Category: Relocation Challenges

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Skills-Based Immigration Plan in United States on Target for 2020’s FY 2021 H-1B Visa Lottery Process

visa application - approved

The Trump administration’s skills-based immigration plan is on target for implementation in 2020 and will impact the FY 2021 H-1B visa lottery process. Acting Director of U.S. Citizenship and Immigration Services (USCIS) Kenneth Cuccinelli II notes the immigration system is for the benefit of the nation. According to Cuccinelli, the approach is to improve the economy and the nation’s overall experience with immigration.

Basic Elements of the Skills-Based Immigration Plan

The Trump administration’s approach is similar to other points-based systems in use by countries such as Australia and Canada. The new merit-based plan provides opportunities for immigrants provided they have:

  • Specific skills sets
  • Current job offers

The administration’s goal is to increase the number of legal immigrants who are selected based on skill from 12% of the total to a much larger 57%. These immigrants must also meet the following requirements:

Of particular note, the administration believes that modernizing the current immigration process will create a fair system. As a result, the new skills-based immigration plan will promote equality and opportunity for all. The administration believes giving preference to skills over family ties increases the country’s competitiveness. Also, the approach gives the needs of employers and the skilled employees they seek higher priority over other immigrants.

H-1B Visa Lottery System Online Registration System Also on Track for 2020 Implementation

Cuccinelli also notes the USCIS’ new online H-1B visa lottery registration system, currently in testing, should be ready for use in 2020 as well. The new online system requires petitioners seeking to file H-1B cap-subject petitions, including any that are eligible for the new advanced degree exemption, to use the online system and register with USCIS. Petitioners must pay a $10 fee for every petition they submit that is subject to the H-1B cap.

What Does the Skills-Based Immigration Plan Mean for Your Company?

HR teams that are looking to hire foreign national employees through the H-1B visa lottery system should investigate and understand the new system’s requirements. The Trump administration’s skills-based immigration plan along with the new online registration tool and fees may present significant challenges without sufficient preparation.

HR teams should start the process of identifying employees that may be subject to the H-1B visa lottery cap as soon as possible. This with help ensure they can submit applications at the start of the lottery through the new online registration system.

Where Should You Start?

Global Mobility Solutions has a team of global relocation experts who can help you with the new FY 2021 H-1B visa lottery process. Our team’s knowledge and access to visa and immigration resources is without match in the relocation industry. As a result, we have helped thousands of companies with the H-1B visa lottery process reach successful results.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients prepare for the H-1B visa lottery. Our team can help your company understand the new skills-based immigration plan and fully prepare for the new FY 2021 H-1B visa lottery process.

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

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 more about the new skills-based immigration plan and the FY 2021 H-1B visa lottery process, 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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Travel Ban Expansion is Under Consideration by Trump Administration

Smiling young woman traveling by bus and using smart phone

The Trump Administration is considering a travel ban expansion. The travel ban arose through Executive Orders and Presidential Proclamations. Presidential Proclamation 9645 suspends entry of foreign nationals into the United States from countries that fail to meet minimum requirements for immigration vetting and screening. The Supreme Court upheld this Proclamation. The Trump Administration believes it is the President’s duty to take action to ensure the safety of the American people.

Countries Currently Covered by Travel Ban and Expected to Continue with Travel Ban Expansion

Currently, the travel ban in place covers seven countries:

  1. Iran
  2. Libya
  3. North Korea
  4. Somalia
  5. Syria
  6. Venezuela
  7. Yemen

There are several points of concern for the Trump Administration with respect to these countries. Issues include deficiencies on management of identities, ability to share information, and various practices and protocols that do not meet minimum requirements to ensure the security of the United States.

Countries That May Be Included in the Travel Ban Expansion

As reported by The Associated Press, up to seven additional countries may be included in the travel ban expansion. These countries might include several that had been noted in earlier iterations of the current travel ban, but were later removed ostensibly to withstand legal objections. Countries that had been noted in the original travel ban but were later removed include:

  1. Chad
  2. Iraq
  3. Sudan

What Does This Mean?

Companies with facilities located in countries that are included in the travel ban expansion may face delays or new requirements for transferees and their family members. Companies that have employees originating from these countries may need to provide additional assistance on issues related to family support services.

Many countries currently included in the travel ban have economies operating on a sub-par or extremely uneven level, as compared to other countries experiencing economic growth. Often these countries face difficult issues including military conflicts and significant out-migration. For example, select metrics show the following economic performance for Iran, Venezuela, and Yemen, all currently included in the travel ban and likely to continue with the travel ban expansion:

Iran Economy

 2015201620172018
GDP (USD bn)$44.$392$424$459
Economic Growth4.6%-1.3%13.4%3.8%
Inflation Rate14.3%8.4%8.2%7.2%
Public Debt (% of GDP)11.8%38.4%47.5%39.5%

Source: Focus Economics

Venezuela Economy

 2015201620172018
GDP (USD bn)$212$324$279$144
Economic Growth-3.9%-6.2%-17.0%-15.7%
Inflation Rate68.5%181%274%863%
Public Debt (% of GDP)28.5%74.7%92.3%–

Source: Focus Economics

Yemen Economy

 2015201620172018
GDP (USD bn)$33.2$26.7$24.8$28.0
Economic Growth-10.6%-30.3%-14.8%-5.9%
Inflation Rate8.2%12.0%-12.6%24.7%
Public Debt (% of GDP)48.7%54.9%68.0%76.2%

Source: Focus Economics

What Should Employers Impacted by the Travel Ban Expansion do?

Employers should keep informed about the upcoming travel ban expansion. They should also review the extent of the company’s operations in these countries. They should determine the number of employees that may be impacted by the travel ban expansion and develop communication plans that address points of concern for employees and their family members.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with visas, work authorizations, and travel documentation requirements. Our team can help your company understand how to prepare for the upcoming travel ban expansion.

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 your company can prepare for the travel ban expansion, 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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Relocation Best Practices Relocation Challenges Relocation Policy Review Relocation Programs

Year-End Relocation Expense Reconciliation: How You Should Prepare

Companies with relocation programs should prepare for their year-end relocation expense reconciliation. The relocation program may have several parts that flow into multiple departments and functions such as Accounting, Human Resources, Travel, and Tax. Therefore, thorough preparation is critical to capture all relevant information. Approaching this requirement with sufficient attention to detail will help ensure data accuracy and on-time reporting.

GMS recommends companies follow best practices for their annual reporting processes. There are five steps companies should take to ensure a positive result.

5 Steps to Prepare for a Year-End Relocation Expense Reconciliation 

1. Create a Checklist for the Reconciliation

To start this process, begin writing a checklist. This checklist should include all of the information that accurate reporting requires. The checklist items should include several of the following data points:

  • Compensation data
  • Employees receiving tax filing services (those on the tax eligibility list)
  • Equity
  • Imputed income
  • Salaries/Wages
  • Taxes

Dates that are important for the year-end relocation expense reconciliation should be noted, such as:

  • Early cutoff dates
  • Due dates to receive data
  • Reporting deadline dates
  • Tax filing deadline dates

2. Schedule a Year-End Relocation Expense Reconciliation Preparation Meeting

Be sure to include representatives from all departments that must provide data for the reconciliation. Vacation time and holidays may impact work schedules, especially in the month of December. As a result, schedule this meeting to allow plenty of time for employees to learn what their role in the process is, what is needed from them, and to let them prepare the necessary data for reporting.

This meeting provides an opportunity to communicate expectations, as well as to develop relationships with colleagues who can assist with future year-end relocation expense reconciliation processes.

3. Confirm Data Accuracy

Companies should confirm all of the data that is reported for the reconciliation is accurate. Accurate accounting systems and processes should be in place to confirm data that is shared for the review. This step is absolutely vital to the entire process, as incorrect data could result in errors and additional costs. Data that should be confirmed includes:

  • Addresses
  • Benefits
  • Personal time (sick days)
  • Salaries/Wages
  • Social Security numbers
  • Tax ID numbers
  • Vacation time

Companies should ensure a thorough review of this data. An internal audit accountant might be helpful to confirm the accuracy of this data.

4. Finalize the Data to Prepare for Reporting

This step is to ensure the data includes all final reports through the end of the reporting period. Templates and sheets for the year-end relocation expense reconciliation may include blank lines or empty cells with highlights to note future data entry. For example, final year-end payroll figures may not be known until late December. All of this data should be stored on a server that is secure and continually backed up for easy retrieval if necessary.

5. Submit Reports

Confirm the reporting deadlines for every country that requires a report. Different groups of assignees or transferees may need to be further segregated for specific reporting requirements by tax reporting organizations. Whenever possible, send data early and confirm receipt. Note the final tax payment due dates for the year, and arrange for the payments.

What Does This Mean?

Companies should follow best practices to ensure accurate and on-time reporting for their year-end relocation expense reconciliation. By following best practices to confirm data and important dates, companies can avoid costly errors, expensive rework, and rush projects.

What Should Employers do About Their Year-End Relocation Expense Reconciliation?

Employers planning for their year-end relocation expense reconciliation should work with a qualified and experienced Relocation Management Company (RMC). RMCs will have knowledge that can assist companies in understanding all of the important parts of a reconciliation. They can also share recommendations and guidelines to ensure data verification and timely reporting processes. Companies should request an audit of their year-end relocation expense reconciliation to ensure they have a robust process.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients with reviews of their reconciliation processes. Our team can help your company understand how to design a year-end relocation expense reconciliation that follows industry best practices to ensure data accuracy and on-time reporting.

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 request an audit of your year-end relocation expense reconciliation, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation program audit

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Domestic Short Term Assignments: What You Should Know

Many companies are using domestic short term assignments to strategically respond to corporate growth initiatives. Some business opportunities may only require a limited focus for a specific length of time. Often companies have current employees with knowledge and experience who can effectively contribute in various capacities. The IRS defines a temporary assignment or job as lasting for one year or less.

For example, the healthcare industry increasingly uses domestic short term assignments. These roles help the industry meet the challenge of hiring and keeping talent with high levels of skills. Many of these employees enjoy going to new locations on a regular basis and thrive in the excitement and adventure of domestic short term assignments.

By leveraging its current pool of talent, a company can quickly respond to changing priorities. Also, it can place a greater focus on growth initiatives rather than recruiting for new hires.

What are the Benefits?

Company Benefits of Domestic Short Term Assignments

There are many benefits for companies that can leverage domestic short term assignments. Issues relating to skills, training, and costs can be effectively addressed, often without having to incur significant costs:

  • Easier to Attract Talent Interested in Challenging Assignments
  • Gap in Skills is Effectively Closed as Employee Fills Role and Provides Training
  • Productivity Increases
  • Talent Acquisition Costs are Reduced or Eliminated

Employee Benefits of Domestic Short Term Assignments

An employee who fills a short term assignment also benefits in several ways. Often, the employee gains problem-solving skills and they will increase their ability to communicate across the organization. From a teamwork standpoint, the employee may inspire others to participate in finding solutions:

  • Experience Increases
  • Leadership Potential Rises
  • Morale Increases with Recognition for Assignment and Achievement
  • Network of Mentors and Peers Expands

What Does This Mean?

Companies that offer domestic short term assignments often gain a significant number of benefits. They can respond quickly and effectively to changing business priorities. Additionally, they can save talent acquisition costs and close skills gaps with placement and training.

Employees also gain many benefits by taking these positions. Their skill levels increase, and they can expand their network of mentors and peers in the organization. As a result, their leadership potential rises and their productivity increases.

What Should Employers do About Domestic Short Term Assignments?

Employers with transferees that fill domestic short term assignments should work with a qualified and experienced Relocation Management Company (RMC). Often the company’s relocation policy focuses on benefits and programs for employees and family members moving to a new location.

However, employees that fill domestic short term assignments will need a different range of benefits and support, since they will return to their home after the assignment is complete. They may need assistance with travel, temporary housing options, or transportation solutions while at the new location.

Companies should review their relocation policy to ensure it follows industry best practices for relocation benefits provided to employees who take domestic short term assignments. GMS tailors each client’s program based on specific budgets, needs, and compliance. As a result, clients can offer an industry-leading relocation program designed to fully meet the needs of these employees. This helps ensure successful assignments and increases employee satisfaction.

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 domestic short term assignments in their relocation program compare to those offered by competitors in their specific industry.

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

Conclusion

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

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

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

Contact our experts online to discuss how your company can leverage domestic short term assignments to meet corporate objectives, or give us a call at 800.617.1904 or 480.922.0700 today.

Domestic Short Term Assignments Button

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What do Relocating Employees Moving with Children Need to Know?

Many relocating employees who are looking for a home are moving with children. According to the United States Department of Labor Bureau of Labor Statistics, over 33.6 million US families include children under the age of 18. Transferees are more likely to have a successful relocation if spouses, partners, and family members also support the decision.

What is Important for Families Moving with Children?

The National Association of Realtors® Research Group published a new report, “2019 Moving with Kids.” As a result, the findings show that among families moving with children:

  • 50% consider a neighborhood’s distance to neighborhood schools
  • 53% consider a neighborhoods’ school district quality
  • 86% purchase their home with assistance from a real estate agent

Therefore, relocating employees moving with children are likely to have these same considerations. As a result, companies should provide Pre-Decision Services for transferees to help them learn about their new relocation assignment.

Pre-Decision Services for Relocating Employees Moving with Children

Candidate assessments and family pre-decision evaluations help companies determine the relocating employee’s expectations about their new role and their level of skills. These assessments also highlight the candidate’s personal qualities, their family situation, and their financial readiness for the relocation. Specific points that are important to all family members including children should be part of this pre-decision evaluation.

The types of information that companies can provide to transferees moving with children for their decision-making process include:

  • Community highlights and detailed information for the local area
  • Tours of communities to help employees and family members become familiar with the area
  • School information and reports on schooling options
  • Cost estimates to cover all aspects of the household goods moves.
  • Comparison of the cost of living in the new location
  • Home sale information including market analysis

By providing helpful information, the organization gains several benefits including:

  • Higher job acceptance rates, satisfaction, and engagement
  • Greater budget accuracy
  • A reduction in policy exceptions
  • Significant cost savings

Also, employees and their family members gain several benefits as well:

  • Dedicated consultant as their point of contact
  • Expert counsel and assistance for all of their relocation process
  • Career and other support services for spouses and partners

What are the Questions a Realtor® asks Relocating Employees?

As noted in the NAR report, relocating employees moving with children are likely to work with a real estate agent for their home buying process. Transferees who work with a Realtor® should be ready to answer questions that will help guide the search for their new home. Some of the top questions a Realtor® asks relocating employees moving with children focus on what is most important to their home decision. Knowing that children are part of the family helps the Realtor® understand important questions to ask. The answers will provide the Realtor® with valuable insight as to the buyer’s objectives, including those of their children.

Tips to Help Relocating Employees Moving with Children Prepare for the Move

Relocating employees moving with children should prepare them for the move. An important part of this preparation is communication. Engage children early, and share as much about the move and the new location with them as possible. This will help ease the children’s minds, and help them feel important to the process. Consider giving them things to do to help them participate in the move if they are able and willing. Activities such as helping unpack, choosing colors, and deciding where their things should go are important to them. As a result, this will give children a sense of ownership and belonging. Help children learn how to meet people in their new surroundings by practicing conversation. Also, teaching games that other children play in their new school will help them build skills and expand their social network.

What Should Employers do For Relocating Employees Moving with Children?

It is important for employers with relocating employees moving with children to be sure to include the entire family in the relocation process. Pre-Decision Services should have full family participation so every member can feel they are an important part of the process. Family support is critical to the success of relocations. In our Case Study on Educational Institution Relocation Programs, we describe how our client was losing new hires due to a lack of spouse and partner career support.

The rise in demand for spouse and partner assistance shows how important family concerns are to transferees. Relocating employees moving with children often will also be moving with pets. Companies that also show consideration for the needs of a family’s pets will demonstrate their commitment to the employee and their family’s welfare.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how best to help relocating employees moving with children. Our team can help your company understand how to use family pre-decision services to identify matters of importance to all family members. As a result this will help ensure a smooth and success relocation process for the transferee and their family members.

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

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

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 how your company can enhance the relocation experience for employees moving with children, or give us a call at 800.617.1904 or 480.922.0700 today.

 

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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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Australia Migrants to be Cut in New Plan

Circular Quay Sydney taken from the Sydney Harbour Bridge just after sunset showing the Sydney Opera House on the left.

In a bid to reduce migration, Australia migrants will face a new cap. The nation will cut its current cap on migration by 15%. This cut will lower the annual number of migrants in Australia. Currently, the cap is 190,000 places.

Elements of the new plan’s cuts include:

  • Total migration number reduced from 190,000 to 160,000
  • 15% cut in total migration
  • 160,000 figure matches 2017-2018 migrant intake

Several Australia Migrants Must Live Outside Major Cities

A significant point in the new plan to cut migrants relates to their location. Up to 23,000 migrants under a new skilled visa will need to live and work in regional Australia for three years prior to gaining permanent residence. These migrants will not be able to live in Melbourne, Perth, Sydney, or the Gold Coast. In these cities and locations, the nation’s infrastructure is seen as overused and at capacity limits.

Regional Australia are those parts and destinations of the nation that are not a traditional tourist destination like Sydney or Melbourne. Migrants entering under this new skilled visa will need to live in work in cities such as Alice Springs, Kalgoorlie, and Wagga Wagga. Previously, migrants would gravitate to the most desirable cities in the nation. Now, a significant number of migrants must disperse to outlying areas. There are several reasons behind this new requirement:

  • Providing employees for regional job openings
  • Managing stress on infrastructure
  • Reducing congestion in cities
  • Removing traffic chokepoints

Current System Assesses Potential Australia Migrants by Skills

The nation’s current points system assesses potential Australia migrants according to their skills. This assessment helps the nation determine if the migrants fill a need for specific workers. Also, migrants must pass a character test and health screening. Australia migrants who desire to become citizens must also pass an English-language test covering topics such as Australia’s history, the values of the people, and the nation’s constitution.

Australia Migrants Breakdown

Under the new 160,000 cap, Australia migrants represent two distinct categories:

  1. Migrants sponsored by family members, 30% of the cap or 48,000
  2. Skilled workers, 70% of the cap or 112,000

Additionally, refugees who are resettled to Australia represent 18,750 places in addition to the 160,000 cap.

What Does This Mean?

Australia migrants will face a reduction in places for entry into the nation. Some migrants may qualify for the new skilled visa that requires them to reside in regional Australia. Similar entry requirements will remain in place, including skills assessment, character test, and health screening.

What Should Employers do About the Cap Reduction on Australia Migrants?

Companies currently looking to hire foreign workers in Australia should be aware of the cap reduction on Australia migrants. They should examine their hiring plans to determine the impact the cut may have on their corporate objectives. Companies should work with a qualified Relocation Management Company (RMC) that can provide assistance with relocation and visa program requirements.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients determine how to design their relocation and visa programs to meet country-specific requirements. As a result, our team can help your company understand how to mitigate the effects of the cap reduction on Australia migrants.

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

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

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation and visa programs as they relate to Australia migrants, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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What are the Top 5 Points a Company Planning to Relocate Should Consider?

A company planning to relocate is usually doing so for several reasons. Some companies operate through extensive planning processes and may have short term objectives as well as long term objectives. When considering a corporate relocation, companies must examine several major factors that will impact their decision. Sometimes these major factors have been known to the company, especially if they experience challenges in talent acquisition and management.

Major Factors that Lead Corporate Relocation Efforts

1. Quality of life considerations for their employees.

This encompasses a wide variety of issues including housing and tax costs, commuting times, access to social and educational venues, and environmental concerns. Opportunities for spouses and partners are critically important for relocating employees to ensure success. Family matters and career support for spouses should be a part of any corporate relocation initiative.

2. Workforce issues such as being closer to employees with the necessary education and technical skills.

Companies seeking to hire talented employees often prefer to be near a locale that has a large talent pool of viable candidates for job openings and growth opportunities.

3. Upgrading facilities and equipment is an important factor for any company planning to relocate.

Some companies currently operating in outdated facilities may be at a competitive disadvantage. Their competitors may have newer facilities with access to new technology, high-speed communication, and other updated amenities. As such, the company can easily upgrade facilities and equipment during a relocation.

4. Access to new markets is a major factor for corporate relocation.

The ability to reach new clients and gain exposure in a new location can help a company reach corporate objectives quickly and successfully. In some cases, a corporate headquarters move is made to provide greater access to capital and financial decision makers. Many large companies have facilities in various locations to gain unique advantages specific to those areas.

5. Cost considerations may be a factor in some corporate relocations.

Many companies take the cost of a location into account. They want to assure continued success as they respond to rising costs and increasing competition

Once a company planning to relocate reaches a decision, there are many points to consider. As it plans for a corporate relocation, a company should consider each point to ensure it is fully aware of potential issues, plans are in place, and preparations are sufficient to ensure a smooth relocation experience.

Top 5 Points a Company Planning to Relocate Should Consider

1. A project team should be in place to plan the relocation.

There are many aspects to consider. Several elements in corporate relocation may take a considerable amount of time for review, discussion, and formulation of plans. Companies considering a corporate relocation should have a written plan. Also, they should review this plan for accuracy to ensure it meets stringent corporate, customer, legal, and operational requirements. Important consideration should be given to the relocation budget. Companies should be fully aware of all the costs their corporate relocation will incur.

2. Contingency planning should be an integral part of a company’s corporate relocation plan.

Outside factors such as weather may severely impact the ability to move people and equipment in a timely manner. For each contingency, companies should identify a proper protocol to ensure the relocation goes back on track as soon as possible.

3. Disruptions may occur.

Proper planning should include a review of backup systems for information networks, customer communications, and employee outreach. In all cases, everyone should have a way to contact the company to ensure business remains ongoing during the relocation.

4. Technology systems are usually the most critical component for a company to consider during a relocation.

Connectivity, security, adequacy of backups, and ability to restore systems should be reviewed to ensure full compliance with corporation needs, customer requirements, and business continuity plans.

5. Communication is a key point for any company planning to relocate.

A company planning to relocate must ensure employees, customers, vendors, and others receive information about the move. Often this is a good opportunity for positive Public Relations (PR) efforts that can highlight the corporate relocation’s benefits in many ways, while giving the company greater exposure to tout their growth and initiatives. Companies should consider the audiences that will receive their message. They should also determine how they will express the traditional PR messages of who, what, where, how, and when.

What Should a Company Planning to Relocate do?

A company planning to relocate should identify all of the factors leading to the corporate relocation decision. Also, the company should consider all of the Top 5 Points that may impact the relocation. Companies considering a corporate relocation should work with a qualified Relocation Management Company (RMC) that has knowledge and expertise in all of the planning and processes inherent to relocation. Corporate relocation experts provide valuable insight. As a result, they can help a company’s corporate relocation process run smoothly, quickly, and with the least amount of disruptions. Engaging a Relocation Management Company early in the process will ensure a company has a knowledgeable partner that can guide them through all phases of the corporate relocation.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop plans and processes to ensure a successful and efficient corporate relocation. As a result, our team can help your company planning to relocate understand how to proceed with a corporate relocation. This will keep your company operating at top capacity before, during, and after the relocation.

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

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

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

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What are the New Real Estate Business Models?

What are the new real estate business models? Global Mobility Solutions’ 2019 Forum included a presentation by Ken Jenny, Executive Director, tranCen.com, Inc. Ken is an expert in the residential real estate industry. He has over 38 years of diverse and progressive experience in brokerage, MLS, franchising, online marketing, business processes, and technology. This experience includes an emphasis on executing tangible ways to improve the consumer real estate experience. From being a real estate agent to a corporate executive to an independent industry advisor, Ken has examined and designed effective change strategies for nearly every aspect of the residential real estate industry. Ken’s relentless consumer-first thinking addresses the ever-changing challenges facing the industry today.

Ken’s previous positions include the COO of Coldwell Banker Residential Affiliates, the CMO of Prudential Real Estate, and the CEO of RealEstate.com. Ken introduced attendees to new real estate business models and their implications for business and consumers.

What do New Real Estate Business Models Look Like?

Ken noted how new real estate business models differ from the current real estate business models. In effect, these new models offer custom solutions to what they perceive as the customer’s pain points in the current business models. Several key differences include:

  1. Easier processes for the seller
  2. One buyer (the alternative company) to work with
  3. Increasing the speed to closing

In Global Mobility Solutions’ White Paper: 2019 Industry Update – Talent Mobility, Real Estate, Household Goods, and Immigration, our experts explain these key differences in further detail. A full review of the many aspects of using a licensed and experienced Listing Agent are presented. These aspects are then compared to using an alternative company. A few important points to note about new real estate business models include:

  • Homes often must meet several restrictive criteria
  • The alternative company is the only buyer
  • Offers are negotiated using online real estate data
  • Closing statement is net of service fees (averaging 6.5%), inspection costs, and repair costs

As a result, our team of real estate experts developed the following guidelines. These guidelines are helpful for sellers who may be considering using a new real estate business model:

Sellers may want to use an alternative company and not a Listing Agent if they:

  1. Are not cost conscious.
  2. Desire to choose their own closing date.
  3. Feel comfortable relying on online real estate data.
  4. Are willing to market their home to only one buyer (the alternative company).

Sellers may want to use a Listing Agent and not an alternative company if they:

  1. Are cost conscious and seeking to lower any repair costs.
  2. Are able to work with a closing date negotiated with a Buyer, contingent on several components including appraisals and financing.
  3. Prefer a licensed professional appraiser to determine the value of their home.
  4. Desire a licensed real estate professional to negotiate the sale of their home for top dollar.
  5. Feel comfortable relying on a licensed and experienced personal representative that looks out for their best interests.

How are the Best Real Estate Companies Responding to New Real Estate Business Models?

Global Mobility Solutions chooses to work with the “best of the best” in our partner networks. In real estate, our partners must consistently meet stringent service levels. They must also deliver exceptional customer satisfaction as measured by customer surveys. As a result, GMS real estate partners provide unparalleled levels of service and satisfaction to our clients and their relocating employees.

These partners combine the best aspects of the current business model with the best features of the new real estate business models. As a result, they are able to deliver truly outstanding outcomes for our clients and their transferees. In order to enhance current marketing programs, GMS partners may use Virtual StagingTM to provide 24/7 access to homes without any inconvenience to the current owner. To speed the closing process, GMS partners may use Electronic Closing Platforms (eClosing). These platforms include features such as remote online notarization and eSignatures. GMS real estate partners offer a “restomod” approach to their real estate businesses, incorporating the best aspects of traditional real estate business models and the best aspects of new real estate business models.

What Does This Mean?

Companies that encourage transferees to buy instead of rent should be sure to provide their relocating employees with the best service in the industry. By using a combination of traditional and new real estate business models, the GMS real estate partner network delivers outstanding performance. Transferees with home sales and purchases will gain the advantages of advanced technologies and faster processes. They will also retain all the benefits of working with licensed and experienced real estate agents.

What Should Employers do About the New Real Estate Business Models?

Companies should work with an experienced and knowledgeable Relocation Management Company (RMC). RMCs provide extensive solutions when it comes to relocating new hires and transferees who need to sell and buy homes using new real estate business models. Companies should review their relocation programs. This will help ensure they have a competitive advantage. Also, it will ensure their program provides the highest level of relocation benefits and services for their employees.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how they can provide exceptional real estate services to their new hires and relocating employees. Our team can help your company understand how to leverage the benefits of a partner network that represents the “best of the best” in the real estate industry for your transferees.

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

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

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss new real estate business models, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Overcoming Challenges in Relocation Programs

How can a company excel at overcoming challenges in relocation programs? Global Mobility Solutions’ 2019 Forum included an inspiring presentation by Eric McElvenny, a military husband and proud father of three children. Eric graduated from the United States Naval Academy in 2006. Following his graduation, Eric had the privilege of serving 7 years in the United States Marine Corps. Eric’s final military deployment was to Afghanistan. On this deployment, Eric was wounded during combat operations when he stepped on an improvised explosive device (IED). This injury led to a new journey into triathlon racing.

Eric shared his story from the military to the finish line. Also, he presented the habits we can use to embrace life’s challenges. When not training and speaking, Eric can be found with his family in Pittsburgh, Pennsylvania.

What are the Challenges in Relocation?

Eric described many challenges he faced, including learning a new career and finding his inner strength to complete his first Iron Man Triathlon in 2013, held in Hawaii. His story was insightful, and he was given a standing ovation by the grateful attendees.

In relocation, the challenges may not be as daunting as learning a new career or competing in a triathlon. However, an experienced Relocation Management Company (RMC) will have the knowledge and expertise to help your company excel at overcoming challenges in your relocation program.

Overcoming Challenges to a Location

Your company may have several locations. What if one of the locations is in a remote or challenging area? Helpful information about the location will be key for new hires and transferees to make the decision to relocate. Our global relocation experts present five specific tips to help move employees to remote and challenging locations:

  1. Pre-Decision Services Including Candidate Assessment and Expectations
  2. Community Tour of the Location During Interview
  3. Include the Family
  4. Offer Spousal or Partner Assistance
  5. Destination and Video Spotlights for Challenging Locations

Using these five tips can help a company communicate the many benefits new hires and transferees can expect with their relocation.

Recruiting Top Talent in a Tight Job Market

Talent acquisition can be challenging for any organization. During a tight job market, competition for qualified candidates makes recruitment efforts even more difficult. Overcoming challenges in talent acquisition during a tight job market is key to an organization’s ability to grow and meet strategic corporate objectives. Several points in relocation can help companies recruit top talent:

  1. Leverage Social Media
  2. Pre-Decision Services to Identify Concerns and Issues Prior to Relocation
  3. Leverage Relocation Package in the Hiring Process
  4. Policy Exceptions for Relocation Packages
  5. Increase Compensation Where Necessary for Highly Skilled Talent

Beyond the challenges of a tight job market, industries facing a skills gap also benefit from these tactics. Global relocation to fill positions requiring a high level of skill has become a solution for several industries including healthcare and information technology services.

Overcoming Challenges in Retaining New Hires

As difficult as it is to acquire talent, companies must address retaining new hires and overcoming challenges that result in failed relocations. In our newly published Case Study on Educational Institution Relocation Programs, we note several reasons why our client, a university, was losing new hires.

The overarching challenges for our client located in a small city in the eastern part of the United States:

Spouses were feeling left out of the decision-making process. As a result, many dual career couples that moved to the campus had a difficult time adapting if there was no job for the spouse. Also, recruiters could not help the hiring manager determine how to budget for the relocation. The institution’s decentralized approach provided no insight as to the overall relocation spend across the university.

Our team identified seven specific points for our client’s relocation program:

  1. Act as the university’s knowledgeable partner
  2. Provide superior local area information to highlight desirable aspects of the area
  3. Engage with candidates during pre-decision
  4. Create full accounting and tracking systems
  5. Implement satisfaction surveys
  6. Measure time for acceptance rates before and after program
  7. Provide information on all aspects of the relocation including tax impacts

By creating a relocation program that covers all of these points, our client experienced a measurable increase in new hire retention and transferee satisfaction. They also experienced a reduction in overall relocation costs. Overcoming challenges in new hire retention helps organizations direct more resources toward their strategic objectives.

What Does This Mean?

Companies faced with overcoming challenges in their relocation programs should examine the areas that will improve their transferee’s experience. By enhancing their relocation programs, companies will be more successful in recruiting talent, retaining new hires, and moving employees and their families to challenging locations.

What Should Employers do When Overcoming Challenges?

Companies should work with an experienced and knowledgeable Relocation Management Company (RMC). RMCs provide a wealth of solutions for overcoming challenges in relocation programs. Companies should review their relocation programs. This will help ensure they have a competitive advantage. Also, it will ensure their program provides the highest level of relocation benefits and services for their employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients in overcoming challenges with relocation. As a result, our team can help your company understand how to move transferees to challenging locations. We can also help your company recruit top talent in a tight job market and retain 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.

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 overcoming challenges in your company’s relocation program, or give us a call at 800.617.1904 or 480.922.0700 today.

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Brexit Impacts Job Seekers from the European Union

European Union flag and map

The United Kingdom’s (UK) upcoming Brexit impacts the labor market in many ways. As a result, job seekers from the European Union (EU) may be responding to the uncertainty and the upcoming departure from the EU by reducing their search for positions in the UK. Net long-term migration to the UK from the EU fell in July of 2018 to its lowest level in over four years.

Brexit impacts other areas as well, and may be related to persistent weakness in the British pound relative to other European currencies since 2015. Consequently, a weaker UK currency reduces migrant’s purchasing power back in their home countries.

UK Net Migration Target

The UK government had set a target in 2010 to reduce net migration, however that target has never been met. Part of the failure was due to migration into the UK from countries located outside the EU, including (in alphabetical order):

  • Australia
  • Bangladesh
  • Canada
  • India
  • Jamaica
  • Kenya
  • Pakistan
  • South Africa
  • United States

How Brexit impacts job seekers may actually help the UK government reduce net migration into the country. The reduction, however, could have negative impacts in other areas.

Impact of Net Migration Reduction on Industry

The various ways that Brexit impacts job seekers may disproportionately affect certain industries in the UK. As a result, construction and health care are most at risk as job seekers reduce their willingness to migrate to the UK. These two industries rely heavily on migrants to fill open positions. The UK’s strong economy as well as its changing demographics had been driving up demand for workers in these two industries. Additionally, changing economic conditions in migrant’s home countries such as Romania, Poland, and Ireland may allow them greater opportunities to remain in their country of origin. These changing economies may allow them to find jobs that offer sufficient pay and benefits for their needs.

What Should Employers Expect?

Employers seeking to fill positions in the UK should expect that Brexit impacts job seekers from the EU. They should also expect that they may need to review their talent recruitment program to attract job seekers from other regions as the global economy dynamically changes where migrants seek new jobs.

What Should Employers do?

Employers in the UK finding difficulties in hiring and recruiting for positions in specific industries should consider highlighting their relocation program’s benefits in their recruiting materials. Talent shortages can be mitigated with global relocation. Helpful tips for employers facing talent shortages include:

  1. Provide an Exceptional Candidate Experience
  2. Use Data to Enhance Recruiting Efforts
  3. Recruit for Cultural Fit to Your Organization
  4. Create a Superior Employer Brand
  5. Speed the Process to Keep Candidates Engaged

Relocation Management Companies (RMCs) can provide expert assistance to employers in the UK looking to enhance their company’s global candidate recruitment and relocation.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their talent recruitment programs. As a result, we can help your company understand how Brexit impacts your company’s talent recruitment processes. We can also help your company leverage its relocation program to attract and retain highly skilled and talented job seekers.

Learn how your company can benefit from highlighting your relocation program to job seekers from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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