Category: Job Seekers

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Career Services Job Market Job Seekers Labor Force

UK Job Vacancies Drop Below 1 Million

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For the first time since 2021, there are less than 1 million job vacancies in the Uk

The decline in advertised vacancies in London is concerning, as it indicates a potential slowdown in the job market. With almost 200,000 fewer job opportunities than the previous year, job seekers in the capital may face increased competition for available positions.


Furthermore, the decrease in average advertised salaries in London adds to the worries of job seekers. A 2.0% decline may not seem significant at first glance, but it can substantially impact individuals’ financial well-being and the overall health of the UK job market. With London’s high cost of living, a decrease in salaries can make it even more challenging for residents to make ends meet.


On a more positive note, Wales experienced a slight rebound in November after a fall in October. This suggests that the job market in Wales is relatively stable, providing some relief for job seekers in the region. However, it remains to be seen whether this growth will continue in the coming months.


The East Midlands, on the other hand, has emerged as a surprising frontrunner regarding salary growth. Overtaking Northern Ireland and Yorkshire, which have consistently shown strong salary growth throughout the year, the East Midlands saw the highest year-over-year increase in November. This growth can be attributed to the rise in average salaries in Leicester, which increased by an impressive 6.8% to £34,781.


Overall, the job market in the U.K. is experiencing mixed fortunes. While some regions are witnessing job vacancies and salaries declines, others are showing signs of growth. Job seekers must remain vigilant and adaptable, considering opportunities in different areas and industries to maximize their chances of finding employment. 


Global Mobility Solutions (GMS) is the industry leader in relocation services and always has a pulse on job markets worldwide. Be sure to check out our Knowledge Base as we post weekly blogs with topics ranging from real estate insights to info for hiring managers.

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Job Market Job Seekers Labor Force

Welcome to 2023 and Beyond, Enjoy Your Workation

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What’s a Workation?

The idea of going on a workation appears to be a common practice nowadays. Combining work and vacation, a workation may seem paradoxical at first. After all, if you are working, you are not truly on a vacation, right? However, due to the rise of remote work and the newfound flexibility it offers, a new trend has emerged – the workation.

In this article, I will present to you this innovative idea. Initially, I will delve into the meaning of the term workation and the reasons for its rapid surge in popularity. Subsequently, I will explore the various variations of workations and the optimal locations for enjoying this unique type of vacation. Lastly, I will analyze the pros and cons of embarking on a workation, culminating in providing useful suggestions and guidance for a productive workation experience.

What is a workation?

A workation, also known as a workcation or worcation, is a unique experience that involves blending work and leisure time away from the office environment. Essentially, a workation allows you to take a break in a different location while still being able to fulfill your work responsibilities.

Since workation is a relatively new term, I haven’t been able to find an official definition yet. The extent of work required to consider oneself on a workation is still unclear. Does checking emails once a week suffice? What if you only accomplish 50% of your normal workload? Or do you need to work the same amount, or even more, than you would at home? Furthermore, why do we feel the need to travel for workation? Currently, workcations are quite popular.

At present, there is still a lack of clarity regarding the aforementioned matter, resulting in the term workation being ambiguous and open to interpretation. I have extensively discussed the definitions of different ideas in my previous articles, with particular emphasis on the definition of tourism. Therefore, in an effort to provide some clarification, I suggest the following explanation.
‘A workation can be described as a vacation where a significant portion of time is devoted to work.’ Dr. Hayley Stainton (2020).

The growth of workations

The year 2020 brought extensive devastation in various aspects. Tragically, numerous lives were lost, the international tourism sector suffered severe damage, our rights and freedoms were forcibly taken away, and we faced economic declines on a scale not witnessed since World War 2. It is undeniably clear that this was not our most successful year.

However, there is always a positive aspect to every situation, isn’t there? The global pandemic did bring about certain advantages. Health and sanitation measures have been enhanced on a global scale, technology has revolutionized various aspects of efficiency, and we are no longer confined to our office workstations as we were in 2019.

The idea of a workation has developed as a result of the newfound liberties granted to us in our jobs. We have demonstrated to our employers that constant supervision is not necessary and that we are capable of working autonomously. In fact, numerous employers now support the idea of remote work as a means to cut down on expenses such as office space rent.

The advancement of technology has empowered us to enhance our work methods. We are no longer compelled to harm the environment through daily commuting or extensive travel for business engagements. Instead, we can easily activate our laptops and establish virtual connections. Frankly speaking, I find it perplexing that it requires a worldwide health crisis for us to acknowledge this, as it appears quite apparent to me.

Anyway, I am getting off-topic… The main idea is that the professional landscape will undergo a permanent transformation. Individuals now have the option to work remotely from rural locations or even overseas. I anticipate that this trend will become increasingly prevalent in the future. Consequently, it can potentially lessen the economic inequalities between different regions and nations. However, I am not well-versed in economics, so I won’t elaborate on that aspect at this moment.

The rise of remote work has made it difficult to distinguish between work and personal life. Some people find this acceptable, while others do not. However, it does provide us with the freedom to shape our own lives, a privilege that was rare prior to the COVID-19 pandemic. We now have the option to work when it suits us best. Are you not a morning person? No problem. Do you want to be available to pick up your children from school? Absolutely. Would you rather work on Sundays instead of Mondays? Go for it. Are you looking for a more affordable way of living? Consider a workation as a potential solution.

The lines between work and leisure have become increasingly blurred, even during our vacations. We now have the ability to combine our work and holidays in a way that suits our needs. This is what we call a “workation.”

Gone are the days of being tied to a rigid schedule and a monotonous routine. With the rise of the workation, we have the freedom to break free from the traditional 9-to-5 grind and create a life that aligns with our individual needs and desires.

Imagine waking up in a cozy cabin nestled in the mountains, surrounded by breathtaking views. The crisp morning air fills your lungs as you sip on a cup of freshly brewed coffee, knowing you have the entire day ahead of you to work on your own terms. No more rushing through breakfast or battling traffic during the morning commute. Instead, you have the luxury of starting your workday whenever it suits you best.

For those who are not morning people, this newfound flexibility is a game-changer. You can now embrace your natural rhythm and tackle your tasks when you feel most productive. Whether you’re a night owl who thrives in the late hours or someone who prefers a leisurely start to the day, the workation allows you to optimize your work schedule to maximize your efficiency and creativity.

But it’s not just about the work. The workation also allows us to prioritize the things that truly matter in life. Need to pick up your kids from school? No problem. With the workation, you can easily adjust your schedule to be there for those crucial moments. Gone are the days of missing out on school plays or parent-teacher meetings due to work obligations. Now, you can seamlessly blend your professional and personal life, creating a harmonious balance that brings you joy and fulfillment.

And let’s not forget about the financial benefits of the workation. By exploring new locations and finding more affordable places to live, you can stretch your hard-earned money further. Imagine living in a tropical paradise or a charming European town, all while maintaining your career. The workation opens up a world of possibilities, allowing you to experience different cultures, cuisines, and lifestyles without sacrificing your professional growth.

Even when it comes to vacations, the workation offers a unique twist. Instead of taking time off from work, you can merge your holiday with your job. Picture yourself lounging on a pristine beach, laptop in hand, as you complete your tasks with the sound of crashing waves in the background. This seamless integration of work and leisure allows you to make the most of your time, ensuring you return from your vacation feeling refreshed and accomplished.
In this new era of flexibility and freedom, the workation has become a beacon of possibility. It empowers us to.

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Job Market Job Seekers Talent Management

Blind Recruiting: What is it?

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Happy businessman shaking hands with colleague on a meeting in the office.

Some companies are turning to blind recruiting methods to hire open positions

Recent job searchers prioritize workplace diversity when assessing potential employers. Most job seekers believe this is vital to a company’s identity. Establishing a DE&I strategy early in the recruitment process can attract the best talent, and blind recruitment can help ensure no one is overlooked.

It has been demonstrated that organizations with various qualified employees are 25% more likely to be successful and profitable. More and more companies are beginning to recognize the importance of having a diverse workforce, yet many need assistance achieving this goal. Unintentional bias in the hiring process may lead to fewer opportunities for diversity, so it is vital to have the correct recruitment approach to decrease this risk and maintain inclusivity.

What Is Blind Recruiting?

The practice of ‘blind’ or anonymous recruiting seeks to remove personal specifics from an applicant’s profile in the evaluation stage. This most often means the removal of names. However, in certain situations, like when using Applied, more information is taken away, such as age, address, and educational background, to eliminate potential bias.

To ensure fair and equitable treatment of job applicants, blind CVs have been gaining traction in recent years as they effectively remove personal biases that might come into play when viewing a candidate’s resume.

Currently, various recruiting techniques focus on diversity. One of these is blind recruiting, which eliminates a job applicant’s personal information to prevent anything from harming the hiring process.

By eliminating any type of recruiter prejudice—whether intentional or not—quality applicants are more likely to be hired based solely on their abilities and work history, as opposed to their identity, orientation, cultural heritage, impairment status, or history. 

Biases can prevent impartial hiring practices, but blind sourcing can limit the effect of these biases by obscuring information that could lead to prejudicial decisions.

How to Incorporate Blind Recruiting Techniques

It can be challenging to overcome unconscious prejudice, but blind hiring can assist recruiters in making unbiased decisions when selecting the most suitable applicants. Taking the following steps can make the pursuit of a diverse recruitment strategy more effective:

  • Set up training for hiring managers about hiring bias.
  • Use anonymity on job applications and résumés.
  • Review the current recruiting process to ensure it complies with state and federal hiring equity laws.
  • Perform regular metrics assessments on HR teams and hiring managers.

Relocation Pre-Decision Services Can Assist in Recruiting

Global Mobility Solutions (GMS) leads the global mobility industry with our award-winning pre-decision services. We offer 30% more benefits than any other relocation company. The expert team at GMS understands that relocating employees is a hard job involving much more than moving an employee’s household goods. 

That is why our pre-decision services can help you when recruiting new employees. Having relocation packages ready for employees and other benefits can allow your recruiting and hiring managers to brag about the smooth process. 

Schedule a free consultation today if you are ready to get more info on our pre-decision services. One of our relocation experts will share how we can assist you.

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Career Services Job Market Job Seekers

A Guide to EAP Programs

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Woman sharing her experiences during a mental health group therapy meeting. Multiracial women participate in support group session sitting in a circle.

What is an EAP?: Everything you need to know about setting up EAP Programs for your employees

An Employee Assistance Program (EAP Program) is a professional service program designed to help employees handle issues that arise daily in both a career setting and their personal life.  An EAP provides benefits to employees in the form of counseling and other services. In most cases, these programs also offer resources to managers and employers through organizational development and training. Typically EAPs are set up by the company’s human resources department. Various vendors can help a company set up an EAP.

Most companies have an online portal where employees can review and utilize these special EAP benefits. The most common benefits include mental health counseling, discounts on other services, and sometimes gym memberships or phone bills. 

This guide provides insight into what an EAP is and the associated benefits and standard services usually included. Choosing the right program for your organization is essential, as the services provided can directly impact the well-being of your organization. Therefore, it is critical to ensure that your employees are provided the assistance and help they need.

Common EAP Program Services

Each company will have different areas of services to offer its employees, but here are some of the standard services EAPs usually include:

Mental Health Counseling

Employees who are stressed or overwhelmed by personal or work situations can’t perform their duties effectively. An employee’s poor mental health can lead to decreased productivity, increased absences, and errors that might lead to safety mistakes. An EAP that provides counseling can be the perfect resource that an individual might need to get help. A solid EAP will have a list of counselors that an employee can choose to contact. 

In most cases, the employee’s immediate family members can also have access to counseling through the EAP. This is an essential detail that companies should look into because if the employee has a family member who is having a rough go of it, their productivity can be just as compromised, just as bad. 

The 24/7 online and over-the-phone counseling programs have become more popular over the years. It is expected that many EAPs will cover this type of counseling, but companies should go the extra mile to ensure that in-person appointments can also be made for employees.

Personal Life Resources

It’s not just enough to promote a healthy work/life balance. Companies should put processes in place that create a perfect work/life balance. Numerous employees struggle with finding the right mix of working hard for the company and taking time for themselves. Some situations come up in everyday life that sometimes requires additional assistance. Personal life resources are meant to provide employees with the options they need help with. 

The most common life situations that employees may need help with are: 

  • Child care
  • Pet care
  • Housing services
  • Education
  • Elder/adult care

That’s not to say that the company should pay for each employee’s daycare or pet boarding services. But an EAP could be an excellent opportunity for the company to get a stellar price from vendors offering these services and then promote a great price to employees. This sets up a win for all parties. The company gets a happier, less stressed employee. The employee receives these services at a reduced price. And the providers for these services get repeat business. 

Career Advancement Services

This one should go without saying. Every company should invest in the advancement of its employees. It is a good idea to include career advancement programs in EAPs. Special training, classes, or conferences that can help employees learn more about moving up to the next level has numerous benefits. Employees who feel they are trained and appropriately promoted are more likely to stay. 

If the company can train and then promote from within, it can help cut down on employee turnover. And every company knows that employee turnover costs money because the hiring process can take much longer than expected.

Update Your EAP with Relocation Services

An excellent way to make your EAP more comprehensive is to include a small range of relocation services for employees to utilize. With so much of the workforce going remote these days, companies are not as willing to pay to relocate employees, but if the company were to partner with a reliable relocation service provider such as Global Mobility Solutions (GMS), then they could add talent mobility benefits to their EAP. 

If employees have relocation benefits at their fingertips, they can move to where their family is most comfortable, at a more affordable price, without the company having to pay for it. This could be a good setup for companies in a remote setting. 

There are still benefits of working with a relocation management company for companies not in a remote setting. For starters, relocation companies have a long list of reputable real estate agents who can still assist employees who are looking to move within the state. Also, partnering with an RMC can give you options for moving companies within your EAP, so employees who have to find a new apartment or house have some help moving.

Why GMS?

Why use GMS as your relocation management company in your EAP? GMS is the industry leader in talent mobility. Our expert team has been helping employees move, both domestically and internationally, since 1987. We work with companies to figure out their needs when it comes to relocation services. Whether you’re looking for full-service relocation assignments for your in-office employees or some side benefits to add to your EAP, GMS has you covered. Feel free to set up a call with one of the relocation experts who can assist you in moving forward.

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Career Services Employee Development Job Market Job Seekers Labor Force Relocation Challenges

The Relationship Between Frictional Unemployment and Relocation

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What Is Frictional Unemployment?

Frictional unemployment is the technical term for someone who is “in-between jobs” because they plan to move to a new position. Economists use this term for employees who leave their jobs voluntarily or involuntarily. There are other types of unemployment, but frictional is unique because it is seen as a natural part of labor turnover rates.

The majority of frictional unemployment is when an employee leaves their job for a new one. Career changes also fit into this category. Students who recently graduated and trying to obtain full-time positions are also considered under frictional unemployment.

Because frictional unemployment is natural in a healthy economy, it doesn’t always compel a negative impact. In most cases, this type of unemployment can be beneficial. If a higher-qualified employee chooses to explore new opportunities, companies receive applications from candidates. And in many cases, a set relocation strategy offers a significant offset to minimize time and costs for an employee moving to a new destination.

Examples of Frictional Unemployment

There are different situations that would constitute frictional unemployment. Again, because frictional unemployment numbers are high in a healthy economy, it can be suitable for companies and employees alike. The only obvious downfall on the employees’ end is that any type of unemployment can be scary and stressful. The longer the unemployment stent lasts, the harder it is on the employee and their family. Here are some everyday situations that reflect frictional unemployment:

Personal Transition

Maybe the most common example of frictional unemployment. A personal transition can include taking time off to care for kids or an ill relative to a complete career change. As always seen as voluntary unemployment, personal transitions can last just a few days to a long extended time. Career changes usually involve new training or going back to school, so they can take years in some instances. 

Another prime example of personal transition unemployment is an employee who leaves their job to start their own business. As people can save and set a foundation for their business, they do their best to time an exit from their current position to take a shot at their dream business.

Geographic Move

There are numerous situations that would fit in this category. The most seen is someone who accepts a new position in a new state or country. No one can just move overnight and be ready to work the next day. The relocation process takes some time in which usually the employee is not working, so there is a small gap in employment before the new job starts. However, if an employee accepts a promotion or corporate relocation assignment from their company, there could still be a minimal employment gap. 

Geographic move unemployment matters also occur when an employee’s spouse or partner accepts a job in another location. The employee then gives resignation notice due to the move and then searches for a new job. 

Another callout for this type of frictional unemployment might be if an employee wants a fresh start in a new home, but the company won’t allow a transfer and doesn’t offer remote work options. Obviously, this also fits into voluntary unemployment. In most cases like this, it is recommended from a professional point of view that the employee already have a position lined up in their new destination before relocating.

Skill Matching

Skill matching refers to an employee leaving their job for a position where the skills, responsibilities, and requirements are on the same level. This situation usually occurs when an employee feels underappreciated or underpaid at their current company. Sometimes, the employee will apply to open similar positions to get the pay raise they hope to reach. Or if the employee feels the new company can offer better career growth opportunities. 

Skill matching frictional unemployment happens in a thriving economy when employees have more power in salary negotiation.

Up-Skilling

Up-skilling frictional unemployment is highly similar to skill matching. The big difference is that the employee is taking a new position because they cannot advance at their current company. The most straightforward call out here is an employee who holds an entry-level job moves to a new organization to go into a manager-level role. Or a manager-level employee wants to be promoted to a director or president-level role. This switch usually happens when an employee is topped out and looking for a higher salary and more responsibilities. 

Again, up-skilling is easier done in an employee-favored economy during hiring frenzies. But, just like skill matching, the number of days unemployed is minimal and on the employee’s terms.

Entering the Workforce

Recently graduated college students who have yet to find a full-time job count in frictional unemployment rates. Younger job seekers who are applying and interviewing for positions usually make up the highest rate of this example. This situation for frictional unemployment is the most dependent upon the health of the economy. In a healthy economy where job openings are plentiful, graduates have more options and a better chance of limiting their unemployment days. 

It is not uncommon for someone who may have been a stay-at-home parent looking for their first career job since caring for children. And military members whose service time has concluded, now on the job search fit into this category also. 

How a Relocation Strategy Can Reduce Frictional Unemployment

Setting up corporate relocation policies can help companies cut down on frictional unemployment. These set policies help quicken the timeline it takes for an employee and their family to move. If the company develops its strategies with a relocation management company (RMC), processing time and costs can be managed better. Companies tend to work with relocation specialists who can provide coaching for the process and a prepared list of vendors who work in the services needed, such as movers and real estate agents. 

Frictional Unemployment can hinder companies that relocate new, existing, or promoted employees if they do not have a strategy in place. The company suffers because the moving process drags out; there are numerous days when the position is not filled. On the flip side, the employee suffers because this is time they are not getting paid. But being prepared with relocation packages to offer employees gets them from point A to point B within a reasonable timeline.

GMS Has Taken It to the Next Level

Global Mobility Solutions has been assisting companies with their relocation strategies since 1987. Our team of relocation experts knows how to help companies prioritize their global mobility needs. In addition, we have set in a new Employee Choice Program allowing employees to relocate without their company providing financial sponsorship. 

This program is meant for companies to retain top talent for positions allowed to work remotely. In addition, companies can enable employees to relocate while not having to pay for the process. GMS offers this program to companies so that their employees can utilize our list of relocation vendors at great prices. Please fill out this form to get more information on this new program put together by GMS. Then one of our relocation experts will reach out to let you know how your employees can take advantage of the Employee Choice Program. 

GMS is here to help with any relocation needs, and our Knowledge Base is full of hard-hitting blog topics that can answer many levels of questions. 

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Career Services Employee Development Job Market Job Seekers

Lack of Remote Work Policies Up Resignation Numbers

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Employees are resigning from companies that don’t offer flexible remote work options

In 2020 at the start of the Covid-19 pandemic, countless companies whose primary worksite was an office setting had to mobilize their employees to a remote environment. Within weeks employees who worked in an office were told to work from home. Many employees and employers saw this as an excellent opportunity to prove that remote work policies can benefit productivity and employee retention. 

Now in 2022, some companies are asking their employees to return to the office. Many found remote work strategies worked better for them and their employees. However, some companies are now in full remote workforce mode and have no plans to return to an office building. This dynamic brings hiring and employee retention policies and processes into question, with remote work options at the forefront. 

Recently, a study surveyed about 1500 employees across various industries to gauge their attitude toward remote work and flexible work hours. In addition, nearly 300 human resource managers were also given the same questions to provide a different perspective. 

The point of the survey was to conclude if remote work options for employees would be a make or break for new hires to accept a position. Or for employees to stay in general. Most of the survey’s findings showed that employees were willing to leave if the company could not offer some type of remote work policy on a regular basis.

Employees Resigning Because of Lack of Flexible Work from Home Arrangements

The study revealed that 29% of employees changed jobs in 2021, and in 2022, 34% of employees are planning to resign from their current organization. The main reason was that employees were disappointed with their company’s remote work policies. However, a significant reason is that there is a lack of flexibility in the day-to-day work schedule.

Companies that give the option to work remotely are considered a potential benefit by 46% of employees. And 35% stated that the lack of flexibility to work remotely plays a factor in searching for a new employer.

The study also showed that employees have a strong desire to work from home, as 64% of the employees stated that if told to return to the office, they would start searching for a new job. Additionally, of the employees surveyed, 91% agreed that they should be able to work from home as long as their work is getting done.

72% of employees said that flexible work arrangements are one of the most important qualities they look for in a new employer. This includes things like being able to work remotely, which is more important to employees than factors like company culture, professional development, and social impact. The only qualities to top flexible work arrangements were compensation and employee well-being. 

While employees enjoy the flexibility of remote work, employers show hesitation to implement remote work options due to the ability to determine the employees’ working hours. The employee’s location can also be a concern because there can be tax and immigration compliance issues on hand if employees are in different cities or states. The reports show that in 2022 only 46% of HR representatives were confident in knowing where their employees were located during work hours. 

Employees and HR professionals both agree that allowing employees to work remotely allows the opportunity to build a team that is based on qualifications and experience. The report shows that 90% of HR representatives and 82% of employees agree that hiring should be based on skill set over the location.

GMS Can Help with Employee Retention

Global Mobility Solutions (GMS) understands that hiring and retaining good employees is a pain point for many companies. To help organizations retain employees, GMS created our Employee Choice Program for relocations not financially sponsored by the employer. This allows companies to open up opportunities for employees looking to relocate. In addition, companies can give employees the flexibility to work remotely. 

In working with GMS to utilize this program, the company allows employees to leverage the buying power, deep discounts, and high-quality coordination from a relocation management company without financial sponsorship. In more straightforward terms, employees electing to relocate can utilize our network of vetted and qualified partners at an affordable cost without the employer’s financial assistance for management and service costs. 

GMS hopes this service can act as a win-win situation as the employee is able to stay with the company, while the organization is not hit hard with relocation costs. If you are ready to start looking into Employee Choice Programming, then contact us today to set up a courtesy consultation and demonstration. Our relocation experts would be glad to discuss how GMS can help with any of your relocation services.

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Job Market Job Seekers Labor Force Relocation Best Practices

Here Are Some Hiring Incentive Ideas to Land Top Talent

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Recruiting In a Hot Job Market? Sweeten the Deal

From trucking to healthcare, many industries are having a hard time landing top talent for open jobs. Companies have difficulty filling positions regardless of the talent level in some industries, such as hospitality and foodservice. What is holding back companies from being able to hire the right candidate in a reasonable time? 

While pandemic and economic factors certainly play a factor in these difficulties, GMS recommends that you keep it simple and review what your HR department does from a recruiting and benefits standpoint. What can your company offer that other companies can’t? How do you prove to candidates that working at your company will improve their life professionally and personally? 

Sometimes, companies will offer high salaries for positions but end up with a candidate who is not qualified. Or worse, a candidate who works for the company for six months then moves on to another job that offers more. Obtaining and retaining good employees can be difficult for HR managers and recruiters. That’s why some companies provide enhanced incentives to new employees. 

Here are some ideas on how your company can hire and obtain talented candidates for positions at all levels:

1. Roll Out an Employee Referral Program

A simple idea, but giving your employees incentives to recruit for the company can go a long way. Your employees know better than anyone what type of person needs to fill the open seat. Rewarding your staff by giving bonuses or other financial incentives for bringing in a front-runner job candidate will pay dividends.

In many cases, these referral programs offer existing employees a pre-defined bonus if the employee refers an applicant who meets all criteria, is hired, and then stays with the company for a specified length of time. Ninety days of employment is the typical timeframe applied to these programs. However, with the current competitive hiring market, some companies are paying their employee referral bonuses after only 30 days of the new hire’s start date.

2. Temporarily Reduce Repayment Agreement Terms to One Year

Offering relocation policies to candidates is a great way to open up the talent pool for the open position. When you are able to field any applications from candidates located throughout the country, it gives your company much more opportunity to find the right employee as opposed to just interviewing local candidates. Keeping the job posting local shrinks the number of potential candidates. 

Oftentimes, when offering relocation packages to new hires, employers offer to cover the costs of the relocation if the employee stays with the company for a protracted period of time (generally 2-3 years). This arrangement is called a Repayment Agreement, whereby the employee is contractually obligated to repay a defined amount of the relocation costs that were covered on their behalf in the event they leave the company within the specified time period.

In a tight hiring market, many companies are temporarily reducing the terms of this agreement to as little as one year. This can be perceived as an added incentive for the employee, reducing their risk of paying back their relocation costs in the event they need to move on. However, this represents added risk and exposure to the employer.

3. Increase Allowances to Encourage Candidates to Consider Relocation

Miscellaneous Expense Allowances (MEAs) are a pool of money a company will offer an employee above and beyond the benefits, the employer has committed to directly covering (such as household goods transportation costs.) The MEA can be used by the employee to cover relocation costs that might not be covered under the policy, but qualify for use. For example, the employee’s relocation policy might not specifically call out pet transportation as a covered benefit. Employees can utilize their MEA to help cover the cost of transportation for their dog or cat, reducing their personal financial burden.

The specific MEA benefit level and its allowable use can be different from company to company and policy to policy. However, increasing the amount offered in the MEA can be a powerful incentive for job candidates who might be on the fence about relocating for the position.

4. Review and Approve Relocation Policy Exceptions Upfront

In the negotiation stage of hiring, it is always important to be upfront and crystal clear about what benefits are contained within your relocation policies. Make sure the employee knows what is covered, how they can utilize relocation policies, and why they should take advantage of each benefit. The last thing you want is to send an offer letter out only to have it rejected. 

Occasionally, the benefits provided by your relocation package may not meet the needs of a candidate and their family, potentially derailing the hiring process. In these cases, policy exceptions can be used to provide additional and targeted relocation support to the candidate. For example, consider increasing the number of days of temporary housing coverage to accommodate an employee without a place to live due to the current hot real estate market. As homes are selling quickly, intense competition in purchasing a new home can drag out how long an employee needs accommodations.

5. Formalize A Sign-On Bonus Structure

Sign-on bonuses are an easy way to hire in a hurry. Offering a set amount of money to be paid to the new employee after a certain amount of days on the job can be a powerful hiring incentive. In industries that are desperate for talent, these sign-on bonuses can be as high as $5,000 to $10,000. The amount of the bonus should depend on the employee’s experience and the urgency for filling the open position. 

6. Offer Retention Bonuses To Obtain and Keep Top Talent

Having retention or goal-based bonus structures for new hires can be a great way to keep good talent around. After an employee is hired, give them a list of obtainable goals for them to meet in their first 30-120 days. If all goals are met, the employee should be eligible for the bonus. Programs like this do two things: first off, they keep the employee motivated and focused on meeting marks. Second, it is a great recruiting weapon. Advertising to potential employees that they can get bonuses for aspects of their job can entice some great candidates to be willing to leave their current job to work for you.

GMS Knows Hiring Can Be Hard. Let Us Help!

Global Mobility Solutions (GMS) has been a workforce mobility leader since 1987. We help companies create and update relocation policies for employees, offer outstanding recruiter services, and develop innovative resources for HR managers. We want to help your company get the right people in the right seats quickly and easily. Contact us today to set up a consultation call with one of our talent mobility experts. We will listen to all of your wants and needs, then help you put together the best global mobility plan possible.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

Categories
Career Services Corporate Relocation Corporate relocation tips Job Seekers Labor Force

2021 Best Cities to Live in the USA for Growth Opportunities

Rosslyn, Arlington, Virginia, USA city skyline on the Potomac River.

Cities with Growth Opportunities

2021 is already halfway over. While this year has seen more normalcy than 2020 did, there are some permanent changes that will stay. One of those changes is companies allowing employees to work remotely. When the COVID19 pandemic first went into effect, almost all major companies set up employees to work from their homes to promote and protect the health and safety of their workforce and operations. 

Many companies now are looking into allowing their employees to work remotely full time, even as life begins to return to normal. Now that employees no longer have to commute to an office every day, it gives them the ability to live anywhere they want. This has people moving all over the country. But what are the best cities to move to those looking for a full-time change?

20 of the Best Cities to Move to for Growth

While most “best cities” lists rely on a certain level of subjectivity, many tools have attempted to perfect the art through evaluation, scoring systems, and other analysis. The following list looks at the overall livability of each area with a focus on positive economic activity. 

  1. The Woodlands, TX
  2. Arlington, VA
  3. Naperville, IL
  4. Overland Park, KS
  5. Cambridge, MA
  6. Ann Arbor, MI
  7. Plano, TX
  8. Columbia, MD
  9. Berkeley, CA
  10. Bellevue, WA
  11. Irvine, CA
  12. Richardson, TX
  13. Seattle, WA
  14. Madison, WI
  15. San Francisco, CA
  16. Sunnyvale, CA
  17. Raleigh, NC
  18. Boulder, CO
  19. Sandy Springs, GA
  20. Torrance, CA

While these cities all have different cultures, climates, and costs, they were chosen based on many different aspects of living. Factors include livability, job opportunities, homeownership rates, cost of living, and their track record of economic growth. Most of these cities have seen consistent growth for the better part of 10 years, making them some of the best cities to move to for growth opportunities. Many of these cities are considered mid-size, meaning that while they are growing, they are not yet the size of mega-cities such as Chicago, New York City, or Los Angeles. 

Midsize cities that are growing tend to offer some of the best job markets in the country. This could come into play if someone who is looking for change is unable to work remotely in their current career. Additionally, the availability of job opportunities is critical for trailing spouses or partners who wish to continue their own personal growth and achieve their career goals in their new destination.

Things to Consider When Moving to a New State

While it’s nice to be able to live anywhere because of the ability to work remotely, there are many factors that should be considered and questions that should be answered before relocating.

Cost of Living

Affordability is typically one of the biggest factors relating to the decision to relocate. Can your current salary or income keep up in the new city? Will you be able to afford the cost of fuel, groceries, and other basic living items that might be more expensive (or cheaper) in the new place. 

Healthcare costs, education, and culture should be other factors to look at when looking to move into a new city.

Real Estate Market

2020 and 2021 have resulted in a boom in real estate that shows no signs of stopping in the near term. The average cost of homes rose just over 11% nationally (its largest annual gain in 15 years) and should be brought to any conversation about the best cities to live in the USA. Will your current home sell for what it’s worth? Can you afford a nice enough home in the new area? While it is a great time for sellers, it is more expensive for buyers than before.

Quality of Life

When selecting the best cities to move to, local amenities and quality of life play an outsized role that many forget to include in their decision to relocate. Is there an availability of quality schooling at the new location? How are the average commute times? Is efficient public transportation available? Is there a good balance of shopping, climate, recreation, and dining available?

How We Can Help

GMS is a leader in the global mobility industry. We help companies draft relocation policies for their employees, helping them get from point A to point B while minimizing common pain points, where possible. It is our goal to make the relocation experience smooth for those trying to relocate to the best cities in the USA. GMS’ services can help every step of the way, from pre-decision to departure, to help getting settled in the new destination.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

Categories
Domestic Relocation Domestic Relocation Trends Job Market Job Seekers

What are the 2020 Fastest Growing Industries in the US?

Autonomous underwater rov with manipulators or robotic arms. Modern remotely operated underwater vehicle. Fictitious subsea drone or robot for deep underwater exploration and monitoring sea bottom.

What are the 2020 fastest growing industries in the US? Although the COVID-19 pandemic dampens business and social activities, US economic growth continues its blistering pace. With 3rd Quarter 2020 Gross Domestic Product (GDP) increasing by a record-breaking 33.1%, the US economy has been gaining ground lost to the pandemic. The initial pandemic closures resulted in significant economic losses with 2nd Quarter 2020 GDP declining by 31.4%.

The United States Department of Commerce Bureau of Economic Analysis attributes 3rd Quarter 2020 growth to businesses reopening and resuming activities that were postponed or restricted due to COVID-19.

Several industries also act as growth engines for the US economy. The 2020 fastest growing industries in the US reflect the impact of the COVID-19 pandemic, and to a lesser extent technology trends. IbisWorld reports that the top 10 as measured by revenue growth include:

Consumer Market

  • Massage Business Franchises
  • Grocery Store Sales via Online Portals
  • Pet Food and Supply Store Sales via Online Portals

Energy

  • Hydraulic Fracturing Services (also known as “fracking”)

Finance

  • US Stock Exchanges and Commodity Markets

Manufacturing

  • Autonomous Underwater Vehicles
  • 3D Printing and Prototype Services

Medical

  • Medical and Recreational Marijuana Farms
  • Thermometer Manufacturing
  • Medicines for Colds and Coughs

2020 Fastest Growing Industries on both 2019 and 2020 Lists

Interestingly, the only two industries that were at the top of the list in both 2019 and 2020 are:

  • Massage Business Franchises
  • Medical and Recreational Marijuana Farms

These two industries benefit from consumer’s shifts in perceptions. Many consumers spend more on luxury goods, and enjoy the therapeutic benefits of massage therapy. Consumers are also more accepting of legal access to medical marijuana.

The 2019 industries that dropped off the list in 2020 include:

  • Social Networking Platforms
  • Solar Power Installation and Production
  • Wind Turbine Installation
  • Online Mortgage Brokers
  • Peer-to-Peer Lending Platforms
  • Automated Guided Vehicle Manufacturing
  • Telehealth Services
  • Medical and Recreational Marijuana Retail Stores

What Trends Drive the 2020 Fastest Growing Industries?

One major trend drives most of the 2020 fastest growing industries: the COVID-19 pandemic. Online shopping accelerated dramatically in 2020. As retail stores closed or limited hours, consumers turned to online portals. Online shopping lets them avoid contact with other people. They can also find products that could be delivered right to their front door, so there is no need to travel to retail locations.

Medical product sales rose as consumers stocked up on medicines, thermometers, and other items to help them with illnesses as they avoided going to doctor offices. A major trend is for businesses and offices to take temperatures of staff and visitors, since that is an early sign of exposure to coronavirus.

Highlight on Autonomous Underwater Vehicles

What is an Autonomous Underwater Vehicle (AUV)? These are vehicles for conducting underwater research that are not manned by a pilot, and are not physically connected to another vessel with a line or tether. They operate independently, and some fully autonomous vehicles carry their own power in the form of batteries, fuel cells, or rechargeable solar power

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

Boston Engineering Corporation (Waltham, Massachusetts, US)

Fugro (Nootdorp, the Netherlands)

General Dynamics Corporation (Reston, Virginia, US)

Graal Tech Srl (Genoa, Italy)

International Submarine Engineering Limited (Port Coquitlam, British Columbia, Canada)

Kongsberg Maritime (Kongsberg, Norway)

Lockheed Martin Corporation (Bethesda, Maryland, US)

Teledyne Technologies Incorporated (Thousand Oaks, California, US)

The ECA Group (La Garde, France)

What Should Job Seekers do About the 2020 Fastest Growing Industries?

People seeking a job should look into the 2020 fastest growing industries opportunities. A number of resources are available to learn about jobs in the AUV Industry. Professional networks such as Linkedin also have useful information on companies and contacts in this industry.

Job seekers may want to focus on a specific location such as Boston or Washington, and then target companies in those cities. It is a good idea to leverage professional career services to enhance job searches. Job seekers are more likely to find success in their search and objectives.

What Should Employers in the 2020 Fastest Growing Industries do?

Employers in the 2020 fastest growing industries should look into their needs for employees. Continuing economic growth creates stiff competition for job seekers with the necessary experience, education, skills, and training. They should review their relocation program to determine if the program supports their specific talent acquisition goals and corporate objectives.

Employers should work with a Relocation Management Company (RMC) that has knowledge and experience helping companies in the 2020 fastest growing industries. RMCs will help employers develop a relocation program that follows industry best practices and promotes their talent acquisition goals.

Industry Benchmarking Studies Help Employers Ensure Competitiveness

GMS has several Industry Benchmarking Studies that describe industry-specific best practices. These studies will help employers in the 2020 fastest growing industries learn if their company’s relocation program is designed to support their corporate objectives.

Corporate relocation policy benchmarking provides many benefits for employers. By benchmarking their relocation policy, employers can ensure their policy is comparable to their industry competitors. As a result, this will help them attract and retain talent with the highest level of skills and experience.

Industry best practice is to schedule a relocation program and policy review every 12 to 18 months to ensure your company maintains its competitive position. A thorough policy review will help your company learn how the relocation industry continues to evolve to meet increased employee demands. During the COVID-19 pandemic, the demands of compliance for safety leads to rapidly changing requirements for both employers and employees.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers. As a result, our team can help your company determine how to attract job seekers looking for employment opportunities in the 2020 fastest growing industries.

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

Contact our experts online to discuss your company’s recruiting, hiring, and relocation program needs as they relate to the 2020 fastest growing industries, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

Categories
Domestic Relocation Domestic Relocation Trends Job Market Job Seekers Labor Force Talent Mobility United States Economy

What are the Top Cities in 2020 for US Job Opportunities?

Boise Idaho city skyline, one of the top 12 cities in 2020 with US Job Opportunities

The United States’ continuing economic resilience means many cities have a wide number of US job opportunities for job seekers. The U.S. Bureau of Labor Statistics publishes a number of monthly reports that show the health of the job market. The Employment Situation – September 2020 report shows:

  1. Total non-farm payroll employment rose by 661,000
  2. Unemployment rate fell to 7.9%
  3. Number of unemployed persons fell by 1.0 million

Many job seekers looking for US job opportunities have their sights set on moving to find their new job. They often search for cities where there is a wide and growing number of employment opportunities. In this way, job seekers may increase their ability to find employment.

Where are the US Job Opportunities?

Several cities have shown tremendous growth in population, industries, and jobs over the past several years. Many of these cities are well positioned to leverage their strengths, from low cost of living to exceptional natural beauty. According to thetravel.com, the following 12 cities have the most US job opportunities:

  1. Sioux Falls, South Dakota
  2. Austin, Texas
  3. San Francisco, California
  4. Boston, Massachusetts
  5. Scottsdale, Arizona
  6. Boise, Idaho
  7. Lake Charles, Louisiana
  8. Provo-Orem, Utah
  9. Nashville, Tennessee
  10. Reno, Nevada
  11. Bend-Redmond, Oregon
  12. George, Utah

While some cities on this list are often consistently cited as great engines of economic growth, others may seem somewhat surprising. Cities such as Sioux Falls, Boise, and Lake Charles do not often rub shoulders with shining tech industry stars like Austin, Boston, and San Francisco. What are the US job opportunities in these cities?

US Job Opportunities in Sioux Falls, Boise, and Lake Charles

Sioux Falls, South Dakota

The Key Industries in Sioux Falls include:

  • Biomedical—pharmaceuticals, medical device manufacturing
  • Finance & Banking—business process outsourcing
  • Advanced Manufacturing—centralized location with access to large markets
  • Transportation & Warehousing—extensive highway, rail, and air service
  • Data Centers—both publicly available and private resources
  • Food Processing—in the heart of America’s breadbasket

Other important factors that may lead to increasing job growth and US job opportunities include:

  • South Dakota’s pro-business regulatory climate
  • No personal tax
  • No corporate state income tax
  • Personal property tax: none
  • No inheritance tax
  • Inventory tax: none

Boise, Idaho

The Major Industries in Boise include:

  • Mining—gold, silver, lead, zinc, copper
  • Farming—potatoes, wheat, barley, hay, sugar beets, onions
  • Timber—wood and paper products
  • State Government—Boise is the state capital
  • Technology—analytics, process automation, network solutions
  • Tourism—Rocky Mountains, Boise River

Other important factors that may lead to increasing job growth and US job opportunities include:

  • Idaho’s tax incentives for job creation, investment credits, tax exemptions
  • Low taxes
  • Reasonable rates
  • Job training programs
  • Urban renewal projects
  • Strategic transportation advantages
  • Skilled and highly educated workforce

Lake Charles, Louisiana

The Leading Industries in Lake Charles include:

  • Advanced Manufacturing—petrochemicals, components for nuclear power plants
  • Aerospace—several nearby airports and aviation training programs, suppliers
  • Agribusiness—natural fiber spinning technologies
  • Health Care—three major hospitals
  • Maritime—direct access to the Gulf of Mexico
  • Sustainable Energy—liquefied natural gas conversions
  • Traditional Energy—refining operations, power plants

Other important factors that may lead to increasing job growth and US job opportunities include:

  • Over $40 billion in planned investments for the southwest Louisiana region
  • Location near top defense contractors
  • Abundant natural resources
  • Local hospitals connected to LSU Health New Orleans establishes talent pipeline for the region
  • Six areas ports including Port of Lake Charles, one of the busiest in the nation
  • Sophisticated waterway transportation capabilities

What Should Job Seekers do?

Job seekers should look into cities like Sioux Falls, Boise, and Lake Charles for US job opportunities. These cities offer a wide range of industries and large variety of jobs. This bodes well for their future economic and employment growth.

Several resources are available to help job seekers learn about job openings in Sioux Falls, Boise, and Lake Charles. Social networking platforms such as Linkedin provide company information and searchable contacts for connection opportunities. Job seekers should leverage professional career services to enhance their job search and achieve success in their career objectives.

What Should Employers in Cities with Plentiful US Job Opportunities do?

Employers located in cities with plentiful US job opportunities should review their hiring plans and talent acquisition programs. High levels of economic growth means employers must compete for job seekers.

Employers seeking candidates with the best skills and qualifications should work with a Relocation Management Company (RMC). RMCs have knowledge and expertise to help employers design a robust and effective relocation program that promotes global talent acquisition

Many cities with growing industries often generate additional jobs in service and support industries. As employment grows, demand rises for housing, shopping, schools, and other services. Job seekers in service and support industries should also look at cities with plentiful US job opportunities.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients develop highly effective hiring and recruiting programs. As a result, our clients can easily attract highly skilled job seekers to cities with plentiful US job opportunities. Our team can help your company determine how to attract job seekers to fill openings and help your company reach its corporate objectives.

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.

New SafeRelo™ COVID-19 Knowledge Portal

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

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

Contact our experts online to discuss your company’s recruiting, hiring, and relocation program needs in the top cities for US job opportunities, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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About

Contact Us

About Us

GMS Client Login

Privacy Policy

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

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