Category: Talent Mobility

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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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Global Mobility Global Relocation Global Relocation Challenges Talent Mobility Visas and International Travel

Asia Relocation Trends: What Does the Future Hold?

Petronas Towers, also known as Menara Petronas is the tallest buildings in the world from 1998 to 2004.

As global economics combine with geo-political forces, Asia relocation trends reflect changing business priorities. Past trends led China to become a major destination for manufacturing, jobs, and relocation. However, recent trends show multinational companies are moving production outside of China. The US-China trade war is often cited anecdotally as a reason for this shift, and there is some evidence to support this claim.

The US-China trade war is only part of the reason for changes in Asia relocation trends. Economic factors in China such as rising costs as well as shifts in company market shares also impact talent mobility. Changing demographics also impact how companies might pursue global expansion. These forces lead companies to find new locations for manufacturing facilities in Asia.

Asia Relocation Beyond China

There are several countries, regions, and zones seen as viable alternatives to China for manufacturing and operating facilities. Several of these countries are members of the Association of Southeast Asian Nations (ASEAN), consisting of ten members:

  1. Brunei
  2. Cambodia
  3. Indonesia
  4. Laos
  5. Malaysia
  6. Myanmar
  7. The Philippines
  8. Singapore
  9. Thailand
  10. Vietnam

Spotlight on Malaysia: Asia Relocation Trends

Kuala Lumpur is the national capital and largest city in Malaysia. The city of Putrajaya is the seat of the federal government. Malaysia has an estimated population of over 30 million people. The country is multi-ethnic and multi-cultural. Approximately 50% of the population is ethnically Malay, and there are large segments of Chinese, Indian, and native populations.

Malaysia Economy and Growth Supports Asia Relocation Trends

Malaysia is a relatively open state-oriented and industrialized market economy. The country has a strong economic record, with Gross Domestic Product (GDP) rising on average 6.5% from 1957-2005 on an annual basis. Malaysia’s economy in 2014–2015 was one of the most competitive in Asia, ranking 6th in Asia and 20th in the world.

In 2014, Malaysia’s economy grew 6%, the second highest growth in ASEAN behind the Philippines’ growth of 6.1%. The economy of Malaysia in terms of gross domestic product (GDP) in April 2019 was estimated to be $999.397 billion, the third largest in ASEAN and the 25th largest in the world. Malaysia is projected to achieve high-income country status by 2024.

Overview: Kuala Lumpur Industrial Sector

Most of Kuala Lumpur’s industrial sector consists of facilities that are comparatively small in size. Larger facilities are located outside of the city, due to the high cost of land and buildings. Costs are often significant drivers of Asia relocation trends. Manufacturing constitutes about two thirds of the city’s industrial establishments, with service industries accounting for the other one thirds.

Kuala Lumpur Manufacturing Industries include:

  • Foundries
  • Metal and fabricated metal products
  • Paper and paper products
  • Plastics and plastic manufacturing
  • Printing and publishing

Kuala Lumpur Service Industries include:

  • Motor vehicle repairs
  • Storage facilities
  • Warehouses

City Plans: Become an International Commercial and Financial Center

Kuala Lumpur has a vision to become a world-class city. To do this, the city is focusing on the knowledge economy, and this will affect Asia relocation trends. As a result, Kuala Lumpur is investing in new technologies, examining building and infrastructure requirements, and developing a highly skilled labor force. Training facilities are noted as available in the Technology Park Malaysia, and other educational venues such as the German-Malaysian Institute. Overall, Kuala Lumpur remains highly competitive in terms of costs as compared to nearby cities such as Singapore and Hong Kong. The city has been following the Kuala Lumpur Structure Plan 2020, and the economy has grown significantly, benefiting from Asia relocation trends.

What Does This Mean?

Kuala Lumpur is one of many dynamic and successful cities in Asia competing for investment, jobs, and technology. As these cities compete with each other, many are investing in the necessary infrastructure to attract knowledge economy firms. Also, skills training and education for the local workforce are increasing. Cities are also focusing on design and amenities to attract workers and firms that will help transform their economies.

What Should Employers Do About Asia Relocation Trends?

Employers pursuing global expansion plans should review Asia relocation trends. Several ASEAN countries may have positive economic aspects and desirable locations for a variety of operations, including manufacturing and services. Cities such as Kuala Lumpur are actively pursuing investments within the knowledge economy. Nations in Asia are increasingly becoming viable alternatives to China for corporate expansion.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to determine a number of optimal locations for global corporate expansion. Our team can help your company understand how to leverage Asia relocation trends to support corporate growth initiatives.

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

Contact our experts online to learn more about Asia relocation trends, 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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Scottsdale, Arizona and the 2020 USA Job Market

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

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

  1. Employment Growth
  2. Large Share of Engaged Workers

South Burlington, Vermont and the 2020 USA Job Market

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

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

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

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

What Does This Mean?

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

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

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

What Should Employers in the 2020 USA Job Market do?

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

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

Conclusion

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

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

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

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s need to fill 2020 USA job market positions, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

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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.

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Buy a Home Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Home Purchase Job Market Job Seekers Labor Force Talent Mobility United States Economy

Choose Topeka Incentives Aim to Draw New Residents to Kansas

The Kansas state capitol building is located in downtown Topeka on land donated by the Atchison, Topeka and Santa Fe Railroad company. Construction began in 1866 and was officially completed 37 years later in 1903 at a total cost of just over 3.2 million dollars. The building is over 300 feet tall and is 17 feet taller than the U.S. Capitol building in Washington D.C.

Choose Topeka is a new incentive program that will draw new residents to Topeka and Shawnee County, Kansas. The program begins in 2020 with a public launch and full promotion. The incentives are performance based. As a result, new residents will become eligible after residing in the community for one year.

The program arose from a partnership between GO Topeka and local Topeka businesses. Over the past year, organizers have been working to develop the program and marketing materials to reach a wide audience. GO Topeka focuses on creating economic opportunities and growing the local business climate. The Joint Economic Development Organization has an agreement for services with GO Topeka. Both organizations are working together on the Choose Topeka incentive program.

What are the Eligibility Requirements for Choose Topeka?

The Choose Topeka incentive program is to help draw employees to work at local businesses. Therefore, the eligibility requirements center on meeting the needs of local employers and full-time positions:

  1. Participants must be eligible to work in the US
  2. Program requires participants to move to Topeka for a full-time position
  3. Employers must participate in the program for participants to receive matching funds
  4. Participants must purchase or rent a home in Shawnee County within a year of their hire and move to the area

What are the Benefits for Participants in Choose Topeka?

The benefits for participants in Choose Topeka are generous, and apply to both the participant as well as to the employer.

Participant Benefits

Up to $15,000 in funds in Year 1

  • Renting: $10,000
  • Home Purchase: $15,000

Source of funds: GO Topeka/Joint Economic Development Organization (JEDO) and Employer, match at 50%

Employer Benefits

  • Employer fully funds $10,000 up to $15,000 with employee transfer
  • After Year 1, GO Topeka/JEDO reimburse up to $5,000 ($10K) or $7,500 ($15K) to employer for employee retention

The Choose Topeka incentives are based on performance. Employees must move to the community and reside for at least one full year before becoming eligible. Only primary residences are eligible for the incentives. The incentives may be used for all expenses related to moving.

What is the Goal of Choose Topeka?

The goal of Choose Topeka is to draw up to 60 new residents and their families to the city. Employers will gain new workers with requisite skills. Also, several industries will receive economic benefits as the new residents move in and purchase locally.

GO Topeka estimates the total local economic impact of the Choose Topeka incentives to be:

  • Over $2.14 million/Year 1
  • Up to $11.38 million/By Year 5

What Should Employers do About Choose Topeka?

Companies in Topeka and the surrounding Shawnee County area that have growth initiatives may be able to leverage the Choose Topeka incentives in their talent acquisition and relocation programs. Companies should examine their plans for corporate expansion. They should also consider participating in the Choose Topeka incentive program to gain the matching funds provided by GO Topeka/JEDO.

Many other US locations offer similar moving incentives. As a result, companies should leverage GO Topeka’s 2020 marketing and promotional efforts for the Choose Topeka incentive program into their employee recruitment efforts.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients understand how to leverage moving incentives such as those in the new Choose Topeka program to attract and retain talent. Our team can help your company by using industry best practices to design your relocation program. This will increase your company’s ability to hire and retain new employees.

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

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

Contact our experts online to discuss your company’s interest in learning how it can leverage the Choose Topeka moving incentives to attract and retain talent, or give us a call at 800.617.1904 or 480.922.0700 today.

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

California AB5 Law and the Impact on the Relocation Industry

Aerial image of downtown Los Angeles, California at night

The new California AB5 Law may impact the relocation industry in several ways. The law aims to change how employees are classified. This is seen as a way to address the rise of the gig (or “sharing”) working economy and its perceived negative effects.

What is the California AB5 Law?

The California AB5 Law took effect on January 1, 2020. This law makes all independent contractors in the state into statutory employees. The law covers all types of workers, including truckers, drivers, and writers. Ultimately, the law requires the following:

  • Extends employee classification status to gig workers.
  • Companies must use a three-pronged “ABC test” to prove workers are independent contractors, not employees.
  • AB5 is designed to regulate companies that hire gig workers in large numbers, such as Uber, Lyft, and DoorDash.

Consequences of California AB5 Law

Consequences of the law include companies like Vox Media announcing it will not renew the contracts of freelance writers for SB Nation, a sports-focused website. Some analysts believe the new law may impair the ability of workers to hold jobs. Some gig economy companies are pursing legal action to reduce the impact of the law on their operations. Other companies are departing the state due to the impact of the law; however, this may leave more opportunities for their competitors.

Assemblywowan Lorena Gonzalez, (D-San Diego), the architect of AB5, indicated that perhaps some freelancers have lost income, but she has stated “These were never good jobs…No one has ever suggested that, even freelancers.”

Employee Benefits Gained With California AB5 Law

Moving from the status of independent contractor to employee now lets these workers become eligible for a full range of benefits. In California, benefits employees become eligible for include:

  • California Paid Sick Leave
  • Unemployment Benefits
  • Pregnancy Disability Leave
  • Social Security Benefits
  • Overtime Pay
  • Worker’s Compensation Coverage
  • Minimum Wages
  • Family and Medical Leave Act Benefits (FMLA)
  • Holidays and Vacations
  • Final Wage Payment

How Might California AB5 Law Impact the Relocation Industry?

Household Goods Moving Companies

The new California AB5 Law might impact several aspects of the relocation process. One reason is due to some employers such as Household Goods (HHG) moving companies. These companies often utilize independent contractors and freelancers for their workforce as an accepted long-term industry practice.

Recently, a federal judge blocked California AB5 Law from applying to over 70,000 independent truckers. Without the block, this law might severely restrict the ability of HHG movers from operating in the state. The injunction was sought by the California Trucking Association on the grounds that the state ran afoul of federal law that governs interstate commerce. However, some HHG moving companies may still have concerns and confusion about the effects of the law and how best, or whether, they should comply.

Shared Ride Providers

Another reason is due to transferee acceptance of and preference for services provided by companies that epitomize the sharing economy. Examples of these companies are shared ride services such as Uber and Lyft. Transferees might contact a shared ride service company for a ride from the airport to a location during pre-assignment travel.

Companies such as Uber and others have filed a lawsuit against the state, asserting the new law is unconstitutional. Ultimately the suit notes that the law prevents independent contractors from benefiting from the flexibility offered by gig working arrangements.

What Should Employers do About the California AB5 Law?

Employers should review their relocation plans and timelines for any moves into and out of California. They should anticipate possible delays related to any household goods moving processes such as transportation, loading/unloading, and packing/unpacking services. They should also inform transferees about the new law, and how it might impact travel arrangements such as shared ride services.

Conclusion

Global Mobility Solutions’ team of domestic relocation experts have helped thousands of our clients with household goods moves and transferees into and out of the state of California. We can help your company understand how to plan for the impact of the California AB5 Law as it relates to your relocation program.

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

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

Learn how to respond to the impact of the California AB5 Law 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.

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

2019 Migration Patterns: Where are People Moving To in the United States?

City of trees Boise Idaho with fall colors

A recent study by United Van Lines of 2019 migration patterns in the United States shows which states people are moving to. According to the study, the top 5 states experiencing the highest rates of inbound migration are:

Top 5 States Growing due to 2019 Migration Patterns

  1. Idaho
  2. Oregon
  3. Arizona
  4. South Carolina
  5. Washington

The state of Idaho moves up from #3 to #1 for 2019 migration patterns as the state with the most inbound moves. The state of Vermont actually experienced a higher percentage of inbound moves than Idaho. However, the study’s focus was limited to states where United Van Lines moved at least 250 families.

Trends Driving 2019 Migration Patterns

Examining a number of local as well as national trends and how these trends impact each state helps explain these patterns. For example, over 45% of United Van Lines’ inbound moves were for baby boomers, ages 55-74. What are the trends driving 2019 migration patterns?

Retirement

Many of Idaho’s inbound movers were aged 55-74. Movers in this age range are from the baby boomer generation, and are moving for retirement reasons. For most retirees, Idaho is seen as a tax-friendly state that does not tax social security income. However, other forms of income are taxable. Balancing this out is the relatively low property taxes in the state. Additionally, Idaho has a “circuit breaker” that lowers property tax bills by up to $1,320 for homeowners who meet specific criteria, including:

  • Seniors age 65 or older
  • Own and occupy their home
  • Health and ability issues
  • 2019 income less than $30,450

State Economic Performance

The forecast for Idaho’s economic performance continues to be positive. A major contributing factor is population growth due to 2019 migration patterns. Also, the state has a strong job market with a diverse employment base. The personal income growth for Idaho is projected at or above 4.5%. As a result, increasing discretionary income leads to higher levels of purchasing power and upward growth in local jobs.

Cost of Living

The cost of living in Idaho is 2.3% lower than the US average, according to Sperling’s Best Places. 2019 migration patterns show that people often move to places with lower costs of living. Residents of Idaho benefit from generally lower costs in several categories including groceries, health, utilities, transportation, and miscellaneous costs.

However, with the increasing population, housing costs are rising in Idaho. The Idaho market is seen as “Very Hot” according to Zillow. Home prices have risen over 10.1% in 2019, and Zillow predicts another rise of 5.8% for 2020.

What Do 2019 Migration Patterns in the United States Mean for Employers?

Employers in the states of Idaho, Oregon, Arizona, South Carolina, and Washington benefit from 2019 migration patterns that draw an increasing number of new residents. Expanding industries produce increasing job opportunities. As a result, communities grow and need services such as real estate, health programs, and insurance. Demand for employees may be particularly strong especially during tight labor markets.

What should Employers do?

Employers in locations that benefit from 2019 migration patterns in the United States should review their company’s growth plans and requirements for jobs across all levels of skill sets. They should also determine how their company’s growth plans will impact the jobs required to meet business plans and goals.

2019 migration patterns in the United States may lead to a growing local population and potential future workforce. Since the nation is experiencing low unemployment, employers should review their talent acquisition and management programs to ensure they remain competitive to attract and retain new hires and transferees. Relocation Management Companies (RMCs) can provide expert assistance to employers to benchmark their relocation policies and add enhancements that attract talent.

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 leverage 2019 migration patterns in the United States for talent acquisition and management.

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. 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.

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Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Relocation Challenges Talent Mobility Visas and International Travel

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.

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

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

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

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

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

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

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

Primary Reason Americans Stay

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

  • Men: 68%
  • Women: 75%

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

Results Show the Importance of Family Support in Relocation

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

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

Case Study Shows Importance of Spouse and Partner Career Support

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

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

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

Conclusion

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

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

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

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

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