Category: Global Relocation

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What are the Top Emerging International Markets for Global Relocation?

Many companies look to emerging international markets for corporate growth initiatives. Entering a growing market on the upswing provides a number of advantages. Costs for expansion are usually lower in emerging international markets, as the local economy has not reached its full potential. Companies gain significant advantages through:

  1. Lower costs for land, buildings, rent, and equipment
  2. Exposure to foreign investment with high potential
  3. Market diversification enabling growth in new markets to balance stagnation in other markets
  4. Enhancement of the company’s global reputation
  5. Learning new cultural perspectives that may enhance growth initiatives

What are the Top Emerging International Markets?

The four largest emerging international markets are Brazil, Russia, India, and China. These four countries are known by the acronym BRIC. The BRIC nations have several features in common, including a government focus on economic growth, well developed financial markets, and strong interest in international trade initiatives. However, they share some challenging issues, such as currency issues and fluctuations.

Addition of South Africa to BRIC

South Africa joined the BRIC nations and represents the “S” in BRICS. The addition of South Africa is due in part to the other nations’ desire to forge closer ties with Africa’s leading economy. The first five-member BRICS summit was held in 2011. By 2020, BRICS countries expect to contribute nearly half of all global Gross Domestic Product (GDP) growth.

New Development Bank for Emerging International Markets

The New Development Bank (NBD) for BRICS is seen as a success story for this group of large economies. NBD’s general strategy document for the period 2017-2021 calls for the bank to place two-thirds of its loans into sustainable, “green” infrastructure and renewables over the next five years.

Brazil

  • 2nd largest producer of iron ore in the world
  • Large producer of ethanol (more than Europe and Asia combined)
  • Rich natural resources

Russia

  • Leading exporter of oil and natural gas
  • Strong growth in commodities
  • Significant free market reforms driving economic growth

India

  • Leading producer of food and farm goods
  • Known for information technology and business process outsourcing
  • Growing demographic and workforce trends

China

  • Leading exporter of consumer goods
  • Mid-range producer of value-added manufacturing products and assembled goods
  • Government plans to achieve dominance of high-tech sectors to lead emerging international markets

South Africa

  • Diverse economy driven by domestic consumption
  • Abundant natural resources
  • Largest economy in Africa with world-class and progressive legal framework

What are Success Strategies for Emerging International Markets?

In order to achieve success, companies should define a plan for how they will approach entering new markets. Proven success strategies include:

  • Leveraging trade associations, events, and government agencies that can support the endeavor
  • Conducting market research on all aspects of the local culture, businesses, and strategic fit
  • Building a network of strong relationships to help open doors in the new markets
  • Identifying strategic partners that can work with you in the local markets
  • Planning for contingencies and flexibility to respond to local market nuances
  • Commit for the long term so the emerging international markets become integral to your business

What Does This Mean?

Companies looking to enter emerging international markets should follow proven success strategies. As a result, they will gain valuable market information, develop strong relationships, and define a robust and executable market-entry plan. Companies should determine whether one or more of the BRICS nations should be on their target list for market entry.

What Should Employers do About Emerging International Markets?

Companies looking to enter emerging international markets should review their relocation programs. A qualified Relocation Management Company (RMC) with knowledge and experience can provide a number of helpful resources. As a result, companies will maintain a strong competitive advantage in relocation for new hires and transferees. A global relocation program that provides the highest level of relocation benefits and services for employees will help companies attract highly skilled and talented candidates.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how they can use global relocation to enter emerging international markets. Our team can help your company understand how to leverage global relocation to any of the BRICS nations and gain all the advantages these markets offer your company as well as your new hires and transferees.

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 who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in global relocation to emerging international markets, 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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What is Driving São Paulo’s Business Startup Culture?

Companies seeking growth opportunities in South America quickly gravitate to Brazil and São Paulo’s business startup culture. Brazil’s mammoth city boasts one of the world’s most vibrant business technology ecosystems. São Paulo is also home to South America’s largest startup environment. The city proper is the largest in Brazil, with a population of over 12 million residents. The greater São Paulo metropolitan area ranks as number three in the world by population, with over 27 million residents.

Cultural Diversity

Brazil is one of the most culturally diverse countries in the world. Generally, Brazilians trace their origins from five global regions:

  • Africa
  • Americas
  • East Asia
  • East Mediterranean/West Asia
  • Europe

This cultural diversity is a great asset to companies looking to test their products and marketing programs. Marketing to a microcosm of international cultures provides a wealth of valuable information for companies with global growth ambitions. Companies investing in São Paulo’s business startup culture quickly benefit from the city’s diverse talent pool and openness to new ideas.

Currency

Brazil’s currency fluctuations and devaluation to the U.S. dollar gives companies who invest in São Paulo’s business startup culture the benefit of getting more for their capital. As Brazil’s economy experiences variations and crises, São Paulo presents more opportunities for entrepreneurs. Talent becomes more affordable for young and growing companies. As a result, entrepreneurs can easily hire employees with the education and skills they need to be successful.

Business Resources for São Paulo’s Business Startup Culture

São Paulo’s business startup culture benefits from a large number of business resources. Startup accelerators are plentiful, including ACE, Startup Weekend, and Startup Farm. Co-working spaces such as CUBO encourage collaboration among resident companies. CUBO’s center of technological entrepreneurship connects investors, companies, technology, and universities in one space. This connection helps create new business models, new ways to work, and continually challenges the status quo with a focus on creating opportunities.

In fact, São Paulo’s business startup culture is often seen as the “silicon valley” of Latin America. From its inclusion in Deloitte’s leading index of global FinTech hubs to its continually growing roster of unique startup ventures, São Paulo has become the Brazilian home of international technology giants including Google, Linkedin, and Cabify. (FinTech is a new industry that uses technology to improve activities in finance.)

What Does This Mean for São Paulo’s Business Startup Culture?

Companies looking for expansion opportunities, especially in technology fields, should seriously consider São Paulo’s business startup culture. The city provides a warm welcome to entrepreneurs and innovators, offers a favorable currency advantage, and has a wealth of resources that support business startups. Brazil’s wide cultural diversity enhances workforce productivity, and reflects the broader international market, making São Paulo an ideal location for testing concepts and messages.

What Should Employers do?

Entrepreneurs with plans for business expansion should research São Paulo’s business startup culture to see how they might benefit from its many resources and advantages. Established businesses without a presence in Latin America should also consider locating in São Paulo. Co-working spaces such as CUBO can help connect established businesses to entrepreneurs and new business models.

Companies looking to test their expansion efforts in Brazil might also benefit from an International Professional Employer Organization. This is a global employment solution where a third-party in a foreign country hires employees on your company’s behalf. Companies considering relocating new hires or transferees to São Paulo should review their relocation programs. This will help ensure they have a competitive advantage and that their program provides the highest level of relocation benefits and services for their employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how they can easily expand their business operations to new locations. Our team can help your company understand how best to proceed with expansion to São Paulo’s business startup culture through relocation, or by utilizing an International PEO.

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 business expansion plans to São Paulo, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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What are the World’s Best Countries?

U.S. News & World Report’s 2019 World’s Best Countries ranking shows Switzerland as No. 1 overall for the third consecutive year. The annual report reflects survey results of over 20,000 respondents. The study surveyed these people about their individual views of 80 different countries, on 75 different metrics. The rankings are the result of a partnership between U.S. News & World Report, the Wharton School of the University of Pennsylvania, and BAV Group.

What are the Top 10 Countries?

According to the ranking, the top 10 world’s best countries are:

  1. Switzerland
  2. Japan
  3. Canada
  4. Germany
  5. United Kingdom
  6. Sweden
  7. Australia
  8. United States
  9. Norway
  10. France

Why Switzerland is No. 1

Switzerland is seen as a top country in surveys and reports for several reasons, including:

  • Access to Capital
  • Business Friendly
  • Economic Stability
  • High Quality of Life
  • Innovation
  • Legal Framework
  • Neutrality
  • Prestige

Immigration to Switzerland

Immigration to Switzerland, one of the world’s best countries, depends on several factors. Switzerland permits visitors to stay in the country as tourists for up to 90 days without registration. However, tourists are forbidden to work during this time period. Those who want to work in Switzerland must obtain immigration authorization. These authorizations vary by status:

  • Citizens of the European Union (EU) or the European Free Trade Association (EFTA) do not need a visa if they have a local employment contract.
  • Non-EU and non-EFTA citizens require a work authorization and a visa prior to entering Switzerland.
    • Those over 18 with plans to stay beyond 12 months must provide a copy of their criminal record, or proof that there is no record.

The Swiss Authorities provide many helpful guidelines for people who want to enter and stay in the country. Foreign nationals can choose the entry path that best fits their requirements. Also, several of the entry paths have various degrees and levels to meet individual situations. Entry paths include:

  • Applying for Asylum
  • Foreign National’s Right to Reside Following Divorce or Death of Spouse
  • Foreign Nationals Wishing to Stay Other Than to Work (Study, Retire)
  • Letter of Invitation and Declaration of Sponsorship
  • Loss of Residence Permit – Replacement
  • Short-Term Stay
  • Residence Permits
  • Visa for Entry

What does this mean?

Those who want to enter and stay in one of the world’s best countries have many options. Countries such as Switzerland welcome foreign nationals, as they recognize the value that diverse populations bring to their societies. They also provide helpful resources for newly arrived foreign nationals so they can learn the German language, and how best to integrate into Switzerland’s local culture and society.

What should Employers expect?

Employers in Switzerland should expect to see an increase in the number of foreign job seekers from non-EU and non-EFTA countries. They should also expect to see a rise in the need for language and integration courses.

Employers not currently in Switzerland 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?

Employers in Switzerland 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.

Employers outside of Switzerland should investigate the services of an International PEO. Relocation Management Companies (RMCs) can provide expert assistance and helpful information to employers looking to expand their corporate presence to one of the world’s best countries.

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 from Switzerland’s rank as the No. 1 best country in the world.

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.

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, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Singapore Job Skills Lacking in Technical Fields

Singapore job skills currently exhibit a significant gap in several technical fields, according to Workforce Singapore (WSG). WSG, a board under the nation’s Ministry of Manpower, oversees the transformation process for the Singaporean workforce and industry to meet future economic opportunities.

Top 5 Fastest Growing Singapore Jobs

The five fastest-growing jobs in Singapore are concentrated in technology:

  • Content Specialist
  • Head of Digital
  • Cyber Security Specialist
  • Data Scientist
  • User Experience Designer

All of these technology jobs require specific technical skills. They also require significant communication and managerial skills, often referred to as “digital competence.”

What is Digital Competence?

Digital Competence is an expansive definition of Information and Communication Technology (ICT). It includes basic ICT skills along with the understanding and knowledge of how to use digital devices and applications in new and complex formats. WSG recognizes that Singapore job skills need to include Digital Competence. Singaporean workers must be able to confidently and critically use electronic media for work, leisure, and communication. To do so, workers must understand logic, possess critical thinking abilities, have a high level of information management skills, and superior communication skills.

For example, some of the skills needed for the Top 5 Fastest Growing Singapore Jobs include:

  • Analytics
  • Banking
  • Big Data
  • Communication
  • Consulting
  • Content Delivery
  • Digital Production
  • Machine Learning
  • Management
  • Sales Enablement
  • Wire Framing

WSG has a number of programs that help Singapore job skills match industry requirements. For example, WSG maintains the Singapore Workforce Skills Qualifications (WSQ), a national credentialing system that trains, develops, and assesses Singapore job skills. Also, the WSQ certifies skills and competencies for the workforce. Its continuing education and training system is funded by SkillsFuture Singapore (SSG).

What is SkillsFuture Singapore?

SkillsFuture Singapore (SSG) is a board administered by the Ministry of Education. SSG’s main purposes include:

  1. Drive and coordinate SkillsFuture movement implementation
  2. Promote a culture and system of continuing education
  3. Strengthen Singapore’s quality education and training
  4. Provide quality assurance for private education institutions and adult education centers

Singapore job skills are in high demand as the nation’s economy continues rapid growth. This growth leads to expanding job opportunities. WSG maintains a singular focus on ensuring Singaporean workers obtain the necessary training to fill growing sectors of the economy. WSG’s vision is bold and speaks to the nation’s strong work ethic: “Every individual in a fulfilling career with progressive employers.”

What Should Employers do About the Singapore Job Skills Gap?

Employers facing a Singapore job skills gap should review their talent recruitment programs to ensure creative solutions are in place. A knowledgeable Relocation Management Company can provide valuable assistance to employers looking for robust and effective solutions to hiring challenges.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to mitigate the impact of a skills gap. Our team can help your company by using industry best practices to design your relocation program. As a result, this will increase your company’s ability to attract and retain new employees and mitigate the effects of the Singapore job skills gap.

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

Contact our experts online to discuss your company’s 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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HR Teams Should Prepare for New FY 2020 H-1B Visa Lottery Process Opening on April 1, 2019

visa application - approved

What is the new FY 2020 H-1B visa lottery process? Many employers in the United States rely on foreign national talent to fill highly technical positions. As a result, they offer H-1B visa sponsorship to prospective employees for specialty occupations such as scientist or engineer. Employers submit hundreds of thousands of petitions each year. However, cap limits are in place so they must plan accordingly.

Additionally, the United States Citizenship and Immigration Services (USCIS) has changed the lottery process effective April 1, 2019. These changes may impact the selection of certain petitions. The Department of Homeland Security posted the rule in the Federal Register on January 31, 2019.

Current H-1B Visa Cap Limits:

  • 65,000 visas per year
    • 1,400 of these visas are reserved for residents of Chile
    • 5,400 of these visas are reserved for residents of Singapore
  • 20,000 for applicants with advanced degrees from U.S. institutions of higher education

What was the Previous H-1B Visa Lottery Process?

The USCIS previously would conduct a random lottery process if cap-subject H-1B petitions exceed the cap limit. The steps in the previous lottery process would follow this pattern:

  1. The first lottery would include all petitions from applicants with advanced degrees from U.S. institutions of higher education for the 20,000 cap limit visas
  2. If eligible petitions exceed the 20,000 cap limit in the first lottery, they become eligible for the second lottery
  3. The second lottery would include all eligible petitions that were not successful in the first lottery and all other petitions subject to the country-specific reservations (Chile, Singapore)

What is the New FY 2020 H-1B Visa Lottery Process?

The new FY 2020 H-1B visa lottery process reverses the order that USCIS uses to select H-1B petitions under the H-1B regular cap and the advanced degree exemption. Also, it introduces an electronic registration requirement for petitioners, but this requirement will go into effect after the FY 2020 process.

Now, the steps in the lottery process would follow this pattern:

  1. The first lottery includes all petitions and is subject to the 65,000 cap limit
  2. Once the first lottery has chosen the 65,000 petitions subject to the cap limit, the remainder are eligible for the 20,000 visas for applicants with advanced degrees from US educational institutions

The Department of Homeland Security believes this change will lead to an increase in the selection of beneficiaries with a master’s or higher degree from a U.S. institution of higher education for further processing under the new FY 2020 H-1B visa lottery process.

What Happens to Petitions not Chosen in the FY 2020 H-1B Visa Lottery?

Due to the high number of petitions, some are likely not to be successful in the lottery. During FY 2019, 190,098 petitions were submitted to that year’s lottery. There is no set cutoff date for petitions to the lottery. Also, the number of petitions that employers will submit is unknown. Employers that do not prepare may miss the cap and not be able to fill their positions.

Employers who miss the cutoff must wait until next year’s lottery. Another option is to consider an alternative visa for the foreign national, subject to qualification. The cap for FY 2019 was reached in only four days, by April 6, 2019. This in turn illustrates the importance of submitting petitions for the H-1B cap-subject visas as soon as the lottery opens.

What Does This Mean for You?

As prior years experiences have shown, unprepared HR teams thinking they had several days to file were not given the opportunity to hire the foreign national employee they hoped to sponsor. With issues such as prevailing wages, Labor Condition Applications (LCAs), and possible site visits, the process should start as soon as possible so HR teams can submit applications at the start of the lottery.

Where Do You Start for FY 2020 H-1B Visa Lottery?

Global Mobility Solutions has a team of global relocation experts who can help you with the new FY 2020 H-1B visa lottery process. Our team’s knowledge and access to visa and immigration resources is unparalleled in the industry. We have helped thousands of companies with the H-1B visa lottery process reach successful results.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients prepare for the H-1B visa lottery. Our team can help your company understand the process and prepare for the new FY 2020 H-1B visa lottery process.

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

Contact our experts online to discuss your H-1B visa lottery plans, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Top 3 European Countries for Global Expansion

Many companies want to know what 3 European countries rank highest for global expansion. Knowing where to focus their efforts helps a company develop actionable strategies. Several European countries are taking significant steps to encourage business investment. As a result, opportunities are increasing for significant and successful global expansion in Europe.

The top 3 European countries for global expansion are France, Germany, and the Netherlands. These countries all recognize the role of investment in creating job opportunities and adding to their social security programs.

France

France has taken an activist approach to promoting investment and global expansion. Several reasons to invest in France include grants and support mechanisms for innovative entrepreneurs, research tax credits, and high-level infrastructure. President Emmanuel Macron has been working to invigorate the economy in France. Elected on a centrist platform, Macron has pledged to:

  1. Reduce taxes for businesses and investors
  2. Ease the country’s rigid labor regulations
  3. Raise the minimum wage

Some protests and unrest arose in 2018 due to concerns over environmental tax policies. Although this led to declining consumer sentiment, economists are forecasting full-year Gross Domestic Product (GDP) growth of 1.4% for 2019. Analysts have confidence that continuing investment as well as President Macron’s new fiscal measures will promote global expansion.

Germany

German Chancellor Angela Merkel will resign her position in 2021 after her fourth term in office. Although partly due to the Christian Democratic Union (CDU) election losses, Chancellor Merkel remains in office for several more years to continue policies that propel Germany’s economy forward. Central to these policies are the German government’s focus on:

  1. Low unemployment
  2. Increasing wages
  3. Tax cuts for businesses and households
  4. Infrastructure and other investments in East Germany

While Germany does have low unemployment, there are regions such as East Germany where unemployment is a significant issue and business investment is welcome. Inequality in incomes and opportunities are challenges for the German government, and the nation is keen to promote global expansion and trade with a “Powerhouse Eastern Germany” message. Political uncertainty and exterior issues such as Brexit may affect the nation’s economy. Economists are forecasting full-year GDP growth of 1.4% for 2019.

The Netherlands

The Dutch government’s 2019 budget and plans significantly promote the economy while protecting public finances. The Third Rutte cabinet is a coalition government of four separate political parties. Prime Minister Mark Rutte presides over the cabinet, and is instrumental in formulating the coalition’s governing agreement with the appropriate name of “Confidence in the Future.” The Netherlands economic expansion overseen by the coalition is driven by several policies that promote:

  1. Low unemployment
  2. High level of consumer confidence driving household consumption
  3. Tax cuts and increased tax credits for households
  4. Tax cuts for businesses leading to increasing business investment
  5. Infrastructure investment spending measures by the government coalition
  6. Expanding exports

The coalition government recognizes risks including healthcare spending, Brexit, and geopolitical issues may impact the Netherlands economy. However, economists are forecasting full-year Gross Domestic Product (GDP) growth of 1.9% for 2019. This bodes exceptionally well for companies pursuing global expansion.

What Should Employers Expect for Global Expansion?

Employers should expect that France, Germany, and the Netherlands will continue to be the countries of preference for global expansion. All three countries are actively pursuing business investment and taking action to increase the attractiveness of their respective economies. Companies seeking to increase their strategic business investments should examine these three countries for global expansion.

What Should Employers Seeking Global Expansion do?

Employers should examine France, Germany, and the Netherlands to understand how each of these countries offers their company the best solution for investment. All three countries have a number of helpful resources available for companies seeking global expansion. Companies looking for future growth opportunities should look at each of these countries as offering the greatest return on their business investment. Relocation Management Companies (RMCs) can provide expert assistance to employers looking to enhance their company’s global recruitment and relocation.

Conclusion

The Global Mobility Solutions (GMS) team of global relocation experts has helped thousands of our clients determine how to proceed with their global expansion plans. Our team can help your company by using industry best practices to design your relocation program to enhance its business investment in France, Germany, or the Netherlands. This will increase your company’s ability to attract and retain new hires and relocating employees in these countries.

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

Contact our experts online to discuss your company’s global expansion plans, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Germany Welcomes Foreign Job Seekers

Germany is welcoming foreign job seekers to ease a shortage of workers the nation is facing. The country is easing immigration rules in a bid to attract many more foreign workers seeking employment in Germany. The shortage of workers threatens Germany’s economic growth as companies are unable to hire and expand operations.

How many immigrants does Germany need?

The Institute for Employment Research (IAB) and the Coburg University of Applied Sciences forecast that Germany will need immigration from non-EU countries just to keep its labor force at a constant level. Depending on the scenario, Germany may need from 276,000 to 491,000 foreign job seekers from non-EU countries every year, or up to nearly 15 million non-EU immigrants by 2050.

What drives Germany’s need for foreign job seekers?

There are several factors driving Germany’s need for foreign job seekers. The study’s authors indicate the actual labor force demand is difficult to forecast. However, they cite factors including:

  • Aging and Shrinking German Population
  • Decline of EU Immigrants to Germany
  • Need to Secure the State Budget
  • Support of the Social Security System

Germany is in a difficult demographic situation. It has the oldest population in Europe, and a low fertility rate. By 2019, Germany is forecast to have fewer people under the age of 30 than people over the age of 60. This situation will certainly lead the nation to negative population growth. The forecast is for German population to decline by over 10 million people by the end of the 21st century.

However, the ability of Germany to absorb foreign job seekers can be questionable. Many migrants seeking asylum in Germany are unable to obtain jobs, even though the government has employment programs in place to provide assistance.

What is the new German skilled labor immigration law?

The German government’s new skilled labor immigration law is known as “Fachkräftezuwanderungsgesetz.” The goal of the law is to facilitate the immigration of foreign job seekers  from countries outside of the European Union (EU). This is the first immigration law of its kind in Germany. Adopted in December 2018, the new law uniformly defines the concept of professional workers, for both academics and those with vocational training. Aspects of the law allow for foreign job seekers to enter Germany if they meet certain requirements.

Requirements for foreign job seekers to enter Germany

  • Must have sufficient qualifications and an employment contract.

Or

  • Are professionals with vocational training who are looking for a job without an employment contract, who:
    • Are eligible for admission for up to six months.
    • During the six months, can participate in the program’s trial period of up to 10 hours per week.
    • Must have sufficient language skills for the desired activity.
    • Must be able to earn a living during their search.

What does this mean for asylum seekers?

When Germany rejects asylum seekers, they cannot switch into the immigration process for labor with skills. However, anyone who has worked for at least 35 hours per week, for at least 18 months, and has been allowed to stay in Germany for at least one year, is offered a two-year employment toleration.

German businesses generally support this measure. However, German employers state that the most important factors in hiring are knowledge of the German language and secure residency status. Integration into German society is an important factor for asylum seekers to be successful as foreign job seekers. Many successful job holders complete an integration and language course.

What should employers expect regarding foreign job seekers?

Employers in Germany should expect to see an increase in the number of foreign job seekers from non-EU countries. They should also expect to see a rise in the need for integration and language courses. Employers should offer assistance programs to help new hires assimilate into the company and German society.

What should employers do?

Employers in Germany 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. Employers should consider developing apprentice programs and structuring jobs to appeal to foreign job seekers.

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. Our team can help your company determine how to benefit from Germany’s new skilled labor immigration law and attract highly skilled foreign job seekers.

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 program needs, 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 Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Talent Mobility Visas and International Travel

Upcoming Skills Gap in United Arab Emirates Requires Workforce Planning and Education Reforms

Effective workforce planning and education reforms in the United Arab Emirates (UAE) will help the seven emirates address an upcoming skills gap in their labor market. The Knowledge and Human Development Authority (KHDA) expects 40% of current jobs to disappear from the market over the next decade.

The decline of current jobs will impact the labor market across the range of all seven states within the UAE:

  1. Abu Dhabi (the capital of the UAE)
  2. Ajman
  3. Dubai
  4. Fujairah
  5. Ras Al Khaimah
  6. Sharjah
  7. Umm Al Qalwain

Fourth Industrial Revolution Helps Create Upcoming Skills Gap

All of the emirates are experiencing the effects of the “Fourth Industrial Revolution.” This revolution reflects the velocity, scope, and systems impact of a digital transformation that is changing economies, jobs, and work as it is currently known. Characteristics of the revolution include a fusion of technologies across the physical, digital, and biological spheres. As a result, the revolution impacts many areas, including:

As a result, many current jobs will disappear in the future, and employees are facing an upcoming skills gap. New jobs will appear that require skills applicable to the digital revolution’s needs.

How is UAE Planning for the Upcoming Skills Gap?

KHDA recognizes that new jobs will emerge in the labor markets, and these jobs will require technical skills. As a result, KHDA notes that a 10-year visionary planning effort must be undertaken to find solutions. KHDA believes these solutions will be found in several areas, including increasing family involvement, understanding the growing economy’s job requirements, and identifying future opportunities.

A strategy shift to address the upcoming skills gap will also require changing the education system. This change will equip residents with the appropriate technical skills that will enable them to successfully obtain new jobs in the future. As the KHDA recognizes what needs to be done, the organization and other UAE entities note the need to focus on education as well as practical, working-knowledge skills. Ideas in the planning stage include using the final year of education for internships and assignments at companies.

What does this mean?

The UAE recognizes that the digital revolution will create new job requirements. They also recognize at the same time that current jobs will disappear. This creates a need for appropriate planning to address the upcoming skills gap. Additionally, emirates growing at exceptional rates such as Dubai may have a surplus of jobs that require new technical skills. This surplus of jobs may require transferees from outside the emirates to relocate to the region in order to sustain economic growth.

What should employers expect?

Employers in the UAE should expect that current jobs may decline and employees may face an upcoming skills gap. Employers should also expect a rise in the need for new jobs that require new and extensive technical skills to meet the needs of the digital revolution.

What should employers do?

Employers in the UAE 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. Employers should consider how they can address current employees who may face the upcoming skills gap. They should focus on training, education, and retaining employees who have valuable company experience and talent. Also, employers should review their relocation programs to determine how to present their company’s opportunities in the best light to attract highly skilled new hires and transferees.

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. Our team can help your company determine how to plan for the UAE’s upcoming skills gap and its impact on employees, new hires, and transferees.

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 program needs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Skills Gap in the United States can be Mitigated with Relocation, International PEO

Many sources recognize a skills gap in the United States. A growing economy generates job opportunities and needs candidates to fill those jobs. When job opportunities expand beyond the local population’s ability to fill those jobs, employers must examine other options. A skills gap affects several industries and locations in the United States.

What can a company do when it is unable to find candidates with the requisite skills? There are several avenues a company can explore when seeking to fill job opportunities. Many companies are able to continue growing by expanding their talent recruitment program’s capabilities. Creative solutions to hiring challenges can help a company achieve success.

What is the Skills Gap in the United States?

Examining the skills gap in the United States shows that technology is driving a need for workers to have knowledge of computers in order to perform what used to be basic job functions. Basic job functions such as following a written set of instructions to mix materials now require computer knowledge to perform the same task. As a result, automation may increase speed and accuracy. However, it also requires a higher degree of knowledge to operate computers and machinery. This is one aspect of the skills gap. Politicians, educators, and employers increasingly focus on STEM programs to address this part of the skills gap. STEM curriculum educates students in science, technology, engineering, and mathematics in a cohesive approach based on actual applications.

Another aspect of the skills gap relates to human interaction and social skills. While much of society increasingly focuses on STEM programs, technology such as powerful Artificial Intelligence (AI) is more likely to automate at least some of these areas. Employers increasingly want written communication, oral communication, team-building, and leadership skills. These soft skills are unlikely to be easily overtaken by AI. As a result, they offer the promise of job stability for employees over a longer period of time.

How Can Employers Mitigate the United States Skills Gap?

There are several ways employers can recruit top talent in a tight job market, and mitigate the impact of a skills gap in the United States:

  1. Leverage social media to expose job opportunities to prospects on these platforms. Passively posting positions or actively presenting via digital ads when seekers enter specific terms into a search engine are all shown to have a positive effect.
  2. Global relocation can be used to fill open positions. The healthcare industry has been facing a critical talent shortage for several years. As a result, healthcare employers focus on several unique solutions such as providing exceptional candidate experiences and creating a superior employer brand. Employers can highlight their company’s relocation program benefits in their recruiting materials to attract talent for global relocation.
  3. International Professional Employer Organization (PEO) lets employers grow their business quickly in international markets. Through this employer of record solution, the International PEO acts as an extension of a company’s Human Resources Department, with a focus on immediate international employment solutions. This lets a company meet demanding business objectives quickly and efficiently.

What Should Employers do?

Employers facing a skills gap impacting their hiring plans should review their talent recruitment programs to ensure creative solutions are in place. A knowledgeable Relocation Management Company can provide valuable assistance to employers looking for robust and effective solutions to hiring challenges.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to mitigate the impact of a skills gap. Our team can help your company by using industry best practices to design your relocation program. This will increase your company’s ability to attract and retain new employees and mitigate the effects of a skills gap.

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

Contact our experts online to discuss your company’s 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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