Category: Job Market

North American Van Lines Survey Shows Why Americans Stay in Their Hometown

Post author By Sam Hoey | CRP, GMS
Post date December 12, 2019

North American Van Lines’ recent survey shows why Americans stay in their hometown. Over 2,000 respondents were asked if they moved in relation to their hometown. Of those that have moved but remained in the same city or area, several reasons impacted their decision including:

Ability to stay close to family members
Cost of living is lower than other locations
Knowledge of and preference for local area
Environment, weather, and climate are more favorable
Near to place of work

Primary Reason Americans Stay

Those who responded to the North American Van Lines survey that stay in or close to their hometown represent:

Men: 68%
Women: 75%

The primary reason that Americans stay in their hometown is to remain close to their family members. This reason is remarkably consistent across genders. 48% of men and 51% of women reported staying close to family members as their primary reason for doing so.

Results Show the Importance of Family Support in Relocation

For the survey respondents who have moved out of state away from their hometown, 70% reported work as the primary reason for their move. Since Americans stay in their hometown to remain close to family, those that choose to relocate for their job often inquire about support for their partner, spouse, and family members. Important points for family members, partners, and spouses to consider in a relocation may include:

Care for elderly parents and relatives
Child care arrangements
Community resources and networks
Educational opportunities
Healthcare options and resources
Home finding resources
Job market and career assistance for spouses and partners (very important consideration as to why Americans stay in their hometown)
Transportation options including driver’s licenses
Utility setup and connections

Case Study Shows Importance of Spouse and Partner Career Support

GMS’ Case Study on Educational Institution Relocation Programs shows the importance of local job and career assistance for partners and spouses. Our client learned that new hires were departing within a year due to the lack of local job support for partners and spouses. By redesigning their relocation policy and adding career services for partners and spouses, our client was able to significantly increase their new hire retention rates.

What Should Employers do About the Primary Reason Americans Stay in their Hometown?

Employers should review their relocation program to ensure it follows industry-leading best practices with regard to family matters as well as partner and spouse career support. Companies should work with a qualified and experienced RMC that can help them design a relocation policy that promotes successful relocations. Partner and spouse career considerations should be included in the transferee’s relocation experience. Family support is also critical to reduce any disruption from the move. Having full family support provides peace of mind for the transferee, their partner or spouse, and their family members.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop relocation policies and programs that address the reasons why Americans stay in their hometown. Our team can help your company design a robust relocation program. As a result, the program will provide the best relocation experience for your company’s transferees and their family members.

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

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

Contact our experts online to discuss your company’s relocation program and the need to address the reasons why Americans stay in their hometown, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags 2019 USA Job Market, Americans Stay, domestic mobility, Domestic Real Estate, Domestic Relocation, Domestic Relocation Trends, jobs, Self-Move, Small Shipments, Summertime Household Goods Moves, United States, United States Migration Patterns, Workforce Mobility

Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Job Market Job Seekers Talent Mobility United States Economy

Domestic Short Term Assignments Best Practices: White Paper

Post author By Nancy Kritzer | CRP
Post date December 10, 2019

Businesswomen in their office having meeting. They are reviewing statistics report. Mature businesswoman holding report and they are talking about.

GMS has recently published a new white paper listing domestic short term assignments best practices and tax considerations. Companies are increasingly using these assignments for special projects, corporate initiatives, and business opportunities. By leveraging the willingness of current employees to accept domestic short term assignments, companies can respond to changing priorities quickly and efficiently.

What is a Domestic Short Term Assignment?

A domestic short term assignment is a temporary assignment or job that lasts for one year or less, according to IRS definitions. Often the company’s relocation policy is focused on benefits and programs for employees and family members moving to a new location. Transferees that accept domestic short term assignments will need a different range of benefits and support, since they will return to their home after the assignment is complete. They may need assistance with travel, temporary housing options, or transportation solutions while at the new location.

As a result, relocation programs should address the specific needs of transferees who take short term assignments. By following domestic short term assignments best practices, companies will accrue the greatest benefits, while transferees will receive the best experience.

Domestic Short Term Assignments Best Practices: 3 Examples

A review of domestic short term assignments best practices shows it is important to examine the transferee’s assignment experience in detail. Such a review will help the company manage costs and ensure the best experience for the transferee.

For example, three specific topics highlight the importance of domestic short term assignments best practices to address points that relocation policies usually do not address:

1. Return Trips During Assignments

Domestic short term assignments best practices for return trips is to provide two trips home for every 30 days of assignment. Relocation policies usually do not include a series of return trips home, since the transferee is relocating to the new location.

2. Domestic Short Term Assignments Best Practices for Local Transportation

Domestic short term assignments best practices for local transportation is to provide one of the following two options, whichever is lowest cost:

Short term leasing option
Shipment of transferee’s vehicle for duration of assignment

Note: longer term assignments should provide local rental vehicle

3. Property Management at Origin Location

Domestic short term assignments best practices for property management at origin is to offer this option to assignments greater than 6 months. Best practice includes making additional copies of keys and fobs for the property management team so you always have spare keys and fobs on hand if required. Options typically include the lowest cost of either:

Property management reimbursement or direct bill
Stipend or housing differential

What Does This Mean?

Companies should follow domestic short term assignments best practices. This will ensure they can obtain the greatest benefit from this approach while controlling costs. This will help the company be able to respond quickly to changing business priorities.

How Can Employers Learn About Domestic Short Term Assignments Best Practices?

Employers should work with a qualified and experienced Relocation Management Company (RMC) to learn about domestic short term assignments best practices. Companies should review their relocation policy to ensure it follows industry best practice for relocation benefits provided to employees who take domestic short term assignments.

GMS tailors each client’s program based on specific budgets, needs, and compliance. As a result, clients can offer an industry-leading relocation program designed to fully meet the needs of these employees. This helps ensure successful assignments and increases employee satisfaction.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to incorporate domestic short term assignments best practices into their relocation programs. Our team can help your company design a relocation policy that provides the best experience for employees during their temporary assignments.

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

Contact our experts online to discuss how your company can learn more about domestic short term assignments best practices, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags Assignments Best Practices, domestic mobility, Domestic Relocation, Domestic Relocation Trends, Domestic Short Term Assignments, jobs, Temporary Housing, US Economy, Workforce Mobility

Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Job Market Job Seekers Labor Force United States Economy

Federal Agency Relocation to Move Jobs Outside the Beltway

Post author By Sam Hoey | CRP, GMS
Post date December 5, 2019

A new Bill sponsored by two United States Senators will result in federal agency relocation outside of the Washington, D.C. beltway area. The Bill calls for enactment of the “Helping Infrastructure Restore the Economy (HIRE) Act.” One goal of the HIRE Act is to help certain areas of the country build necessary infrastructure. As a result, this will support future economic growth. Another goal of the HIRE Act is to provide access to good jobs for a greater number of Americans throughout the nation. Several states will see an influx of high paying jobs to economically distressed areas.

The HIRE Act will move policymakers directly into communities impacted by their policies. This should help them see how policies their agency creates affect local areas outside of the beltway. There may also be long term savings for the agencies in a number of other areas including labor, maintenance, and energy costs.

Federal Agency Relocation: The Bill and its Sponsors

Bill:

Helping Infrastructure Restore the Economy (HIRE) Act

Requires federal agency relocation for headquarters and permanent duty stations of its employees.

Sponsors:

Senator Josh Hawley, Missouri

Senator Marsha Blackburn, Tennessee

Ten Agencies Subject to the HIRE Act

The HIRE Act identifies ten federal agencies that may be subject to relocation:

The Departments of

Agriculture
Commerce
Education
Energy
Health and Human Services
Housing and Urban Development
Interior
Labor
Transportation
Veterans Affairs

Ten States Stand to Benefit from Federal Agency Relocation

The HIRE Act identifies ten states with significant economic distress over the past decade:

Indiana
Kentucky
Michigan
Missouri
New Mexico
Ohio
Pennsylvania
South Carolina
Tennessee
West Virginia

Of these ten states, eight share borders and are situated in the Midwestern region of the country. South Carolina is located along the Southeastern coast, and New Mexico is located in the Southwest.

Economically Distressed Areas Defined

The HIRE Act defines the criteria that will determine economic distress. These criteria are further segmented into “Priority Criteria” and “Secondary Criteria.”

Priority Criteria include low rates of education, workforce participation, and income. Poverty rates and housing vacancies are also in this criteria.

Secondary Criteria include current infrastructure, ability to expand infrastructure, and the size of the local workforce.

Additional Points for Federal Agency Relocation

Further to the criteria that determines economic distress, the HIRE Act includes a specific limitation:

No location may be within 30 miles of a city with over 800,000 residents

The HIRE Act requires the relocation proposal to focus on as small a geographic size as possible. For example, within the state of Indiana, “southern Indiana” would most likely be considered too large a geographic size. However, the town of Lyons in Greene County may qualify.

Federal Agency Relocation Example: Lyons, Indiana

Economically Distressed Area

Lyons has a “Distress Score” of 123.23, the highest such score in Indiana. Lyons is about 87 miles from Indianapolis, IN; 260 miles from Chicago, IL; and 95 miles from Evansville, IN. However, Lyons is only about 50 miles from Terre Haute, IN (60,000 residents). Lyons is also about 50 miles from Bloomington, IN (85,000 residents). As a result, there are two cities of substantial size within less than an hour’s drive for residents of Lyons. Lyons appears to meet the geographic limitation of the HIRE Act.

Workforce and Infrastructure

While Lyons’ population is approximately 700 residents, Greene County has about 32,000 residents. Lyons is also near two major Interstate Highways: I-70 is to the north, and I-69 is to the south. U.S. Highways 150 and 231 are also nearby. The county’s workforce size may suffice for federal agency relocation. Depending on the definition of infrastructure, highways and airports near Lyons may also meet the HIRE Act’s criteria.

Opportunity to Double the Impact of a Federal Agency Relocation

The town of Switz City has a “Distress Score” of 120.97, the second highest such score in the state. Switz City is located only about 4 miles from Lyons. Federal Agency Relocation to Greene County Indiana near or between the towns of Lyons and Switz City initially seems possible. A federal agency setting its headquarters and job location for employees in this area would have a positive economic impact on the two towns in the state of Indiana with the highest Distress Scores. The HIRE Act notes that Health and Human Services would relocate to Indiana. This federal agency relocation could result in the move of thousands of employees to this region.

What Should Employers do?

Employers in the ten states identified as economically distressed by the HIRE Act should expect a rise in demand for workers due to federal agency relocation. Companies should examine their corporate growth initiatives to ensure they can remain competitive as the local labor market changes.

Companies that interact with federal agencies in their current location should review their relocation programs. Employers may need to consider relocation for employees to be near the agency’s new headquarters location.

Industry Benchmarking Studies Help Employers Compare Their Relocation Program

GMS has recently published several Industry Benchmarking Studies to help employers learn whether their company’s relocation program is designed following industry-specific best practices. There are many benefits to a corporate relocation policy benchmarking.

Industry best practice is to schedule a relocation program and policy review every 12 to 18 months to ensure your company maintains its competitive position. This review will also help your company learn about how the relocation industry is evolving to meet increased employee demands.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to respond to labor and economic market forces such as federal agency relocation. Our team can help your company by using industry best practices to design your relocation program.

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

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

Contact our experts online to discuss your company’s interest in learning more about federal agency relocation due to the HIRE Act and its impact on local areas and labor markets, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags Domestic Relocation, Domestic Relocation Trends, employee relocation, Federal Agency Relocation, jobs, relocation, Unemployment, United States, United States Demographic Trends, United States Migration Patterns, US Economy

Job Market Job Seekers United States Economy

What are the 2019 Fastest Growing Industries in the US?

Post author By Global Mobility Solutions
Post date November 21, 2019

What are the 2019 fastest growing industries in the US? US economic growth continues its strong pace, with 3^rd Quarter 2019 Gross Domestic Product (GDP) increasing by 1.9%. This follows the 2^nd Quarter GDP growth of 2.0%. The United States Department of Commerce Bureau of Economic Analysis attributes this growth to several factors, including:

Exports
Federal Government Spending
Personal Consumption/Consumer Spending
Residential Fixed Investment
State and Local Government Spending

Several industries act as growth engines for the US economy. The 2019 fastest growing industries in the US reflect the impact of technology as well as broad social trends. IbisWorld reports that the top 10 as measured by revenue growth include:

Consumer Market

Massage Business Franchises
Social Networking Platforms

Energy

Solar Power Installation and Production
Wind Turbine Installation

Finance

Online Mortgage Brokers
Peer-to-Peer Lending Platforms

Manufacturing

Automated Guided Vehicle Manufacturing

Medical

Medical and Recreational Marijuana Farms
Recreational and Medical Marijuana Retail Stores
Telehealth Services

What Trends Drive the 2019 Fastest Growing Industries?

Several trends drive the 2019 fastest growing industries. The “Fourth Industrial Revolution” reflects the impact on systems of a digital transformation. As a result, this transformation is changing work, jobs, and economies at an increasing pace. This revolution fuses technologies across biological, digital, and physical spheres.

Highlight on Automated Guided Vehicle Manufacturing

Automated guided vehicles (AGVs) are vehicles used in industrial settings to move materials or perform tasks. Computers guide these autonomous vehicles, not humans, and they derive power from a battery or electric motor. Typical applications include carrying heavy loads, towing loads across warehouse floors, and fork lifting materials or pallets.

The top 20 AGV manufacturers include several with US locations, such as:

Dematic (Atlanta, GA)

Hyster & Yale (Cleveland, OH)

JBT (Chicago, IL)

Konecranes (Springfield, OH)

Kuka Assembly and Test Corporation (Saginaw, MI)

Transbotics – A Scott Company (Charlotte, NC)

Universal Robots (Boston, MA-US HQ)

What Should Job Seekers do About the 2019 Fastest Growing Industries?

Job seekers should investigate the 2019 fastest growing industries opportunities. A number of resources are available to learn about jobs in the AGV Industry. Professional networks such as Linkedin often have helpful information on companies and contacts. Job seekers may want to focus on a specific location such as Charlotte or Cleveland, and then identify specific employers to target their job preferences. Job seekers should utilize professional career services to enhance their job search and achieve success in their career objectives.

What Should Employers in the 2019 Fastest Growing Industries do?

Employers in the 2019 fastest growing industries should examine their employment needs as economic growth fosters competition for job seekers with requisite skills and training. They should review their relocation program to determine if it benefits their talent acquisition goals and corporate objectives. Employers should work with a Relocation Management Company that has the knowledge and expertise to help them design a relocation program that promotes talent acquisition.

GMS has recently published several Industry Benchmarking Studies that will help employers in the 2019 fastest growing industries learn whether their company’s relocation program is designed following industry-specific best practices. There are many benefits to a corporate relocation policy benchmarking. For example, employers can learn how they can ensure their competitiveness in their industry to attract and retain talent with the highest level of skills and experience.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers. Our team can help your company determine how to attract job seekers looking for employment opportunities in any of the 2019 fastest growing industries.

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

Contact our experts online to discuss your company’s recruiting, hiring, and relocation program needs as they relate to the 2019 fastest growing industries, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags 2019 Fastest Growing Industries, 2019 USA Job Market, 2019 USA Job Market, Domestic Relocation Trends, Job Seekers, jobs, Labor Market, United States, United States Economy, US Economy, US Economy

Job Market Job Seekers Labor Force

What are the Fastest Growing Jobs in Oregon?

Post author By Global Mobility Solutions
Post date November 15, 2019

Portland Oregon in spring. A snow covered Mt hood in the background

What are the fastest growing jobs in Oregon? Savvy job seekers gravitate to regions that have positive economic growth. Oregon’s overall economy is the 5^th best in the nation according to US News and World Report’s Best States Rankings.

Oregon also scores favorably in economic rankings for:

The Northwest region as a whole continues to experience high economic growth, including the state of Oregon. Oregon’s largest metropolitan areas are Portland, Eugene, and Salem. All three of these cities are considered best places to live in the state.

Fastest Growing Jobs in Oregon

Any list of the fastest growing jobs is subject to change, depending on economic factors including international trade, agricultural calendar patterns, and manufacturing trends. However, recent studies show the fastest growth in these jobs:

Social Service Jobs

Translators and Interpreters

Manufacturing and Electrical Jobs

Industrial Machine Mechanics

Information Technology Jobs

Website Developers
Operations Analysts

Healthcare and Medical Jobs

Health Claims Examiners
Home Health Aides
Nurse Practitioners
Physical Therapists
Physical Therapy Aides
Physician Assistants

Highlight on Industries in Portland, Oregon

Portland is the largest city in Oregon by far, with over 600,000 residents in the city proper. There are nearly 2.5 million residents in the Portland metropolitan area. The city serves as a major port for the Willamette Valley region and is situated at the confluence of the Columbia and Willamette rivers. While the history of the city’s economic growth and success is due to the timber industry, transportation, and trade, Portland’s industries today include advanced manufacturing (high value-added materials manufacturing), business services, and technology.

Major Employers in Portland, Oregon

With Portland’s metropolitan area, the major employers include several globally known names across a wide range of industries, including:

Adidas
Boeing
Daimler
Genentech
IBM
Intel
International Paper
Nike
Pella
Xerox

Largest Industries in Portland, Oregon

The largest industries in Portland include:

Athletic Apparel
Healthcare
Manufacturing
Technology

What Should Job Seekers do?

Job seekers should investigate the fastest growing jobs in Oregon for opportunities. A number of resources are available to learn about jobs and careers in Portland. Professional networks such as Linkedin often provide a wealth of information on companies and contacts. Job seekers may want to focus on a specific location such as Portland or Eugene, and then narrow down their search by industry in Portland or industry in Eugene to specific job type. Job seekers should utilize professional career services to enhance their job search and achieve success in their career objectives.

What Should Employers in Oregon do?

Employers in Oregon should examine their employment needs as economic growth fosters competition for job seekers with requisite skills and training. They should review their relocation program to determine if it benefits their talent acquisition goals and corporate objectives. Employers should work with a Relocation Management Company that has the knowledge and expertise to help them design a relocation program that promotes global talent acquisition. Thriving locations such as Portland that also draw many visitors need job seekers to fill local employment opportunities in tourism-related and service industries.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers. Our team can help your company determine how to attract job seekers looking for employment opportunities in Oregon, or any other location around the world.

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

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

Tags domestic mobility, Domestic Relocation, Domestic Relocation Trends, employee relocation, jobs, Oregon, Oregon, Relocation to Oregon, Relocation to Oregon, workforce mobility

Global Relocation Global Relocation Tips Global Relocation Trends Job Market Job Seekers Talent Mobility Visas and International Travel

Singapore Tech Talent Demand Exceeds Supply

Post author By Sam Hoey | CRP, GMS
Post date November 1, 2019

young asian business woman working in office using laptop computer.

The demand for Singapore tech talent is far exceeding the supply of workers. Singapore has been increasing its focus on growing this sector of its economy. Singapore is recognized as an excellent location for business startups and tech companies. The nation desires to become a hub for the global tech sector. Several tech companies are currently located in Singapore, including major global companies such as:

Singapore Tech Talent Grows with Tech@SG Plan

Tech@SG is a new plan to help companies hire foreign national employees to expand their Singapore tech talent. The plan is for companies with the commitment and ability to build local workforces and manufacture products in Singapore. Qualifying technology firms will have the Employment Pass applications of “core team members” facilitated by the government. To participate in Tech@SG, tech companies must meet the following requirements:

Secured over US$10 Million in cumulative venture capital funding
Received funding from Tech@SG-recognized venture capital in the past 3 years
Be incorporated in Singapore
Offer digital or technology products
Have a business model built around proprietary technologies, hardware, or research

Current Economic Weakness Propels Singapore Tech Talent Demand

Singapore has cut its 2019 economic growth forecast range for Gross Domestic Product (GDP). Previous forecasts ranged from 1.5% to 2.5% for GDP growth. As of August, this forecast is now 0% to 1% for GDP growth. Many factors are negatively impacting the nation’s potential for growth, including:

Brexit uncertainty depressing economic activity
China’s slower economic growth
Japan and Korean trade disputes
United States and China escalating tariffs on trade

Trade Minister Chan Chun Sing supports the push to develop Singapore tech talent, even as economic growth forecasts begin to decline. He noted that growing the nation’s tech sector is a positive response to Singapore’s economic uncertainties. The goal is to create a foundation for future economic growth. Foreign workers will complement the local Singaporean workforce with new and updated skills. Welcoming foreign national talent with high levels of digital, tech, and engineering skills is critical to Singapore’s long-term success.

What Does This Mean?

Singapore is actively seeking foreign national workers with high levels of skills. Singapore tech talent is seen by the nation as critical to its future economic growth. Many global tech firms maintain facilities in Singapore, and the nation is looking to leverage this presence to cement its position as a global hub for technology companies and technological innovation.

What Should Employers do About Singapore Tech Talent?

Employers currently in Singapore should continue to stay informed about the nation’s increasing push to welcome foreign workers with plans such as Tech@SG. They should expect to see an increase in the number of foreign workers as companies seek to capitalize on Singapore’s investments in growing the tech sector.

Employers should be prepared to apply for Tech@SG and fulfill all of the program requirements.

Employers not currently in Singapore 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 Singapore and quickly test the local market.

Work with a Qualified and Experienced Relocation Management Company

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

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

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to grow their company’s international employment. Our team can also help your company understand how to respond to Singapore’s new Tech@SG plan. We can also help your company understand the importance of leveraging Singapore tech talent for future economic growth.

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

Contact our experts online to discuss your company’s interest in learning more about how to grow with Singapore tech talent and the nation’s focus on the tech sector, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags global relocation, Global Relocation Tips, jobs, Singapore, Singapore Tech Talent, Technology Trends, Visa and Immigration Rules, World Cultures and Customs

Job Market Job Seekers Labor Force Talent Mobility

Manufacturing Industry Opportunities for Gen Z Job Seekers

Post author By Sam Hoey | CRP, GMS
Post date October 7, 2019

Engineers working on a heavy machinery for their project work

Generation Z (Gen Z) job seekers should consider manufacturing industry opportunities in their search. This industry is facing a growing wave of retirements in its current workforce. Currently, manufacturing is experiencing significant growth, adding over 264,000 new jobs in 2018. Also, manufacturing rose as a percentage of the US total workforce over the past year. With job opportunities rising and companies positioning for growth, the manufacturing industry offers significant advantages for Gen Z job seekers.

Gen Z employees are those born between the mid-1990s through the 2010s. They exhibit different characteristics than other groups such as Baby Boomers and Millennials. Often, Gen Z employees are adept with newer technologies and comfortable with communication platforms. Gen Z employees are often aggressively courted by companies seeking to enter new markets.

Technology Increases Manufacturing Industry Opportunities

Industries such as finance and technology grow with use of technology. As a result, the types of jobs in these industries now offer a greater degree of flexibility, variety, and growth trajectories. The manufacturing industry has seen the same transformation as technology changes jobs, functions, and processes. Technology attracts job seekers, as it provides a high level of learning experiences and opportunities for global mobility.

Fourth Industrial Revolution

The “Fourth Industrial Revolution” reflects the rate of change, breadth across industries, and impact on technology systems of a digital transformation that is changing jobs and work processes. This revolution is a melding of new technologies across a variety of interacting elements including physical, digital, biological, and conceptual. The manufacturing industry is rapidly evolving due to enhancements including:

The Internet of Things (IOT): objects that are connected to the Internet and talk to each other
Artificial Intelligence (AI): computer science applications that strive to develop machine intelligence
Nanotechnology: applications focusing on the use of small things such as atoms and molecules
Biotechnology: technological innovations focusing on cellular processes
Fuel Cells: producing electricity through efficient and clean use of hydrogen or other fuels
Robotics: the study of machines created to work, either by themselves or with human assistance
Autonomous Vehicles: vehicles that do not require a human driver in order to function
3-D Printing: using digital files to generate a three-dimensional solid object made of a specific material

The Internet of Things Generates Even More Manufacturing Industry Opportunities

New jobs that require skills applicable to the digital revolution’s requirements will provide a number of opportunities for Gen Z job seekers. For example, IOT generates a significant amount of data. Gen Z job seekers may have skills that can turn this data into actionable information.

Using networks, devices, and data, Gen Z workers can add value to help manufacturers understand the value of what all this data collection provides. Improvements in quality and efficiency can be quickly and easily attained with IOT, but there is much more IOT can do. Businesses can utilize IOT data to personalize their customer’s experiences. As a result, customer satisfaction may increase, and customer loyalty to the company should rise.

What Should Employers do to Highlight Manufacturing Industry Opportunities?

Manufacturing industry employers should continue communication and outreach efforts to schools, counselors, and job creation networks. By working to highlight opportunities in their industry, manufacturers can generate interest from Gen Z job seekers.

Gen Z job seekers are already more likely to consider manufacturing industry opportunities. Part of this awareness is the result of concerted efforts by manufacturers to engage with teachers, mentors, and school counselors. These efforts have led to over a third of Gen Z having had manufacturing suggested to them as a career option.

Leading2Lean’s Manufacturing Index study notes that Advanced Manufacturing jobs exhibit several desirable employment characteristics, including:

Strong Focus on Careers and Leadership Development
Requires use of Advanced Technologies
Offers Higher Wages than Other Industries
Provides Diverse Work Experiences
Promotes Continual Change and Evolution
Requires Technological Training

Leverage Relocation Programs for Manufacturing Industry Opportunities

Manufacturing industry employers that continue to find difficulties in hiring and recruiting should consider highlighting their relocation program’s benefits in their recruiting materials for Gen Z job seekers. In our Case Study on Manufacturing Industry Relocation Programs, we show how a large manufacturing company with multiple locations was able to improve their talent acquisition and retention. The company’s relocation program features and benefits were put in the best light and to the client’s best advantage during the hiring and negotiation process.

By comparison, the healthcare industry has been facing a critical talent shortage for several years. Healthcare employers have responded in several ways, including:

Providing Superior Candidate Experiences
Using Data to Enhance Their Recruiting Efforts
Recruiting for Cultural Fit
Creating an Industry-Leading Employer Brand
Speeding the Process so Candidates Remain Engaged

Relocation Management Companies (RMCs) are ideal sources for information on global candidate recruitment and relocation. Pre-Decision Services are critical for manufacturing industry employers as they provide valuable information about a candidate’s ability to accept a position and be successful. Pre-Hire Assessment data can be paired with structured interview questions to better understand the Gen Z candidate’s interests, goals, and motivations.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to design programs that promote talent acquisition and retention. Our team can help your company learn how to leverage manufacturing industry opportunities to help increase Gen Z employment in your workforce.

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

Contact our experts online to discuss your company’s interest in leveraging manufacturing industry opportunities for Gen Z job seekers, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags 2019 USA Job Market, Gen Z, Job Seekers, jobs, Manufacturing Industry Opportunities, Workforce Mobility

Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Job Market Job Seekers Labor Force Talent Mobility

What are the Fastest Growing Jobs in Alabama?

Post author By Sam Hoey | CRP, GMS
Post date October 3, 2019

What are the fastest growing jobs in Alabama? Alabama currently has nearly 5 million residents. The state is located in the deep south of the United States, along the Gulf Coast. Mississippi is located to the west, Tennessee is located to the north, and Georgia is located to the east. The state of Florida forms the southern border of Alabama, except for the area surrounding the harbor city of Mobile, situated on the Mobile River at the head of Mobile Bay.

The five largest cities in Alabama along with their major industries are:

Birmingham, Alabama

Major Industries
- Steel Production and Processing
- Biotechnology
- Medical Research
- Banking
- Insurance
- Construction

Montgomery, Alabama

Major Industries
- State Capital
- Government Agencies and Services
- Military (Maxwell-Gunter Air Force Base)
- Agriculture
- Distribution
- Manufacturing

Mobile, Alabama

Major Industries
- Aerospace
- Steel
- Ship Building
- Construction
- Medical and Healthcare
- Manufacturing

Huntsville, Alabama

Major Industries
- Aerospace
- Military Technology
- Education
- Information Technology Infrastructure
- Commercial Technology

Tuscaloosa, Alabama

Major Industries
- Education
- Manufacturing
- Government Agencies
- Transportation
- Healthcare

The Southeast region as a whole continues to experience high economic growth, including the state of Alabama. Each of Alabama’s five largest cities are considered best places to live in the state.

Fastest Growing Jobs in Alabama

Any list of the fastest growing jobs is subject to change, depending on economic factors including industrial production, global trade, and even weather patterns. However, recent studies show the fastest growth in these jobs: