will inherently produce greater efficiencies than other relocation program models, provide employees choice, enhance quality, and contain costs.

Healthcare Industry Talent Recruiting Trends

According to Healthcare Source’s Healthcare Talent Management Trends for 2018, healthcare companies increasingly face skilled labor shortages in several employment fields. The aging population leads to increasing demand for healthcare talent. Also, the number of retiring healthcare professionals leads to a declining talent pool, creating a gap. Traditional employment recruiting strategies are not effective in closing the talent gap. Healthcare companies can attract employees by offering relocation programs with attractive benefits.

Leveraging Relocation Program Models to Attract Healthcare Talent

Most healthcare companies report a willingness to pay for relocation. In order to get the best results from their talent recruiting efforts, healthcare companies should promote their relocation program as a highly valuable benefit. This will help the company attract and retain talent that is looking for assignments in new locations.

Communicating their interest in attracting new hires and their willingness to help employees during their relocation process helps strengthen and broaden a healthcare company’s employer branding efforts. Many healthcare companies are investing significantly in building their employer brands to attract and engage top quality talent. A well-defined and attractive relocation program that follows industry best practices tells prospective employees the company is an employer of choice within the industry.

Healthcare talent acquisition programs must attract a variety of new hires, with many different skill levels. Offering a combination of traditional and managed cap programming models, along with a tiered policy approach, provides healthcare companies with a wide range of options to attract new hires.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts have helped thousands of our clients develop relocation program models that attract and retain qualified employees. Our team can help your healthcare company by using industry best practices to design a relocation program that combines traditional and managed cap models within a tiered policy to provide the widest range of options, increasing your company’s ability to attract and retain new employees.

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 healthcare company’s relocation program needs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Singapore Fair Consideration Framework and S Pass Eligibility

Singapore Skyline reflection

The Singapore Ministry of Manpower is currently in the process of expanding the Fair Consideration Framework (FCF) to cover more employers and jobs, effective July 1, 2018. Advertising requirements will increase to at least fourteen days for companies with 10 or more employees and for jobs that pay a fixed monthly salary of less than S$15,000 SGD. This is a change from the current advertising requirement for firms with at least 25 employees and for jobs that pay a fixed monthly salary of less than S$12,000 SGD.

Additionally, starting in January 1, 2019, S Pass eligibility will change. Currently the minimum qualifying salary for S Pass is S$2,200 SGD. The new minimum salary for S Pass will increase to S$2,400 SGD in a two-step incremental process:

  • January 1, 2019 S Pass minimum salary increases by S$1,000 SGD to S$2,300 SGD
  • January 1, 2020 S Pass minimum salary increases by S$1,000 SGD to S$2,400 SGD

What is the Singapore Fair Consideration Framework?

The FCF is part of the Government’s effort to strengthen the Singaporean core in the workforce. It sets clear expectations for companies to consider Singaporeans for job opportunities, through the use of Jobs Bank advertising of open positions.

The FCF applies to all companies in Singapore. These companies must also comply with the Tripartite Guidelines on Fair Employment Practices and have fair employment practices that are open, merit-based and non-discriminatory.

Who does this new Singapore Fair Consideration Framework affect?

Employers based in Singapore with at least 10 or more employees whose fixed salaries are less than S$15,000 SGD.

What should employers expect with this new Singapore Fair Consideration Framework?

There will be less jobs exempt from the job bank advertising requirement. Applications will require a longer time for submission.

What is the Singapore S Pass?

The Singapore S Pass allows mid-level skilled staff to work in Singapore. Employees need to earn at least S$2,200 SGD a month and have the requisite qualifications and work experience.

Who does this new Singapore S Pass Eligibility affect?

Employers based in Singapore with employees holding S Passes whose fixed salary is S$2,200 SGD.

What should employers expect with this new S Pass Eligibility?

Positions will need to meet the new salary requirements on January 1 of each year to maintain eligibility.

What should employers do?

Employers should plan for the increased advertising requirements and the increasing salary requirements so their recruitment plans can be revised accordingly.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements, and we can help your company understand how to comply with the new Singapore Fair Consideration Framework and S Pass requirements. Contact our experts online 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 Tips Global Relocation Trends Immigration Rules Relocation Challenges Relocation Management Relocation Programs Relocation Technology

What are the 2018 Global Relocation Trends?

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

What are the major 2018 global relocation trends shaping the industry? As workforce mobility and employee relocation continues to increase, several trends change how clients respond to increasing employee requirements regarding their relocation needs. Also, global changes in how employees are able to accept transferee assignments, such as limits on working visas and work permits, further impact company plans for mobility.

Our team of global relocation experts have identified five key trends that are shaping 2018 Global Relocation.

2018 Global Relocation Trends

Growth in Partner and Spouse Career Support Programs

As companies continue to expand globally, the need for a mobile workforce to accept transferee assignments has increased exponentially. Along with this mobile workforce, services designed specifically for spouses and partners have become increasingly important to employees. Spouses and partners are critical to ensuring transferee success. It is important for clients to provide support and information specifically for spouses and partners to help them with their relocation process. Specifically, pre-decision support, an online job search and assistance portal, and professional career services are important programs and services for spouses and partners. Transferees can be secure in the knowledge that their spouses and partners will receive as much assistance as they need to be successful in their new location.

Flexible and Responsive Global Relocation Programs

Global relocation programs need to provide enough flexibility to anticipate and provide for challenges and opportunities that are unique to specific locations. Many multi-national clients have designed a corporate-level relocation program, which then is further customized for each international headquarter location. Relocation programs designed at the corporate level need to provide for a multitude of options and differences across locations. Our recent Case Study on Implementation Success Factors describes in detail the importance of identifying all stakeholders and engaging them early in the process to ensure implementation success.

Immigration Challenges

Countries are increasingly placing limits on the number and types of working visas and work permits that allow transferees to enter the country legally for work assignments. Some countries such as the United Kingdom have seen the number of applications exceed the monthly quota. Other countries such as China have changed requirements and set up a Working Permits Points System that emphasizes transferees with specialized knowledge. The United States has instituted travel restrictions for specific locations, and has increased enforcement of immigration requirements. As countries around the world respond to migration challenges, the impact on global relocation programs will continue to evolve.

Technology Advances

Global relocation programs continue to respond to evolving technology changes. Increasingly, mobile technology must be responsive to provide transferees with information and solutions during their relocation process when they need it, wherever they are located. Transferees should be able to get information on the go, and upload expenses for quick reimbursement. Mobile enhanced relocation technology solutions such as MyRelocation should be available, as it is platform-responsive and able to be accessed anywhere, making it the most useful solution for a mobile workforce.

Outsourcing Relocation Programs to Industry Experts

Global relocation programs must cover a wide array of specialized issues such as tax, visa applications, and compliance reporting. Furthermore, it is to a client’s best advantage to consult with experts who have knowledge and experience in the specific aspects of these areas as they relate to global relocation programs. Companies can benefit from an outsourced solution that specializes in unique relocation needs. Working with relocation experts who have extensive experience in these and other areas can help a company avoid risks and respond more effectively to transferee’s requests for guidance and advice.

Conclusion

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

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

Request your complimentary relocation policy review

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