Category: Job Seekers

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STATE TAX COMPLIANCE ISSUES TO CONSIDER WITH REMOTE WORKING POLICIES

young woman working on laptop
Shot of a young businesswoman using a laptop while working in her home office

Telecommuting or the new Work from Anywhere policies are not a new concept. With traditional Work from Home policies, employees are typically within commuting distance of their office. In recent years, Work from Anywhere policies have begun to emerge. Under this type of arrangement, employees have greater flexibility to choose where they live and work.

COVID-19 Pandemic Accelerates Work from Anywhere Policies

While the number of employees working remotely has been growing at a steady pace over the past several years, the COVID-19 pandemic has now pushed this issue to the forefront and more companies are considering Work from Anywhere policies that allow employees to live and work in any location. While this type of policy is very attractive to both the company and employee, this type of policy can trigger new tax compliance issues for both parties.

GMS spoke with Erika Beddow, Business Development Manager at Global Mobility Tax, LLP (GMT).  Erika has over 20 years of experience in public accounting and in the global mobility industry. She has worked on an array of multi-national clients throughout her career. Erika also enjoys navigating complex situations while prudently mitigating risks, identifying value creation opportunities, and building strategic partnerships.  Erika agreed to share her expert guidance on this issue.

What is Important to Know about Remote Work Policies?

Erika notes that as with domestic business travel planning, it is important to note that each US state has its own unique laws and reporting requirements. During the COVID-19 pandemic, many employees have been telecommuting in states other than where they typically work due to stay at home orders and quarantine. These employees can unknowingly trigger state and local tax issues for the company, as well as payroll obligations in the state in which they are working.

Lacking State Guidance Regarding Issues Relating to Remote Work

Currently, Erika reports that only a few states have provided guidance and certain relief for companies and individuals who are working in their state temporarily due to the COVID-19 pandemic. Unfortunately, there is still a lot of uncertainty surrounding how many states will tax these individuals and businesses.

Possible Triggers for State Nexus and Payroll Withholding Requirements

As the globe recovers from the pandemic and employees continue to work remotely, Erika strongly believes that companies will need to consider the remote worker implications to avoid unknowingly trigger state “nexus” and payroll withholding requirements. (Nexus is the term used to describe a company being recognized as an entity in a particular state or jurisdiction.)

Additionally, businesses may face penalties and interest for failing to withhold state income taxes, while employees may have an increased tax filing obligation.

Work from Anywhere Policies: Benefits Versus Potential Cost Increases

Some benefits to Work from Anywhere policies are that they provide the employee more flexibility in where they live and work and the hours in which they work. However, Erika believes that companies need to be aware of the possible increase in costs to the organization. She notes that some increases can include administrative costs, payroll obligations, and tax implications for this type of policy.

According to Erika, while putting in place Work from Anywhere policies, companies will need to consider the following important points:

  • Understand corporate and payroll tax compliance obligations, not only in the location where the company operates, but also where their employees are living and working.
  • Monitor and track the location of where their employees are working.
  • Determine whether the employee’s work location has triggered corporate tax responsibilities due to state nexus.
  • Report employee income correctly and withhold appropriate taxes based off where they are tax resident as well as working.
  • Educate employees on state filing requirements and residency rules and provide tax assistance if necessary.
  • Provide guidelines for states the company can comply with versus states that may be too expensive due to payroll complexities and state nexus.

States are Increasing Their Ability to Track Remote Workers and Business Travelers

Many states have already been stepping up their ability to track remote workers and frequent business travelers prior to the COVID-19 pandemic. However, COVID-19 is putting pressure on state budgets. As a result, many states will likely increase their review of a company’s payroll filings and corporate nexus as more employees start working and living in different states than the employer.

How Work from Anywhere Policies May Lead to Non-Compliance

Companies can easily fall out of compliance if they are not tracking where their employees are working from and reporting the income and withholding taxes in the other state. Non-compliance can lead to unexpected tax implications for both the employer and employee, including fines and penalties.

If a company is considering implementing Work from Anywhere policies, each employee’s situation should be carefully reviewed. Erika states it is important for companies to determine whether any employee working in a different state has triggered state nexus, and to review the specific payroll tax withholding obligations in that state.

Solution to Help Companies Considering Remote Work Policies

GMT has put together a service solution to assist companies in evaluating and analyzing these issues. This solution helps companies by:

1. Implementing the GMT 2020 State Tax Compliance Solution

  • Ensuring payroll compliance and tax withholding
  • Advising employees on state residency and state tax filing requirements
  • Providing individual state tax services for your employees

2. Identify and quantify the risks state to state for remote workers

3. Discuss and draft an action plan for monitoring employees

4. Help find the stakeholders and create reports to support the action plan

5. Assist with systems integration to automate the process

6. Analyze and assist with state trailing liabilities from equity awards

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients learn about important issues such as tax compliance for their organization. Our mobility consulting team can help your company understand how to implement Work from Anywhere policies. We can also help your company to understand issues of compliance and non-compliance to state tax requirements with the expert assistance of Global Mobility Tax, LLP.

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 learn more about Work from Anywhere policies and state tax compliance versus non-compliance issues, 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.

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Job Market Job Seekers United States Economy

State Employment Differences Amplified by COVID-19

Omaha downtown skyline during Autumn, with a lake at the Heartland of America Park in the foreground

Across the U.S., state employment differences are often reflective of a variety of factors. Some of these factors are broad in scope, and others may be distinctly local. For example, components that may influence the growth or decline of employment in a specific industry sector may include:

  • Economic policies
  • Trade agreements
  • Favorable climate/weather
  • Local investment
  • Presence of natural resources

Over time, and if industries are successful, they may take an outsize role within a state. The automotive industry is an example of this type of impact. This industry has grown so large that its health impacts the states with automotive manufacturing facilities. The state of Michigan ranks as the #1 state for automotive manufacturing. As a result, the industry is often at the center of discussions about the state’s economy.

Comparison of Two State Employment Differences Resulting from COVID-19

Since the start of the COVID-19 pandemic in the U.S., employment has seen dramatic shifts. State employment differences reflect the concentration of various industries across states. For job seekers in the current job market, researching specific industries may help determine places with employment opportunities.

The U.S. Bureau of Labor Statistics publishes several reports on the labor market. The State Employment and Unemployment Summary reports on state employment differences. The period from March to April 2020 shows the impact of the COVID-19 pandemic on the labor market by state. Interestingly, the data shows a significant difference across many states. The preliminary measures from March to April range from a low of 4.3 point increase in unemployment, to a high of 21.3 point increase. The two states at these ends of the spectrum reflect the impact of industry concentration within a state.

Nebraska

The state of Nebraska March to April 2020 increase is the smallest of the 50 states, at only 4.3 points.

Nebraska Unemployment Rate

March 2020April 2020Change Month to Month
4.08.34.3

While Nebraska has an agricultural history, economic diversification has lessened the impact of one industry on the state’s employment performance. Currently Nebraska’s largest industries include:

  • Insurance and Financial Services
  • Manufacturing across Several Industry Sectors
  • Agriculture including Livestock, Corn, and Feed
  • Transportation including Rail and Trucking
  • Services including Healthcare, Data Processing, and Law Firms

All of these industries add to the state’s economic diversification and growth. As a result, no specific industry has an outsize influence across Nebraska. The impact of COVID-19 with respect to state employment differences are likely to be spread across several industries in Nebraska. Additionally, the Nebraska city of Curtis is looking to attract residents to become homeowners and landowners.

Nevada

The state of Nevada March to April 2020 increase is the largest of the 50 states, at 21.3 points.

Nevada Unemployment Rate

March 2020April 2020Change Month to Month
6.928.221.3

Nevada’s economic performance hinges in large part on the state’s tourism industry. Within this industry, the most important sectors are gaming/gambling, hospitality, and leisure. Gambling taxes are a primary source of the state’s revenue.

While gaming/gambling comprise the largest industry in the state, other industries include:

  • Mining, with Nevada as the Leading Producer of Gold and Silver in the U.S.
  • Agriculture including Cattle and Sheep
  • Manufacturing, mostly Small Businesses

However, Nevada’s service industries concentrated in tourism account for nearly a third of the state’s total gross product.

COVID-19 Impact on State Employment Differences

The Centers for Disease Control and Prevention guidelines to prevent the spread of COVID-19 include avoiding close contact with other people. Industries that require workers to be near other people are more heavily impacted by COVID-19. Also, various “stay at home” directives dramatically reduced the flow of tourists to cities like Las Vegas. The state of Nevada has borne the brunt of these types of restrictions due to the outsize influence of tourism, gaming/gambling, and hospitality upon its economy. State employment differences between Nebraska and Nevada show how industry diversification can benefit an economy from outside shocks.

What Should Job Seekers do About State Employment Differences?

Job seekers should review how state employment differences reflect the local economy’s diversification of industries. States with diverse economies are less likely to face significant issues due to shocks to their economy such as COVID-19.

Job seekers should also consider utilizing robust career services. These services will also help them leverage online tools to enhance their personal brand and increase their success in the job market. GMS Global Career Services available for job seekers include a number of helpful resources. A Career Services Intake will identify the job seeker’s needs, questions, and goals. As a result, GMS Global Career Services will be able to create a unique plan for their job search.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract qualified new hires. As a result, our team can use GMS Global Career Services to help job seekers find and access these programs in the states and industries that match their goals.

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 how state employment differences may impact your job search, 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.

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Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Job Market Job Seekers Relocation Challenges Talent Mobility United States Economy Visas and International Travel

Administration Limiting Immigration Visas due to High U.S. Unemployment Levels

The Trump administration will be limiting immigration visas in order to protect U.S. workers suffering from job losses during the COVID-19 pandemic. The order also bars groups of foreign workers. Several types of visas fall under the new executive order. The administration believes the new restrictions are necessary to counteract the impact of high unemployment levels.

The Proclamation issued on June 22, 2020, amends the Proclamation 10014 of April 22, 2020 to have an expiration of December 31, 2020. An important point to note in the Proclamation is that it only applies to any alien who, on the effective date of the Proclamation:

  1. is outside of the U.S.
  2. does not have a valid nonimmigrant visa
  3. does not have an official travel document other than a visa that permits travel to the US for entry

The Proclamation also requires three Secretaries to confer and consider any necessary modifications within 30 days of June 24 and every 60 days from then on. The three Secretaries that will review conditions limiting immigration visas are responsible for these U.S. Departments:

  • Homeland Security
  • State
  • Labor

Limiting Immigration Visas: Impact

The new executive order limiting immigration visas will impact several visa categories, including the following:

H-1B Specialty Occupations

H-1B visas are subject to the Trump administration’s skills-based immigration plan. They are also subject to the U.S. Citizenship and Immigration Services new online H-1B visa lottery registration system.

Basic Requirements:

  1. Theoretical and practical application of a body of highly specialized knowledge
  2. Bachelor’s Degree or higher level of education

H-4 Dependent Spouses and Unmarried Children Under 21

H-4 visas are a temporary, nonimmigrant visa for the spouses and unmarried children (under 21 years of age) of H-1B visa holders. In some cases the U.S. has provided work permits for H-4 visa holders that are valid as long as their H-1B visa holding spouse remains H-1B eligible. Visa holders in this category are dependent upon any issue limiting immigration visas for their H-1B visa holding spouse or parent.

Basic Requirements:

  1. Is the spouse (or child) of an H-1B nonimmigrant
  2. The H-1B nonimmigrant spouse:
  3. Must be the principal beneficiary of an approved Form I-140, Immigrant Petition for Alien Workers
  4. Has been granted H-1B status

H-2B Temporary Non-Agricultural Workers

Basic Requirements:

After USCIS approved Form I-129 Petition for a Nonimmigrant Worker, prospective H-2B workers who are outside the U.S. must:

  • Apply for an H-2B visa and then seek admission to the U.S.

or

  • Directly seek admission to the U.S in H-2B classification at a U.S. port of entry in cases where an H-2B visa is not required.

L-1A Intracompany Transferee Executive or Manager

Basic Requirements:

  1. The employee must have been working for one continuous year within the immediately preceding three years prior to U.S. entry
  2. Seeks to enter the U.S. to provide service in an executive or managerial capacity

L-1B Intracompany Transferee Specialized Knowledge

Basic Requirements:

  1. The employee must have been working for one continuous year within the immediately preceding three years prior to U.S. entry
  2. Seeks to enter the U.S. to provide services in a specialized knowledge capacity

Executive Order Limiting Immigration Visas Includes Exchange Visitors

The U.S. Department of State administers the exchange visitors program. The Department also designates the sponsors for exchange visitors. Many of the categories in the exchange visitor program cover students and teachers.

J-1 Exchange Visitors

J-1 classification is for those who intend to participate in an approved program for the purpose of teaching, instructing or lecturing, studying, observing, conducting research, consulting, demonstrating special skills, receiving training, or to receive graduate medical education or training.

Basic Requirements:

  1. Submit a Form DS-2019, Certificate of Eligibility for Exchange Visitor Status to the U.S. Department of State (no blank DS-2019 Forms exist; each is printed with a unique identifier)
  2. Upon obtaining Form DS-2019, apply for a J-1 visa through the U.S. Department of State at a U.S. Embassy or Consulate

What Should Employers do About the Administration Limiting Immigration Visas?

Companies should continue to stay informed about the administration’s interest and activities limiting immigration visas. This new executive order may have a significant impact on an employer’s ability to recruit and hire foreign talent. As a result, knowing what to expect can help companies determine how to leverage strategic resources and respond accordingly to meet corporate objectives.

Companies should also work with a knowledgeable and experienced Relocation Management Company (RMC). RMCs can help companies design a robust talent acquisition program. Also, RMCs can help a company design an industry-leading relocation program that will give them a competitive advantage in the global market for highly skilled employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond effectively to issues regarding travel and immigration. Our team can help your company understand how to develop plans to mitigate the impact of the administration limiting immigration visas.

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 interest in learning more about the Trump administration limiting immigration visas, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Job Market Job Seekers Visas and International Travel

Immigration Application Fees May Increase to Cover USCIS Anticipated Shortfall

An Indian husband and wife are indoors in a new home. They are wearing Indian-style clothing. They are using a laptop computer and writing with a pen and paper.

U.S. Citizenship and Immigration Services (USCIS) is requesting to have a 10% surcharge added to immigration application fees. As a result of the COVID-19 pandemic, USCIS is experiencing a large decline in revenue from processing applications. The agency believes receipts will decline by over 60% through 2020. The U.S. restrictions on immigration due to COVID-19 has dramatically limited the number of applicants. However, USCIS is nearly entirely funded by these fees.

USCIS FY 2019 Final Statistics

For the FY 2019, USCIS breadth of services shows the expansive reach of the agency. Receiving immigration application fees is just one part of the agency’s mission.

Overall, in FY 2019 USCIS:

  • Granted lawful permanent residence to 577,000 individuals
  • Naturalized 834,000 new citizens
  • Received 2.2 million employment authorization applications
  • Approved 500,000 petitions for non-immigrant workers
  • Processed 40 million cases through E-Verify
  • Granted immigration relief to over 25,000 individuals

FY 2019 represents an 11-year high in new oaths of citizenship for the USCIS. However, the number of applications pending for green cards declined by 14%, and the number of applications for naturalizations declined by 12%.

What are Green Cards?

Green Cards, officially known as “Permanent Resident Cards” let the holders live and work in the U.S. on a permanent basis. The process to apply for a Green Card depends on the individual’s specific situation. Eligibility requirements vary based on the application’s submission category.

USCIS notes that most people who apply for a Green Card will need to submit at least two forms, along with the correct immigration application fees. Depending on the situation, the forms may include one or more of the following:

  • I-130 Form, Petition for Alien Relative
  • I-140 Form, Immigrant Petition for Alien Worker
  • I-730 Form, Refugee/Asylee Relative Petition
  • I-589 Form, Application for Asylum and for Withholding of Removal

Other USCIS petitions include:

  • I-360 Form, Petition for Amerasian, Widow(er), or Special Immigrant
  • I-526 Form, Immigrant Petition by Alien Entrepreneur
  • I-918 Form, Petition of U Nonimmigrant Status
  • I-929 Form, Petition for Qualifying Family Member of a U-1 Nonimmigrant

As a result, fees for forms can add up quickly. Adding a 10% surcharge on immigration application fees may increase the total amount of fees significantly, depending on the individual as well as their family members’ situations.

What are the Current Immigration Application Fees?

USCIS has several forms with associated fees depending on the specific applicant need. To apply for naturalization, applicants must submit Form N-400, Application for Naturalization. There is an online portal to help applicants calculate their total fees. Form N-400 fees include a fee for the form itself, and another fee for biometrics. An average Form N-400 fee includes:

Biometrics$85
N-400$640
Total$725

What will the Immigration Application Fees rise to?

If the 10% surcharge is added to immigration application fees, the total cost to file Form N-400 may rise by $72.50 to a total of $797.50 (assuming biometrics fee also rises by 10%). If an employer has several employees impacted by this surcharge, the increase in costs may be significant.

What Does This Mean?

Depending on the form, the 10% surcharge may be as low as $6.50, or as high as $1,779.50. In some cases, these fees may be paid by employers who employ H-1B visa holders. Employers should review the fees for the various forms to understand if the 10% surcharge may cause significant changes to budgets and costs associated with compliance to USCIS requirements.

 What Should Employers do About Immigration Application Fees?

Employers should work with a knowledgeable and experienced Relocation Management Company (RMC). RMCs with experience will be able to help employers understand how to identify costs and other issues that may arise from the USCIS surcharge request.

The RMC will also have knowledge of a number of alternatives that may provide employers with valuable and cost-effective solutions. As a result, employers may be able to mitigate the impact of the 10% surcharge and other issues surrounding immigration as it relates to COVID-19 restrictions.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond effectively to issues regarding the USCIS and immigration. Our team can help your company understand how to plan accordingly for increases in immigration application fees.

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.

Contact our experts online to discuss your company’s interest in learning more about how to plan for increases in immigration application fees, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Global Relocation Global Relocation Tips Global Relocation Trends Job Market Job Seekers Labor Force Talent Management Talent Mobility United States Economy

Virtual Career Opportunities: Rising to the New Challenge

Shot of two colleagues video chatting with each other on a computer at work

Many GMS clients are currently seeking employees for virtual career opportunities. As the world responds to the COVID-19 global pandemic, thousands of employers need to hire additional staff. Often this need may be driven by rapidly changing business priorities. Increasing demand for specific products and services means companies need employees to help meet new objectives. With many directives for employees to stay at home, employers are quickly adapting jobs, work teams, and communication methods to fit the new challenge of operating a virtual workplace.

For job seekers, this new challenge requires them to understand the dynamics of a virtual workplace. They must also position their skills, education, and experience in a way that makes a solid case they are ideally suited for success in a virtual workplace. However, valuable skills in a real workplace may not easily translate or be recognizable in a virtual setting. What should job seekers know about virtual career opportunities?

GMS spoke with Craig B. Toedtman, Founder and CEO of Resource Development Company, Inc. (RDC), to learn more about virtual career opportunities. RDC is a privately held human resource management consulting firm that focuses on providing retained search and career management services. Craig agreed to share his expert guidance on this topic, as well as provide helpful resources for job seekers.

Virtual Career Opportunities: The Advantages

One of the best aspects of virtual career opportunities are the wide range of possible advantages for both employers and employees. Craig has extensive knowledge on this topic, having helped thousands of employees to obtain new jobs. According to Craig, the top advantages include:

Advantages for Employers

  • Environmentally friendly (carbon emission reduction)
  • Larger recruiting market for candidates
  • Lower costs for office space and amenities

Advantages for Employees

  • Access to more opportunities over a greater geographic range
  • Better work-life balance (if employee can “leave” work at end of their day)
  • No commuting reduces stress and costs

Virtual Career Opportunities: The Disadvantages

As with anything, along with advantages come possible disadvantages. Craig believes both employers and employees should be aware of the disadvantages, so they will know how to avoid them. Craig notes the major disadvantages may include:

Disadvantages for Employers

  • Lack of interaction may reduce teamwork and synergies
  • Scheduling conflicts
  • Some processes function best in a centralized format

Disadvantages for Employees

  • Communications may be a challenge
  • Diminishing promotional opportunities (difficult to show additional aptitudes and talents)
  • Working alone may lead to negative isolation effects

The Real Challenge that Must be Overcome for Virtual Career Opportunities

Ultimately, Craig believes the real challenge for employers is two-fold:

  1. Identify the critical success factors surrounding virtual career opportunities
  2. Put tools in place to execute and monitor actions to ensure success

If employers are able to meet this real challenge, then the question turns to the strength of job seekers under consideration for the position. Craig’s firm administers the DiSC® Personality Assessment to help job seekers understand their strengths, characteristics, and preferred behavior style.

DiSC® Personality Traits and Virtual Workplaces

Certain personality traits may perform well in virtual career opportunities that require higher levels of isolation. “C” personalities that do well on clearly defined tasks may excel in these positions, if expectations are clear. “D” personalities may also excel in virtual workplaces if there are specific goals they must obtain.

However, other personality traits may do very well in virtual career opportunities if the position suits their styles. “I” personalities prefer interaction, so a remote sales position requiring interaction with clients and prospects may be an area they can be highly successful. “S” personalities that prefer close team work may be ideally suited for roles requiring a high level of interaction with other team members.

Resources to Find Virtual Career Opportunities

Craig’s firm notes the following online sites are helpful for job seekers looking for virtual career opportunities:

Indeed Virtual Jobs

ZipRecruiter® Virtual Jobs

Amazon Virtual Locations

CareerBuilder® Virtual Jobs

FlexJobs Remote Companies That Thrive on Virtual Work

Linkedin Virtual Jobs

Monster Virtual Jobs

SkillCrush Companies Hiring Remote Workers

Virtual Assistant Jobs

What Should Employers do?

Employers looking to create successful virtual career opportunities should consider working with a career services firm that has knowledge and experience with virtual workplaces. Relocation Management Companies (RMCs) are ideal sources for information on candidate recruitment and talent acquisition programs.

Pre-Decision Services are critical for employers as they provide valuable information about a candidate’s ability to accept a position and be successful. Assessment data can be paired with structured interview questions to better understand the candidate’s interests, goals, and motivations. DiSC® Personality Assessments administered by qualified professional career service firms such as RDC provide a wealth of information for employers to understand if the job seeker is a good fit, and for the job seeker to determine if they are suited for various virtual career opportunities.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients determine how to develop a talent acquisition program that is responsive to changing company needs. Our team can help your company determine how to turn virtual career opportunities into successful new hires.

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 how your company can leverage virtual career opportunities to continue growing your business, 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.

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Domestic Relocation Challenges Job Market Job Seekers Labor Force Relocation Challenges Talent Management Talent Mobility United States Economy

Returning Workforce: Tips to Help Bring Employees Back to the Office

Asian businessman wear face mask attach reopen sign at office after lockdown due to coronavirus covid-19, business new normal and social distancing concept

Across the working world, many employers need to prepare for their returning workforce. Employees may have been working from home for several weeks or even a few months due to COVID-19 restrictions. Some offices and facilities may have closed very quickly to meet local or state requirements. How should employers approach welcoming employees back to the workplace?

Relocation Industry Suppliers Share Plans for Their Returning Workforce

GMS interviewed five relocation industry suppliers to find out what they plan to do for their returning workforce. We spoke with one supplier in the Household Goods Moving Industry, one Real Estate Broker, one Corporate Housing Provider, one Destination Services Provider, and one Home Mortgage Lender. We also asked these companies to share any resources they used to help them define their approach.

Each of these companies are leaders in their respective industries. As a result, their answers provide a wealth of insight and knowledge. GMS clients may be able to learn valuable information they can use as they develop their own plans for their returning workforce.

Household Goods Moving Company Plans for Their Returning Workforce

Mike McGill, Senior Vice President: Mills Van Lines

“From a remote work standpoint, the main area that this has impacted is our office staff that supports all of the services being performed in the field – i.e. sales, customer service and accounting – most of whom started working from home on 3/16. Thanks to the technology available to all of us, the transition from in-office to remote work was quite seamless and has enabled us to continue to function without interruption (I can’t imagine what we would have done if this pandemic struck 20 years ago). That being said, we run a single location company, with our HQ facility in Ohio. We have been following all of the guidelines of local, state, and federal government – as well as the CDC – and will continue to do so.

Governor of Ohio Announcements

The governor of Ohio made announcements earlier this week that they will allow non-essential businesses to start a phased opening – with some starting back up on 5/1 (doctor/dentist/veterinarian offices), others on 5/12 (retail and consumer stores), and even more later in the month (likely restaurants, bars, and salons). As part of those announcements, the governor requested that individuals who can work from home should continue to do so for the time being.

Communications to Team Members

We have communicated to our team members that we will continue to follow the guidance of the governor, and that we would like them to work remote until further notice. When we get to a point where it is safer to be out and about, we will definitely allow them to return to the office, but we have also let them all know that it will be up to each of them individually to decide when they feel ready to do so.

Adjustments Made to Enable Staff to Return to Office

Regardless of when the offsite staff does return to our office, we have already made adjustments to enable them to do so. Effective in early March we ramped up cleaning and disinfectant activities at our facility. We also started placing bulk orders back in March for supplies like disinfectant soap, hand sanitizer, and masks – and those orders have been arriving over the past 6 weeks. And we have asked that everyone keep 6 feet apart when interacting within the facility. We are fortunate because we have a good amount of space in our office that will allow for our entire returning workforce to be here at work and still be more than 10-15 feet apart at all times.”

Real Estate Broker Plans for Their Returning Workforce

Erik R. Brown, Realtor®, TV host, speaker, and author of “One in a Million: Everything You Need to Know to Find the Best Realtor®”: Compass

“We are following the guidelines of our local health officials and authorities. Fortunately in our world, we can work remotely while still servicing our clients’ wants and needs effectively. When California’s Safer at Home order is lifted (currently scheduled for 5/15), there will be social distancing recommendations for offices to follow. I am thankful that Compass is so agent-centric and forward thinking to plan for the long term health of our agents and staff.

Appropriate Social Distancing

Thankfully as a Realtor® I don’t handle the office administration; that is a massive job WITHOUT the intricacies of prepping for appropriate COVID-19 best practices! I know both in office and while showing homes and properties, appropriate social distancing, masks, small groups and the like are and will be the norm for the foreseeable future. Though I miss handshakes and hugs, I am a black belt in Zoom. 🙂

I am communicating much more online and the phone. Virtual meetings, Facebook Lives, Video messaging were a part of my practice, but now are commonplace for my team and me to communicate with clients, prospects, vendors, and colleagues. I have utilized virtual assistants for years, so developing an online infrastructure was something I did years ago. Much of our work then has become the foundation of what we do now.”

Corporate Housing Provider Plans for Their Returning Workforce

Ann Moore, Managing Partner: ATB Furnished Housing

“Although we all miss ‘normalcy’ ATB will resume business in stages based on our success rate of keeping our team healthy and virus free and our plan to open reflects this strategy. Because we support many of the essential businesses such as health care and transportation, our main office has never completely closed. However, 80% of our staff have been working remotely and critical function associates are done in shifts to reduce contact. We plan to keep all remote workers that can effectively work from home doing so until May 31.

Critical operational associates will be returning to work full time in the office as of Monday May 4th with guidelines regarding each employees’ personal home life scenario and safety concerns. All associates will be provided with masks, gloves and hand sanitizer to be used routinely when in the office as well as when traveling to and from the office. We will continue to limit travel and in person meetings will be restricted to three or less people. With the technology available to us for video conferencing we strongly feel there is no need to rush back to an environment of high level risks.

CDC Guidelines and Recommendations

Per the CDC guidelines and recommendations, our offices have been thoroughly cleaned and sanitized on a daily basis and all high touch surfaces are re-cleaned every three hours. We are fortunate that all of our work stations and offices are well over six feet apart so we do not need to re-configure to accommodate social distancing policies. As of Monday May 4th, we will be doing temperature checks upon reporting to work and will continue to be vigilant on assessing and tracking the virus statistics in our state and will not hesitate to resume a shelter in place policy as needed.

Keeping our team healthy and safe is our top priority. In an effort to be pro-active beyond the suggested preventative measures for spreading the virus, ATB will be focusing on educating our team about healthy immune boosting food choices and will be stocking the break room appropriately based on the suggestions of the Physicians Committee for Responsible Medicine. We look forward to a return to normal operations but also realize our role in doing so responsibly.”

Destination Services Provider Plans for Their Returning Workforce

John Merriweather, CEO and President: GO Destination Services

“Our team is eager to return to the corporate office in Carmel, Indiana. We are hiring a professional sanitizing company to keep employees safe. We will have a gradual return to the office on staggered work shifts based on desk proximity and job function. All meetings will conducted by video chat or phone call.”

Home Mortgage Lender Plans for Their Returning Workforce

Matt Canfield, Senior Vice President, Relocation and Affinity Lending: TIAA Bank

“Our leadership is evaluating when we will be able to return to our office environment, with a focus on keeping our team safe and healthy. At this point, we anticipate that this remote work guidance will remain in effect until further notice and the timing is right. For the near future many of our associates find them working from a new office—their homes. We have some great internal resources for Working Effectively in Today’s Environment to help our team through this tough time and keep our team happy, healthy, safe and productive.”

What Does This Mean?

Each company is unique in its workplace and culture. Also, various locations may need to address specific issues that depend on a variety of factors, from government regulations to the availability of transportation or child care. Companies in the planning stages for their returning workforce should leverage resources and expertise that can help them determine how to create appropriate measures while ensuring employee safety.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients with their talent management programs. As a result, our team can help employers with a variety of issues as they plan for their returning workforce.

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.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to learn more about how your company can leverage resources to plan for its returning workforce, 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
Career Services Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Job Market Job Seekers Talent Management Talent Mobility

Working From Home: Tips for Success

Is the new norm for your career working from home? If you answer yes to this question, you are not alone. Millions of employees around the world are now changing their workplaces. The previous norm may have been to be working at a corporate office, in a cubicle, or even at a coffee shop. Now, many employees are working in a room made up as an office in their own home or apartment. Such a dramatic shift entails many logistic challenges. If you can successfully pass all of those hurdles, how can you ensure that working from home will allow you to be as successful as before?

GMS Experts Share Their Success Tips

As a corporate relocation services provider, GMS has extensive experience with the challenges of our clients’ transferees who often work in remote locations. In the United States, clients have transferees assigned in places such as Dickinson, North Dakota and Jarrell, Texas. Globally, clients have transferees assigned in places such as Acuña, Mexico, and Trondheim, Norway. Whether working in a small town, mid-sized city, or a megalopolis such as New York City, employees working from home often face the same issues.

GMS has several employees with experience working from home. These employees know what it takes to be successful at work in their own home environment. Several of them had been asked by clients how they made working from home a winning proposition. Recently, four of these employees got together to share their top tips for success.

GMS Experts: Tenure Working From Home

Ana Barros: Senior Global Account Manager, 8 years

Tricia Davis: Senior Relocation Coach, 13 years

Sam Hoey: Senior Vice President, Business Development, 15 years

Danielle Sanzobrino: Senior Vice President, Account Management, 13 years

Working From Home: Top Success Tips

1. Establish your hours and stick to it!

2. Set your alarm, shower, and get dressed in the morning. You can still wear your fuzzy slippers – no dress shoes required.

3. Find a room to work where you can shut the door. Do not set your office up in your bedroom or you may find yourself with narcolepsy. If your office location is not 100% quiet, use headphones.

4. Turn off distractions such as television and notifications on social media. Consider listening to quiet music in the background. Any Kenny G lovers out there?

5. Consider making a lunch the night before so you can easily and quickly warm it up the next day. This is much healthier than binging on your Hot Cheetos because you have run out of time between calls.

Take Care of Yourself

6. Go for a walk at lunch, get some fresh air, and clear your head. Strike a yoga pose. Downward-Facing Dog anyone?

7. You may have the mindset of “They need to know that I’m working from home.” Take breaks and eat your lunch somewhere other than your office. To avoid “the work from home 15” (gaining 15 pounds), set out daily snacks and stick to them. Note: this is much easier said than done.

8. Set timers and outlook reminders to help you stay on track. Make lists at the beginning and end of each day and check them off as complete. Seeing all these checkmarks can be very rewarding!

Woman with dark hair wearing a yellow sweater looking at computer working from home
STOP Sign helps prevent interruptions when you’re working in your home office

9. When in doubt, call your coworker before you send an email. One email can turn into 400 emails but often a quick call can solve it all. Feel free to post this on your wall!

Etiquette Tips for Working From Home

10. Be thoughtful about email etiquette. Do not “reply to all” unless necessary. If you have something to communicate on a particular client, email the entire operations team. Don’t rely on just the team lead to forward along your communication.

11. Stay connected. Call at least one coworker every day to keep in touch. Anyone else singing the “Reach Out and Touch Someone” jingle from the 1987 AT&T Commercial?

12. If you’re attending a webex, login/dial in at least 5-10 minutes prior to ensure you work through potential technical difficulties.

13. Attend all meetings and speak up. You still need to share your opinion and be heard. If you are dialed into a meeting and can’t hear very well, let the in-person attendees know so they can adjust their phone. When you are not speaking, put your phone on mute. I heard a lady once yell, “Do you want mayo on your sandwich, ma?” Don’t do that if you are working from home.

14. Take a sick day when necessary. Email your manager when you need to go to the doctor over lunch.

Woman with dark hair wearing a yellow sweater looking at computer working from home
Sam Hoey’s dog, Macy, dressed as a UPS delivery driver for Halloween

15. Set boundaries with your kids and spouse/significant other on your work hours. Make them aware that if the door is shut you cannot be interrupted. Try posting a STOP Sign, or something else to notify them.

Meet Macy, Sam Hoey’s Dog

16. If you have a dog, she may bark and that’s ok. But try to minimize the dog interruptions. When you see the UPS delivery driver pull up to your home, you should run to the closet and shut the door so your barking dog does not interrupt a phone call.

17. Dust off your crockpot, air fryer, and instapot. Marinade the meat at lunch or in the morning so making dinner is quick and easy!

18. Tell your family that nighttime and weekends are reserved for family fun time to do laundry and cleaning. Can you think of a better way to bond? Group effort people!

19. End the day working from home with a scheduled routine. Take your dog for a walk, go on a bike ride, enjoy an ice cold beverage, start making dinner, or play with your Guinea pig. Anything that makes you smile and helps you re-engage with your home life.

What Should Employers do About Working From Home?

Employers should provide a wide range of support for employees who are newly working from home. Training on new communication methods is important. Offering expert assistance in setting up home office systems can help employees who do not have technological skills in this area. Providing tips for success that other employees working from home can share will give employees peace of mind.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients navigate issues that impact employees working at remote locations. As a result, our team can help your company share tips for success at working from home with your employees. Companies should take a proactive approach to helping employees during transitions between corporate office and home office locations.

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 how your company can share tips for successful working from home, or give us a call at 800.617.1904 or 480.922.0700 today.

Categories
Employee Development Job Market Job Seekers Labor Force Talent Management United States Economy

Inclusive Employment: Necessary for Talent Acquisition and Future Corporate Growth

Handicap businessman discussing while sitting with colleague in creative office

Employers in the US should review their talent acquisition programs to ensure they focus on inclusive employment. With the signing of the United States-Mexico-Canada Agreement (USMCA), the US economy is poised for higher growth and an expansion of jobs.

Tight Labor Market Issues Make Case for Inclusive Employment

Currently, the US economy appears to be close to full employment. However, there are millions of working age adults who are not participating in the workforce. Over 90 million Americans are of working age but not working. While some of these adults are in retirement, large numbers may not be working due to other factors, such as:

  • Enrollment in school
  • Participating in job training programs
  • Providing home care for children or relatives
  • Unable to work due to disability or illness

According to Pew Research, additional factors influencing participation in the labor market include:

  • Lower numbers of teens participating in the workforce
  • Higher numbers of workers age 55 and older working and looking for jobs
  • Significant numbers of Americans are self-employed

US Economic Performance Requires Inclusive Employment

US economic performance is healthy with a forecast for continuing steady growth. Recent forecasts may not have taken into account the signing of the USMCA. This trade agreement may add significantly to the US economy’s future growth over the next several years. The United States International Trade Commission report, “U.S.-Mexico-Canada Trade Agreement: Likely Impact on the U.S. Economy and on Specific Industry Sectors” indicates the following:

  • S. real Gross Domestic Product (GDP) will rise by $62.2 billion (0.35 %)
  • S. employment will rise by 176,000 jobs (0.12 %)
  • Positive impact on U.S. trade with USMCA partners and rest of the world
  • Increases in wages, exports, employment, and output
  • Several industry sectors including manufacturing and services will benefit

What is Inclusive Employment?

Inclusive employment is often thought of with respect to individuals with disabilities. However, as noted by Johnny C. Taylor, Jr., SHRM-SCP, President and CEO of SHRM, the Society for Human Resource Management, an expansive definition of inclusion would cover many other individuals who may not have actual physical disabilities. A company that takes an expansive view of its workforce may dramatically increase the size of its prospective talent pool.

Individuals with Disabilities

The Professional Fellows Program on Inclusive Disability Employment notes that Inclusive Employment “…refers to individuals with disabilities working alongside their peers without disabilities in the competitive labor market (with access to the same benefits and career opportunities).”

  • Inclusive employment for individuals with disabilities provides many benefits for them:
  • Placement in a high-quality employment environment that may allow career advancement
  • Opportunity to become financially independent
  • Societal inclusion from an early age leads to acceptance and respect
  • Expands their range of skills, friendships, and interactions with others to help promote independence

A joint study by the Illinois Department of Commerce and Economic Opportunity and DePaul University identifies several benefits of workers with disabilities, including:

  • Participants with disabilities from the retail and hospitality sectors stayed on the job longer
  • Across all sectors, participants with disabilities had fewer scheduled absences
  • Retail participants with disabilities had fewer days of unscheduled absences

The U.S. Department of Education’s Office of Special Education and Rehabilitative Services has developed several resources to assist employers in developing inclusive employment practices. A new video on recruiting, training and employing individuals with disabilities highlights the success of CVS Health and their inclusive employment initiative.

Veterans

According to HRTechnologist, “When it comes to fostering diversity & inclusion (D&I) in the workplace, campaigns for hiring veterans are an absolute must-have.” Veterans often have many skills that are highly valuable to companies. As a result, an inclusive onboarding process for veterans and transitioning service members is a valuable resource for talent acquisition programs. Additionally, many veterans may also have service-connected disabilities. Many of these individuals share the same traits as able-bodied veterans, including:

  • Job-ready skills
  • Tested leadership abilities
  • Mission-focused work ethic

The U.S. Department of Labor promotes the hiring of veterans and inclusive employment initiatives with their Veterans’ Employment & Training Service (VETS) program. VETS helps veterans and service members that are leaving active duty in several ways:

  • Providing assistance to employers to find qualified transitioning service members and veterans
  • Employer Toolkit designed to assist and educate employers in their recruitment and hiring initiatives
  • HIRE Vets Medallion Program recognizes employers
  • Providing employment policy and compliance information for veterans and service members
  • Resources for Registered Apprenticeship programs to ensure those eligible can receive GI Bill benefits

Formerly Incarcerated Individuals

Individuals transitioning from incarceration to communities face challenges in finding employment. According to Prison Policy Initiative, the unemployment rate for formerly incarcerated people is nearly five times higher than the unemployment rate for the general United States population.

However, research also shows that companies with inclusive employment that promotes hiring of these individuals may benefit in several ways:

  • Military enlistees with criminal records were promoted more quickly and to higher ranks than other enlistees
  • Call center employees with criminal records had longer tenure and were less likely to quit
  • “Ban the box” laws prevent employers from asking about criminal histories on initial job application forms and require they make hiring decisions based on merit and the relevance of prior convictions to particular jobs results in hired applicants with criminal records who exhibit a lower turnover rate than those with no records

Research shows that companies can make a significant amount of money through an employee’s longer tenure. Turnover among staff costs companies a significant amount of money, time, and resources. Ultimately, employers should choose the candidate that is best for the job whether they have a criminal record or not.

Employers and Managers Support Inclusive Employment of Formerly Incarcerated Individuals

A survey conducted by the Society for Human Resource Management (SHRM) and the Charles Koch Institute (CKI) to better understand how people in the business community viewed hiring those with criminal records found:

  • 74% of managers are willing or open to hiring individuals with a criminal record
  • 84% of HR professionals are willing or open to hiring individuals with a criminal record
  • Over 80% of all groups surveyed are willing and open to working with individuals with criminal records
  • Only a small minority were unwilling to make the hire or work alongside these individuals

Companies such as Greyston Bakery in Yonkers, New York, have seen significant success with “Open Hiring®” and focusing on training and apprenticeship programs. The company has employed thousands of formerly incarcerated individuals.

Facility Programs Provide Valuable Skills to Support Inclusive Employment

Many individuals learn valuable job skills during their incarceration. For example, Unicor is the current name of the Federal Prison Industries program that was established by President Franklin D. Roosevelt in 1934. Unicor prepares inmates with job training and practical work skills for their successful reentry to the workforce.

Unicor notes there are several incentives and benefits available to companies that hire former offenders:

What Should Employers do About Inclusive Employment?

Employers should understand the value of inclusive employment. They should also consider examining their current corporate structures and employment situations as they relate to diversity and inclusion. Employers should determine how inclusive employment initiatives in talent acquisition and management may increase their ability to reach corporate objectives.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers through inclusive employment initiatives. As a result, our team can help your company by using industry best practices to design your relocation program. This will increase your company’s ability to attract and retain new employees with a focus on inclusive employment.

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 learn how inclusive employment can benefit your company’s recruiting, hiring, and relocation program, 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 Challenges Domestic Relocation Tips Domestic Relocation Trends Job Market Job Seekers Labor Force Talent Management Talent Mobility

Silver Tsunami: How Aging Workforce May Impact Relocation

Many companies in the United States are facing the effects of a silver tsunami in their workforce. In essence, this term refers to a company’s workforce increasing in age. As a result, older workers are becoming a larger and growing segment of employees. Companies often their leverage relocation program to meet corporate objectives. Therefore, they should examine the possible impact of a silver tsunami as it relates to their workforce.

How the Silver Tsunami may Impact Relocation

Transferees may utilize several elements of a company’s relocation program. Companies experiencing an increase in the age of their workforce could find many of their relocating employees need more or less benefits, depending on their specific circumstances. As the silver tsunami begins to change its workforce, companies should initiate a review of their relocation program to ensure it addresses those elements important to older workers. Many workers want to work after they retire from their main career.

There are three major areas that companies should consider as they review their relocation program:

1. Bridge Employment Opportunities Help Mitigate Silver Tsunami

“Bridge employment” refers to paid employment opportunities for older workers. These workers may be transitioning out of their current career, but are not yet leaving the labor force. As a result, bridge employment may help companies leverage the silver tsunami. Companies should consider designing relocation opportunities for older workers so they can share skills and knowledge in other locations as part of the company’s overall bridge employment strategy. The healthcare industry has seen success through leveraging relocation benefits to attract and retain talented and highly skilled employees.

Opportunities in bridge employment should nurture meaningful work so older workers feel their contributions are making a difference. Older workers report satisfaction in their job and meaning in their activities as the main reasons they remain in the workforce.

2. Flexible Work Arrangements

Companies that offer older workers some flexibility with their work schedules and setup are more successful with talent acquisition and employee retention. Companies examining the structure of work to respond to changes brought by the silver tsunami should be sure to insert flexibility. Many workers identify specific aspects of flexible work as integral to their most desired job, including:

  • Home-based work initiatives
  • Part-time positions
  • Scheduling flexibility
  • Travel opportunities

3. Constructive Relationships

Many employment opportunities provide workers with a chance to interact, support, and engage with their co-workers. Older workers identify constructive work relationships as their top preference for a good quality job.

Companies should examine their workplaces to ensure they meet the conditions necessary to foster constructive work relationships. These conditions include:

  • Creating manager and employee relationships that are strong and built on achieving goals
  • Defining clear and understandable roles and relationships
  • Designing the company’s structure for clear accountability and authority
  • Focusing on social skills to enhance interpersonal relationships
  • Offering work systems and procedures that are effective and productive
  • Setting employee expectations and accountability

What Should Employers do About the Silver Tsunami?

Employers should review hiring plans and work structures to leverage the positive effects of the silver tsunami on their workforce. They should also benchmark their relocation policy to ensure it reflects industry-leading best practices. Companies should understand their industry’s competitive relocation landscape so they can design a policy that will attract highly skilled talent. Transferees that are willing to relocate for a bridge employment opportunity should have a range of relocation benefits. Also, these benefits should be designed to meet their expectations.

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. For example, employers can learn how benefits provided for older workers in their relocation program will help them leverage the silver tsunami as it leads to workplace changes.

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 changing employee demands due to the silver tsunami.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to leverage changing workplace dynamics to meet corporate objectives. Our team can help your company design a relocation policy with industry-leading best practices. As a result, your company will attract and retain talented and highly skilled employees that are part of the silver tsunami.

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

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

Contact our experts online to discuss how the silver tsunami may impact your company’s corporate objectives, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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

In the 2020 USA Job Market, Which Cities are the Best Places to Find a Job?

A scene from Downtown Scottsdale at dusk with a canal and reflections in the foreground. Scottsdale is part of the Phoenix Metropolitan area.

The 2020 USA job market is poised to continue its unprecedented growth. According to the U.S. Department of Commerce Bureau of Economic Analysis, the nation’s economic performance continues to perform strongly. The USA’s Gross Domestic Product (GDP) rose in the 4th Quarter of 2019 by 2.1%. Economists continue to forecast a future economic outlook of steady growth. This continuation of economic growth without negative impacts appears to be a “Goldilocks Economy.” Features of such an economy include:

  • Growth is not too hot to cause inflation
  • Growth is not too cold to create a recession
  • The ideal growth rate of 2-3% is in effect

The 2020 USA Job Market Benefits Cities Poised as Technology and Innovation Centers

2020 will see several job market trends impacting cities. Some of these trends include adoption of advanced technology, increasing global connectivity, and a workforce that continues to rise in average age. Cities that are positioned as technological innovation centers should gain significantly as corporations grow and their employee workforce expands.

Some forecasters predict that Artificial Intelligence (AI) will negatively impact jobs. PricewaterhouseCoopers published a report identifying several professions that may see significant impacts from AI, robotics, and similar technologies, including:

  • Bank Positions
  • Factory Jobs
  • Financial Services
  • Office Staff

However, all of these advanced technologies in turn create new employment opportunities. Employees who are comfortable with technology and rapid change should anticipate many new challenges and paths for future career growth.

What Characteristics do the Top 10 Cities in the 2020 USA Job Market Share?

The top 10 cities in the 2020 USA job market share several characteristics. Many of these cities exhibit several of the following traits:

  1. Business-friendly policies and incentives
  2. Pleasant climate and moderate weather
  3. Access to a wealth of amenities
  4. Significant job growth
  5. Highly educated and skilled local workforce
  6. Centers for technological innovation
  7. Close to other centers of employment

What are the Top 10 Cities in the 2020 USA Job Market?

According to WalletHub (the first website to offer free credit scores, reports, and additional financial information for consumers), the top 10 Cities in the 2020 USA Job Market are:

  1. Scottsdale, AZ
  2. South Burlington, VT
  3. San Francisco, CA
  4. Austin, TX
  5. Fremont, CA
  6. Chandler, AZ
  7. Boston, MA
  8. Tempe, AZ
  9. Portland, ME
  10. Boise, ID

Several cities from the 2019 ranking fell out of the top 10 ranking. These cities are:

  • Columbia, MD
  • Orlando, FL
  • Colorado Springs, CO
  • Plano, TX
  • Washington, DC

Conversely, several cities rose into the top 10 ranking. These cities are:

  • South Burlington, VT
  • Austin, TX
  • Fremont, CA
  • Tempe, AZ
  • Boise, ID

Scottsdale, Arizona and the 2020 USA Job Market

Scottsdale is the top city in the 2020 USA job market. This is the 2nd year in a row that Scottsdale has achieved the top spot in this ranking. In fact, two other Arizona cities are also in the top 10: Chandler is #6 (up from #10 in 2019), and Tempe is #8 (up from #14 in 2019).

WalletHub notes two significant factors that are driving Arizona cities to the top 10 ranking:

  1. Employment Growth
  2. Large Share of Engaged Workers

South Burlington, Vermont and the 2020 USA Job Market

South Burlington, VT rose to the #2 spot in 2020, from its #11 spot in 2019. Part of this rise is attributable to Vermont resident’s own migration patterns. Many Vermonters are relocating from remote locations to this metropolitan area.

Vermont as a whole is a small state, and South Burlington has an estimated population of over 19,000 residents. By comparison, Scottsdale has an estimated population of over 255,000 residents. Maricopa County in Arizona (where Scottsdale is located) added over 80,000 residents in 2018.

The University of Vermont’s location in Burlington helps draw residents to the city. Up to a third of Burlington’s residents are in their 20’s. As a result, this makes the city’s population much younger than the rest of the state. Residents are drawn to Burlington for quick and easy access to a wide range of urban amenities, such as:

  • Educational Opportunities
  • Fine Arts
  • Health Resources
  • Jobs
  • Public Transportation
  • Restaurants

What Does This Mean?

Job seekers in the 2020 USA job market should look at several Arizona cities as top places to find a job. Most of the job opportunities in Arizona are in the Phoenix metropolitan area. The leading job sectors in this area include:

  • Construction
  • Education and Health Services
  • Professional and Business Services

Several other cities in the USA are also great places to find a job. Job seekers have a wide variety of locations to consider when looking for a job, from Idaho to Vermont, and from Texas to Massachusetts. Employees looking for jobs should consider looking into the cities that rank high as a best place to find a job.

What Should Employers in the 2020 USA Job Market do?

Employers currently in a city that ranks as a best place to find a job should examine their hiring needs and identify candidates using pre-hire assessments. They should work with a qualified Relocation Management Company (RMC) that can provide a full range of pre-decision services.

Employers may consider relocating new hires or transferees to fill positions in these vibrant cities. They should provide transferees and their family members with as many valuable resources as possible to help increase relocation success.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients understand how to fill positions in the 2020 USA job market. Our team can help your company understand how to use pre-hire assessments to identify qualified candidates. Also, we can help your company design a relocation program following industry best practices that results in higher relocation success rates and greater transferee and family member satisfaction.

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

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

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s need to fill 2020 USA job market positions, 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.

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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

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

1.800.617.1904
Available 24/7/365

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