Category: Talent Management

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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.

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Business Services Career Services Domestic Relocation Challenges Domestic Relocation Tips Talent Management

Mental Health and Talent Management During COVID-19

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Many GMS clients are looking at their talent management programs to address issues relating to how COVID-19 impacts employees’ mental health. Anxiety and stress resulting from the global pandemic may have a significant impact on an organization’s ability to attain its objectives. Talent management encompasses many important aspects as to how a company functions, including:

  • Identifying the organization’s specific needs for talent
  • Finding candidates with the right qualifications
  • Providing opportunities for employees to develop skills on the job
  • Offering training and education to increase the employees’ expertise
  • Keeping employees engaged and motivated to reach company objectives

Each country, state, and city may have its own specific requirements as to how residents should comply to ensure safety during the COVID-19 pandemic. Transportation could be impacted, as well as schools and other public services. All of these requirements can add significantly to how an employee feels about their safety and security. These requirements might also impact whether employees can get to their place of work, or increase requests for alternative work arrangements to deal with child care needs. Companies should look into a variety of mental health resources that can help employees who could be experiencing issues relating to COVID-19.

Agile Talent Management Programs Might Have Some Mental Health Resources

Agile talent management programs can help companies respond rapidly to new challenges. Many companies already have online learning resources that employees can easily access. Also, Employee Assistance Programs (EAPs) often provide a wide variety of helpful resources for employees dealing with issues that may directly impact their mental health.

COVID-19 Mental Health Resources May Not Be Readily Available

However, dealing with the impact of COVID-19 is not likely to be one of the topics in any company’s library of readily available learning resources. The most recent global pandemic that bears some similarity to the current COVID-19 situation is the 1918 influenza pandemic, occurring over 100 years ago.

Also, isolation resulting from COVID-19 restrictions may lead to increased alcohol and other substance consumption. Those at risk of substance abuse may not have the ability to easily find healthy coping skills. As reported by Nielsen, alcoholic beverage sales rose by 55% during the third week of March. Unhealthy alcohol consumption can lead to a wide number of additional medical and mental health issues.

Resources for COVID-19 Mental Health

Anxiety and stress are major factors that can negatively impact employees’ mental health. As such, companies should provide access to helpful resources that specifically target COVID-19 issues.

GMS spoke with Dr. Eric Goodman, a clinical psychologist who specializes in treating fears/phobias, persistent worrying, panic attacks, Obsessive-Compulsive Disorder (OCD), and social anxiety. Dr. Goodman’s Coastal Center for Anxiety Treatment practice is located in San Luis Obispo, California. He is author of the upcoming book “Your Anxiety Beast and You: A Compassionate Guide for Living in an Increasingly Anxious World,” to be published in May 2020 from Exisle Publishing.

Dr. Goodman has published several articles to help people understand the source of anxiety around the COVID-19 pandemic, as well as how best to manage this anxiety.

What are the Sources of Anxiety around COVID-19?

According to Dr. Goodman, our anxiety has evolved over time to help us survive in worlds that were harsh and unforgiving, with straightforward dangers. Our ancestors knew to run from harm, and their anxiety helped them overcome prehistoric challenges.

In a sense, our anxiety around COVID-19 also consists of known threats to our safety: the coronavirus that may sicken us and our loved ones. Additionally, the forced isolation prevents us from having compassionate connections with others. We feel alone, under threat, and constantly bombarded by a daily news cycle filled with difficulties and sadness. Our mental health takes a beating.

Even if we take reasonable safety measures and abide by all of the precautions, we still face much uncertainty, and with this uncertainty is a risk of danger. Our anxiety wants the COVID-19 risk to be completely gone. Although the statistics favor our survival, we still feel anxiety, and over time may feel that our anxiety itself is a threat to us. All of this results in a higher degree of suffering. Employees may become so overwhelmed by their anxiety that they may not be able to focus on their jobs and corporate objectives.

How Should we Manage the Anxiety Around COVID-19?

There are several ways we can manage the anxiety around COVID-19. Dr. Goodman suggests three specific things we can do to mitigate this anxiety and help improve our mental health:

  1. Become mindful of our how bodies react to anxiety so we can let go of this struggle

Dr. Goodman suggests exercises such as doing a mindful body scan can be helpful to understand how our bodies react to anxiety.

  1. Soothe our nervous system to create a peaceful home for our anxiety

By getting enough sleep, avoiding substances that increase anxiety, and other healthy practices, Dr. Goodman believes our nervous system will become a peaceful place. This in turn will help calm our anxiety.

  1. Teach our anxiety so that it learns something that is safe to do, not just avoid danger

Often our anxiety can pursue actions that border on superstition or phobia. Rather than follow guidelines such as washing our hands for 20 seconds correctly, our anxiety extends the time or the frequency of handwashing. According to Dr. Goodman, we can teach our anxiety what is reasonably safe.

Additional Resources for COVID-19 Mental Health

Mental Health America (MHA)

MHA is the nation’s leading community-based non-profit organization that focuses solely on those living with mental illness. MHA has compiled a number of resources that directly address issues relating to COVID-19.

Anxiety and Depression Association of America (ADAA)

ADAA has a number of resources including blog posts and videos with helpful tips for dealing with anxiety around COVID-19.

Centers for Disease Control and Prevention (CDC)

The CDC has created a resource page dedicated specifically to stress and coping with COVID-19. The CDC further instructs those dealing with preexisting mental health conditions to continue their treatment. Also, the CDC notes they can find additional information at the Substance Abuse and Mental Health Services Administration (SAMHSA) “Disaster Preparedness” page.

Substance Abuse and Mental Health Services Administration (SAMHSA)

SAMHSA provides guidance and resources to assist individuals, providers, communities, and states across the nation in dealing with the effects of COVID-19, including emergency grants and disaster planning.

Rehab 4 Addiction (R4A)

Rehab 4 Addiction, based in the UK, provides speedy admissions into residential rehabs across the United Kingdom and internationally. The team has recently published Coronavirus: Guidance for Better Mental Health, an educational guide to help increase understanding and awareness of all aspects of coping with the stress of the lockdown and bereavement. Their hope is that this resource can be one of many stepping stones for those struggling and their loved ones to better understand their situation and lead them to find a supportive and safe environment.

Ark Behavioral Health (ArkBH)

Ark Behavioral Health is accredited by the Joint Commission, the “Gold Standard” for behavioral health facilities. The goal at Ark is to use a whole-patient approach built on a foundation of integrity, transparency, and compassion. Each facility is centered around individualized patient care with an emphasis on long-term recovery to empower those with sense of purpose and joy. They strive to have their website be an educational resource by providing up-to-date, accurate, and evidence-based information related to substance abuse, mental health, and more. This is done in order to increase understanding and awareness of addiction without shame.

The Recovery Village (TRV)

The Recovery Village seeks to assist those in recovery and decrease the spread of COVID-19, and has launched a Teletherapy Program. Those in need now have access to one-on-one counseling, group therapy, and various online services virtually with a licensed professional, improving their chances of a successful recovery. TRV has also published many support resources to assist those in recovery during the pandemic.

The Palm Beach Institute (TPBI)

The Palm Beach Institute is an an organization dedicated to assisting individuals in overcoming addiction. The COVID-19 pandemic presents unique challenges for people with substance use disorders and in recovery. They have published a guide to understanding addiction relapse during COVID-19 and tips for remaining sober.

Southern California Sunrise Recovery Center (SCSRC)

Southern California Sunrise Recovery Center provides resources for common issues people are dealing with, tips for reducing stress and anxiety, and how to get help for managing mental health during COVID-19.

Recovering Champions (RC)

Recovery Champions is accredited by the Joint Commission, the “Gold Standard” for behavioral health facilities. The goal at RC is to help individuals get personalized addiction treatment through evidence-based practices, trauma counseling, and treatment for co-occurring mental health disorders. They believe that Individualized treatment leads to long-term recovery. 

Choosing Therapy (CT)

Choosing Theraphy provides an online mental health resource, and has published a comprehensive guide to EAP explaining what it is, how and when to use it for mental health, types of mental health care provided, and more.

What Should Employers do?

Employers should share helpful mental health resources that can help employees who may be experiencing issues relating to COVID-19. As a result, employees will be able to reduce the impact of anxiety and stress. They will also be able to focus on their jobs and corporate objectives. Employers should examine their talent management and employee assistance programs to determine if resources are in place that address COVID-19 mental health issues.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to develop talent management programs to address employee needs. Our team can help your company understand how to find and utilize valuable mental health resources that can help employees who may be experiencing issues relating to COVID-19.

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 discuss your company’s need for information about mental health resources for employees dealing with anxiety and stress due to the COVID-19 pandemic, 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 Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Relocation Best Practices Relocation Management Talent Management Talent Mobility

Healthcare Corporate Housing Solutions: Covering All the Bases

A group of doctors with face masks looking at camera, corona virus concept.

During the COVID-19 global pandemic, there is a dramatic rise in the need for healthcare corporate housing solutions. Many GMS clients in the healthcare industry suddenly find an increasing demand for a truly mobile workforce. These clients need to deploy their professional staff quickly and efficiently to several different locations.

Since GMS has many clients that already use corporate housing solutions, our team can implement a program almost instantaneously. This allows our client’s front line healthcare workers to focus on their immediate task and gives them peace of mind for their housing solution in a new destination.

What Do Healthcare Corporate Housing Solutions Include?

Direct Experience and Metrics That Matter

Clients seeking healthcare corporate housing solutions should expect a coordinated approach to its housing needs. Solutions should include a very high-touch level of service quality to reflect the needs of the client’s employees. Providers should have direct industry experience with proven long-term results. Metrics such as a 100% client satisfaction rating are indicative of an industry-leading program. As such, this reflects unparalleled dedication to service and quality by the provider.

Healthcare Corporate Housing Solutions: What are the Standard Services?

GMS leverages the strength of a multiple bid process to seek out housing choices among quality providers that meet clients’ budgetary restrictions and policy parameters. As a result, clients can save significantly on temporary living costs. Standard services include:

  • Domestic and Global Coordination
  • Auto Rental and Return Trip Management
  • Over 2 million properties worldwide
  • Fully Furnished Properties, with Utilities and Amenities
  • 95% or Better Match Guarantee
  • Online Tours of Properties
  • Electronic Lease Paperwork
  • Roommate Matching (if needed)
  • Direct Billing Arrangements Available
  • Available Signature Services such as Housekeeping, Grocery Delivery, Houseware Packages, and Special VIP Services

GMS also coordinates, reserves, and arranges the direct billing of fully furnished apartments, unfurnished apartments, and extended stay units.

Healthcare Corporate Housing Solutions: How Does the Process Work?

The general process for arranging temporary housing has three specific stages: Request, Reserve, and Completion. Each of these three stages follow a robust and client-focused set of steps designed to ensure client and transferee satisfaction.

Request

  1. Client submits a request for temporary housing to GMS
  2. GMS contacts the transferee to confirm the details and initiate the housing search
  3. Client approves housing search results (optional)
  4. GMS provides search results to transferee for selection

Reserve

  1. GMS reserves the transferee’s housing selection
  2. Lease documents and arrival instructions are sent to transferee (via DocuSign)
  3. GMS Relocation Coach contacts transferee to confirm selection is to their satisfaction

Completion

  1. Housing costs are directly billed to client on a monthly basis
  2. GMS Relocation Coach contacts transferee monthly to confirm satisfaction and comfort
  3. GMS Relocation Coach checks with client 30 days prior to housing term expiration to manage vacate or renewal
  4. Transferee vacates housing property at expiration

What Does This Mean for Healthcare Corporate Housing Solutions?

Employers seeking healthcare corporate housing solutions should work with a Relocation Management Company (RMC) that has the knowledge and experience to provide a full range of housing options across the entire housing process. RMCs should provide additional helpful programs such as Pre-Decision/Pre-Hire Services with needs-based counseling and mobility assessments, as well as Premier Travel Coordination throughout the entire relocation process.

Resources for transferees should include proprietary relocation technology, area tours, orientations, and virtual destination spotlights. All services should be provided either in-person or virtually, to suit the transferee’s need. By working together, we can all get through these rapidly changing times and help our healthcare workers to focus on what they do best—treating and helping patients to recover from COVID-19.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients with temporary housing solutions to meet their specific needs. Our mobility consulting team can help your company learn about the range of healthcare corporate housing solutions that provide the best options for the employer as well as its employees.

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 more about healthcare corporate housing solutions 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.

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.

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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.

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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.

Categories
Career Services Job Market Job Seekers Labor Force Talent Management Talent Mobility United States Economy

January 2020 Jobs Report: Where the Jobs Are

Female tourist arriving in hotel, completing documents.

As reported by ADP in their monthly ADP National Employment Report®, the January 2020 jobs report shows strong growth across a number of industry sectors. Total nonfarm private employment grew by 291,000 jobs. This compares to growth of 199,000 jobs the month before in December 2019, and 264,000 jobs the year before in January 2019. In fact, the 291,000 jobs are the highest number recorded in the ADP report over the past year.

Where the Jobs Are: January 2020 Jobs Report

The January 2020 jobs report shows large job gains in several sectors including:

Leisure/Hospitality96,000
Education/Health Services70,000
Professional/Business Services49,000
Construction47,000
Franchise Employment45,100

Leisure/Hospitality Jobs

The January 2020 jobs report shows Leisure/Hospitality as one of the leading industry sectors adding employees. HospitalityOnline is a job search portal listing thousands of jobs for this industry. Jobs listings include:

  • Assistant General Manager
  • Director of Sales & Marketing
  • Event Manager
  • Executive Housekeeper
  • Front Desk Agent
  • Front Desk Supervisor
  • General Manager
  • Gourmet Caterer
  • Guest Room Attendant
  • Night Auditor
  • Restaurant Manager

Within this portal, job seekers can search by job title or category, and by city or zip code. Each job listing  shows information related to the facility and location, including a map to find the destination.

Construction Jobs

Another industry sector in the January 2020 jobs report showing significant employment gains is Construction. iHireConstruction is is a job search portal listing thousands of jobs for this industry. Jobs listings include:

  • Acoustical Carpenter
  • Contract Administrator
  • Division President
  • Drafting
  • Land Acquisition
  • Mechanical Engineer
  • Millwright
  • Project Manager
  • Roofer
  • Welding

A significantly helpful section of this portal is the ability to search by cities. Cities noting as “trending” include Oakland, CA; Chicago, IL; Boston, MA; Durham, NC; and Dallas, TX. Job seekers can also search by the company that is hiring employees.

What Does the January 2020 Jobs Report Mean?

Employers should review the job market and determine how employment gains might impact their company’s growth and expansion plans. Competition for employees may impact hiring plans. However, talent shortages can be mitigated with global relocation. Also, effective recruiting programs can draw new hires with significant skills and experience.

What should Employers do About the January 2020 Jobs Report?

Employers should work with their Relocation Management Company (RMC) to understand the impact of the January 2020 jobs report on their company’s talent acquisition and employee retention initiatives. RMCs can help companies understand how to recruit top talent in tight labor markets.

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 their relocation program compares to those offered by competitors in their specific industry.

Companies that compete in any of the growing industry sectors noted in the January 2020 jobs report should review their relocation program to ensure that at a minimum it matches what competitors provide. RMCs may provide specific recommendations to help the company’s relocation program excel in talent acquisition based on specific industry practices.

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

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company determine how to respond to the January 2020 jobs report. We can help your company ensure its talent acquisition and management program meets industry best practices and is competitive for your local job market.

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

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

Contact our experts online to discuss your company’s relocation program needs as it relates to the January 2020 jobs report. Give our experts 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
Global Mobility Global Relocation Trends Immigration Rules Job Market Job Seekers Labor Force Talent Management Talent Mobility Visas and International Travel

Toronto Tech Talent Ranking Rises to Third Spot

Software developers solving a problem

CBRE’s annual “Scoring Tech Talent Report” shows Toronto tech talent ranks at #3 in the top fifty U.S. and Canadian cities for tech workers. The report measures cities based on several criteria, including:

  1. Job Growth
  2. Supply of Talent
  3. Tech Degrees Awarded to Graduates

CBRE is a worldwide leader in real estate services that traces its roots to San Francisco, California, in the year 1906. Over time, the company formed CB Commercial, acquired REI Limited (the international division of Richard Ellis), and continued growing to become CB Richard Ellis, also known as CBRE. CBRE Group, Inc. is the largest commercial real estate services company and investment firm in the world.

Growth in Toronto Tech Talent

Over the past five years, Toronto tech talent rose at the fastest rate of all cites in the ranking. The report notes that 80,100 new tech jobs have been created in Toronto, indicating a 54% rate of increase. The top six tech companies in Toronto are:

  1. Ecobee
  2. Top Hat
  3. Shopify
  4. Ubisoft
  5. Cisco
  6. Oracle

Highlight on Toronto Tech Talent at Ecobee

Ecobee was founded in 2007 and has become a market leader in home automation. Products include smart thermostats that conserve energy and help customers reduce their heating and cooling bills. This market is expected to experience a Compound Annual Growth Rate (CAGR) of 23.1% for the time period 2019-2024.

As a result, the market growth rate will increase demand for Ecobee’s products, in turn creating greater demand for Toronto tech talent. Ecobee currently lists several career opportunities in fields such as product technology, software development, engineering, account management, and technical support. Ecobee products interact with other smart home products such as Amazon’s Alexa. In order to interact with Alexa, Ecobee developers must learn how to connect with the service, or integrate it directly into the company’s products such as the Ecobee4 Smart Thermostat.

Toronto Tech Talent Grows with Canada’s Global Talent Stream

One reason that Toronto tech talent has been able to grow as fast as it has is due to Canada’s Global Talent Stream. This program is part of the nation’s Global Skills Strategy, designed to help companies grow by ensuring a ready pool of qualified talent. Eligible workers can start work in Canada at a faster pace with two-week processing of work permit applications. Global Talent Stream program eligibility requirements for employers include:

Category A

  1. Referral by a Stream Designated Partner
  2. Hiring of talent noted as unique and specialized

Category B

  1. Hiring highly-skilled foreign workers for jobs noted on the Global Talent Occupations List

What Does This Mean?

Canada actively seeks to encourage immigration of highly-skilled foreign workers to the country. The nation believes its future success is highly dependent on welcoming immigrants, as well as ensuring they fully integrate into society. Ontario, where Toronto is located, also focuses on attracting skilled workers to smaller cities and towns throughout the province.

Tech industry companies benefit from the nation’s progressive immigration policies. As a result of these policies, Toronto tech talent will continue to grow. Also, a pool of qualified workers is readily available to support corporate growth initiatives.

What Should Employers do to Leverage Toronto Tech Talent?

Employers in Toronto should review their company’s growth plans and requirements for tech industry jobs. They should also review their talent acquisition and management programs. This will help ensure these programs align with a growing number of highly skilled foreign workers.

Employers outside of Toronto should investigate the services of an International PEO. Relocation Management Companies (RMCs) can provide expert assistance to employers looking to expand their corporate presence in Canada.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company determine how to benefit from Canada’s focus on increasing Toronto tech talent.

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. Contact our experts online to discuss your company’s interest in benefiting from the growth of Toronto tech talent, or give us a call at 800.617.1904 or 480.922.0700 today.

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15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904 

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About

Contact Us

About Us

GMS Client Login

Privacy Policy

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

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

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

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

1.800.617.1904
Available 24/7/365

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