Category: Talent Mobility

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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

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.

Request your complimentary Visa Program Assessment

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Employee Development Job Market Job Seekers Labor Force Talent Management Talent Mobility

How Can a Company Build an Inclusive Workforce?

Companies need to build an inclusive workforce in order to grow and meet corporate objectives. As of May 2019, there are over 7.3 million job openings in the United States. However, in June 2019, the United States Department of Labor’s Bureau of Labor Statistics reports that the official US unemployment rate is 3.7%. With so many job openings and such a low unemployment rate, companies need to look beyond traditional hiring methods to be successful.

Innovative Ways to Build an Inclusive Workforce

Building an inclusive workforce is not an insurmountable task. Often a company can be successful by expanding its use of various channels to broadcast hiring needs. Social media has risen in prominence as a strong platform for talent recruiting and acquisition.

Alternatively, a company might focus on shaping its cultural values towards an expansive view of its workforce. In turn, the company would benefit in many unique and helpful ways from the skills and experiences of various workforce populations. For example, some employees may be familiar with the countries and cultures of South America. As a result, they may contribute many helpful ideas to companies looking to expand in this region.

Top 5 Ways a Company can Build an Inclusive Workforce

1.Talent Acquisition Programs

Companies should review their talent acquisition program to ensure it is following industry best practices. In order to recruit top talent in a tight labor market, social media has become one of the most widely used platforms for recruitment. In fact, recruiting socially lets companies create an experience so people want to move to join their culture and environment. Companies that focus on creating a positive brand generate more interest among job seekers.

The Society for Human Resource Management’s survey of HR professionals also reports that over 30% of companies are working to leverage smartphones in their recruiting efforts. The divergence of desktop, laptop, tablet, and smartphone usage across regions and demographic groups is striking:

  • Europe maintains consistent use of PCs, laptops, and smartphones
  • Outside of Europe, PC and laptop use is declining
  • Asia leads in smartphone usage versus PCs
  • Tablets are more popular with older users
  • The increase in mobile-friendly applications is turning users away from PCs and consoles

2. Training and Apprenticeship Programs

Many companies have unique needs for specific skills across a variety of jobs. These companies benefit from well-defined training and development programs. Other companies may be in industries where apprenticeship programs are in place to ensure workers become qualified to perform their job, such as a nuclear plant technician.

Countries such as Australia have taken action to ensure funds are made available to train workers in skills and apprenticeships. All of these training and apprenticeship programs can be designed to promote an inclusive workforce.

3. Hire Workers Across Multiple Generations

The recent trend to hire employees with significant experience is continuing to add diversity to the workforce. To build a truly inclusive workforce, companies should examine their job outreach efforts to workers across generations. Baby Boomers in particular have been increasing both in total number of employees and as a percentage of new hires. There are several advantages for companies that hire older workers:

  • Older workers are often better educated than their younger counterparts
  • Today’s generation of older workers are much more health conscious with long life expectancy
  • They have unique insight into the market preferences of their peers
  • Mobile gaming is turning users away from PCs and consoles

4. Workers With Past Issues

Companies that expand their diversity and inclusion initiatives often see significant results. Specifically, research by McKinsey & Company has shown that:

  • Top performing companies exhibit higher diversity on executive teams
  • Diverse leadership teams help create higher financial performance
  • Higher performing companies show higher levels of diversity

Companies can focus on various levels of diversity to build an inclusive workforce. Basic diversity may include age, nationality, gender, and race. However, more expansive and deeper diversity can greatly expand a company’s talent pool. Companies that are truly in tune with their markets may find that it helps them to embrace expansive diversity, such as:

  • Lifestyles
  • Cultural Influences
  • Sexual Orientation
  • Mental/Physical Abilities

Hiring Employees with Past Issues

One additional area that might be considered is hiring employees with a criminal history. 35 US states and over 150 municipalities have enacted “ban-the-box” laws to help promote fair hiring policies. These laws require employers to consider a job candidate’s qualifications first, without consideration of any prior conviction or arrest record. These laws may help prevent discrimination against those with past issues who might otherwise be qualified for the position.

Only upon offering a position can a company inquire about a criminal history or convictions. Also, the mere presence of a record would not automatically disqualify a candidate from a job. As a result, candidates for positions that are not in any way related to their prior conviction may still be eligible for hiring, to prevent discrimination in the workplace.

It is important for companies to always focus on fair hiring practices as they build an inclusive workforce. Also, they should consult with employment law attorneys for guidance to be sure all federal, state, and local laws have been reviewed for compliance. Companies that might benefit from hiring someone with past convictions such as Martha Stewart are able to look past her criminal history and recognize the tremendous value she may be able to contribute.

5. Global Relocation

With talent shortages prevalent across several nations, competition for qualified employees may be fierce. Currently, the financial and business service industries are most at risk due to the extreme talent shortage. Companies that find it difficult to hire and recruit for positions should highlight their relocation program’s benefits in all of their recruiting materials.

The future of finding talent is through global, mobile, and technological means. In fact, employees themselves often seek positions that offer international assignment opportunities. Economic growth in places such as China, the United Arab Emirates, and Canada drives significant demand for talented workers.

What Should Employers do to Build an Inclusive Workforce?

Employers seeking to build an inclusive workforce have several avenues they can pursue. Importantly, companies should examine their culture and plans for future growth to determine how to proceed with their diversity and inclusion initiatives. Corporate expansion plans, mergers and acquisitions, and product development plans should all be considered as potential drivers for inclusive workforce development.

Companies considering relocation for new hires or transferees should review their relocation programs. This will help ensure they have a competitive advantage. Also, it will ensure their program provides the highest level of relocation benefits and services for their employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees throughout the world. Our team can help your company determine how to build an inclusive workforce by leveraging your company’s unique culture, training, and talent acquisition programs.

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.

New SafeRelo™ COVID-19 Knowledge Portal

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

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

Contact our experts online to discuss your company’s interest in relocation programs that build an inclusive workforce, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Talent Mobility Visas and International Travel

New Saudi Arabia Immigration Law Enables Foreign Nationals to Obtain Special Privilege Iqama Status

A new Saudi Arabia immigration law that the Saudi Shura Council voted in favor of lets foreign nationals obtain residence status known as Special Privilege Iqama. This status is similar to the Green Card immigration plan in the United States. Officially known as a Permanent Resident Card, those having a Green Card can live and work permanently in the United States.

Saudi Minister of Commerce and Investment Majid bin Abdullah Al-Qassabi stated that foreign nationals will receive Special Privilege Iqama only if they meet eligibility requirements and meet specific criteria. The new law received Cabinet approval, issuing its landmark decision after reviewing the Council of Economic and Development Affairs recommendation.

Saudi Arabia Special Privilege Iqama Immigration Law: Labor Market Competition

Saudi Arabia nationals have noted some concerns about whether they would need to compete against foreign nationals who participate in and benefit from the new Saudi Arabia immigration law. Minister Al-Qassabi emphasized the kingdom is highly focused in its approach. As a result, foreign nationals eligible to participate include:

  1. Specific category of investors
  2. Holders of residence status who will add value

By focusing its approach, foreign nationals who obtain Special Privilege Iqama Status will not compete against Saudi citizens for jobs.

Special Privilege Iqama Choices

Foreign nationals can apply for and obtain Special Privilege Iqama status. To obtain this status, foreign nationals must meet specific qualifications and:

  1. Choose between annual renewable status or permanent residency status
  2. Pay a requisite fee that varies depending on choice of status
    1. Permanent status requires a higher one-time fee
    2. One-year annual renewable status will cost SR100,000 ($26,666)
    3. Permanent residency status will cost SR800,000 ($213,333)

Those granted Special Privilege Iqama gain the right to live, work, own businesses, and own property in the Kingdom. Expatriates will have equal rights to Saudi citizens except for actual citizenship, and access to services such as schools and government-provided healthcare.

Why is Saudi Arabia Creating Special Privilege Iqama?

In a word, economy. Saudi Arabia’s creation of this program came about as a part of a plan to reduce the kingdom’s reliance on oil and increase foreign direct investment. This effort will help the economy diversify into many new markets. New business investment will strengthen the kingdom’s revenue and support economic growth.

In 2016, Crown Prince Mohammed bin Salman unveiled Vision 2030, a wide ranging plan to reduce government expenditures and increase foreign and domestic investment. This plan is expected to transform Saudi Arabia from a nation dependent on oil, to one with a diverse, private-sector-driven economy. Special Privilege Iqama status helps the private sector quickly add qualified employees.

What is Vision 2030?

Vision 2030 is an ambitious blueprint to transform the Saudi Arabia economy, with three main pillars and thirteen distinct programs.

Pillars

  1. Saudi Arabia’s status as the heart of the Arab and Islamic worlds
  2. Determination to become a global investment powerhouse
  3. Transforming Saudi Arabia into a global hub connecting Africa, Asia, and Europe

Programs

  1. Quality of Life
  2. Financial Sector Development
  3. Housing
  4. Fiscal Balance
  5. National Transformation
  6. Public Investment Fund
  7. Privatization
  8. National Companies Promotion
  9. National Industrial Development and Logistics
  10. Strategic Partner
  11. Hajj and Omrah
  12. Human Capital Development (in conjunction with Special Privilege Iqama)
  13. National Character Enrichment

What Does This Mean?

Companies operating in Saudi Arabia should expect to see an increase in foreign nationals looking to obtain Special Privilege Iqama status. They should look into regulations and program management that will be administered by a new Special Privilege Iqama Center.

Foreign nationals looking to obtain Special Privilege Iqama status in Saudi Arabia should inquire about the new immigration law.

Employers not currently in Saudi Arabia might consider the kingdom as a strategic location for corporate expansion and business investment. The services of an International Professional Employer Organization (PEO) may be useful to help an employer enter Saudi Arabia and quickly test the local market.

What Should Employers do About Special Privilege Iqama?

Employers in Saudi Arabia 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. The new Saudi Arabia immigration law and development of Special Privilege Iqama are designed to help transform the kingdom’s economy. As a result, employers should review their talent acquisition and management programs to ensure they align with a growing number of Special Privilege Iqama status holders.

Employers outside of Saudi Arabia should investigate the services of an International PEO. Relocation Management Companies (RMCs) can provide expert assistance to employers looking to expand their corporate presence and business investment to Saudi Arabia.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees in remote and challenging locations. Our team can help your company determine how to benefit as Saudi Arabia implements its new Special Privilege Iqama status.

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 relocation and visa program needs for Saudi Arabia as a result of its new Special Privilege Iqama status, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

Categories
Talent Mobility

What are the Top 5 Questions a Realtor® Asks Relocating Employees?

Realtor shows a couple a home. The realtor shows them the home's large living and kitchen area. The couple is expecting their first child.

Many of Global Mobility Solutions’ clients want to help transferees know what to expect when a Realtor® asks relocating employees questions about their real estate needs. Many transferees are relocating to a new location and will then search for a new home to purchase. Transferees often move to a location they know very little about. Most relocating employees and their families have a number of questions about the new location as well as all aspects of the home purchasing process.

Many companies may not understand why it is in their best interest to encourage transferees to buy instead of rent. They also may not know how to leverage programs such as Buyer Value Option to save money and help their relocating employees focus on their new position. Relocation Management Companies (RMCs) can provide a number of helpful resources for transferees and their families. These resources may include career support for spouses and partners. 65% of Corporate Relocation Survey respondents indicate that spouse and partner employment frequently or nearly always directly affects an employee’s relocation. By providing helpful resources for spouses and partners, RMCs help promote successful relocations.

GMS spoke with Erik R. Brown of Douglas Elliman Real Estate, Realtor®, TV host, speaker, and author of “One in a Million: Everything You Need to Know to Find the Best Realtor®.” Erik agreed to share the top 5 questions a Realtor® asks relocating employees when they meet to discuss their real estate needs.

Top 5 Questions a Realtor® Asks Relocating Employees

Question #1: What is Most Important in Your Home Decision?

Erik notes that real estate buyers often have various goals with respect to their home decision. Many buyers want to invest well, as real estate is often the largest investment someone will make in their lifetime. Other buyers may be thinking of their family needs, both now and into the future. It is important for growing families to have a home large enough to fit their needs. Some buyers want to purchase a home that is near to things they like, such as neighborhood parks, commuter rail lines, or water features such as rivers, lakes, and oceanfront.

This question helps a Realtor® understand the primary objectives of the buyer. Answers to Question #1 provide a Realtor® with valuable information as to what the buyer’s primary objectives are for their new home. As a result, a Realtor® can more easily identify specific homes that meet the buyer’s goals, needs, and objectives. When a Realtor® asks relocating employees what is most important in their home decision, the answers provide a framework to help guide the home buying process.

Question #2: What are the Logistics of Your Home Purchase?

Once the Realtor® asks relocating employees the primary objectives for their home decision, it is time to hone in on the basics. Erik states that a Realtor® needs to understand the home buyer’s basic wants and needs with respect to the dwelling. Answers to this question helps a Realtor® determine the homes that qualify according to the buyer’s specifications. As a result, the Realtor® will have a good understanding of what the home buyer would like to see.

Major Logistics of Home Purchase Include:

  • Price Range
  • Location (Los Angeles)
  • Number of Bedrooms
  • Number of Bathrooms
  • Square Footage
  • Style of Home (Ranch, Split-Level, Colonial, Mid-Century Modern)
  • Desired Amenities (Garden, Pool, Fireplace, Garage, Storage Room, Patio)

Additional Logistics of Home Purchase That Are Helpful to Know if Important to Buyer:

  • City Preference (Pasadena, Malibu, West Hollywood, Los Angeles proper)
  • Neighborhood Preference (Quiet Suburb, Bustling Downtown, Seaside Enclave)
  • Distance to Work (Walking Distance, Train Ride, 20 Minute Drive)

Question #3: What do You Like to do Inside the Home and Outside the Home?

When a Realtor® asks relocating employees what they like to do inside the home and outside the home, answers provide clarity for types of neighborhoods and areas. Erik strongly believes that understanding a home buyer’s lifestyle is critically important to help a Realtor® locate areas and neighborhoods that will provide the best fit for the buyer. A few examples:

  1. Home buyer likes to hike; Realtor® helps find a home near trails, parks, and mountains.
  2. Nightlife is important to the home buyer, since they play guitar in a band; Realtor® helps find a home near music venues and entertainment spots.
  3. Spouse is an artist and maintains an in-home studio; Realtor® helps find a home that offers a lot of natural light and room for the spouse to set up their art studio.

Question #4: What is Your Timing?

Buying a home is a major decision for most home buyers. Erik knows that relocating employees often have a specific timeline to meet their employer’s start date expectation.  As a result, working within and understanding these timelines helps a Realtor® provide relocating employees with the best service.

Question #5: What is Most Important in Your Home Buying Experience?

A Realtor® asks relocating employees what is most important in their home buying experience so they can tailor it to meet the home buyer’s expectations. Erik is keenly aware that relocating employees may be experiencing times of exhilaration as well as times of stress. With so many moving parts in the relocation process, effective planning and superior organization are key Realtor® strengths. Answers to this question often show that home buyers want a great home as well as the following:

Erik notes that home buyers are looking for a true professional to take care of them. Thankfully, this is where a Realtor® comes in. They have the knowledge, experience, and credentials that prove their expertise in the home buying process and the real estate market.

What should employers do about the Questions a Realtor® asks relocating employees?

Employers with transferees who are moving to a new location should share the questions a Realtor® asks relocating employees. This will help transferees and their family members prepare to respond with information. As a result, this information will help the Realtor® assist them with their new home purchase.

Employers should also provide as much information about the new location as possible. They should work with a qualified and experienced Relocation Management Company (RMC) that can provide a wealth of valuable resources to assist relocating employees and their family members. Destination spotlights that highlight many aspects of a location are helpful resources to share with transferees during their pre-decision process. Video destination spotlights are a great resource to visually show employees and their family members their new location.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to communicate the questions a Realtor® asks relocating employees. Our team can help your company share helpful information that will give transferees peace of mind as they go through their relocation process.

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

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

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

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 approach to sharing the questions a Realtor® asks relocating employees, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Job Market Job Seekers Labor Force Talent Mobility

What are the Fastest Growing Louisiana Jobs?

What are the fastest growing Louisiana jobs? Many job seekers look to find opportunities in regions that experience positive economic growth. Louisiana’s economy appears to be well-positioned for the coming year, according to attendee’s at the Advocate’s 2019 Economic Outlook Summit.

In general, attendees cited the following factors causing favorable headwinds for Louisiana:

  • $90 billion investments by petrochemical and liquefied natural gas firms
  • Lowest electricity rates in the nation
  • Rising home prices and residential inventory
  • Technology industry investments

Recovery from the impact of 2005’s Hurricane Katrina has seen Louisiana rebound with population growth and economic activity. Currently Louisiana and the surrounding region have seen an increasing number of jobs. Also, New Orleans continues to attract business investment, with over $7 billion in recent investment and over 14,000 new jobs.

The Southeast region as a whole continues to experience high economic growth, including Louisiana. Louisiana’s most desirable places to live include cities such as New Orleans, Lafayette, and Metairie.

Fastest Growing Louisiana Jobs

Any list of the fastest growing Louisiana jobs is subject to change, depending on economic factors including industrial production, global trade, and weather patterns (especially for Louisiana). Recent studies show the fastest growth in these Louisiana jobs:

Business Information Jobs

  • Business Analysts
  • Operations Analysts

Information Technology Jobs

  • Website Developers
  • Software Developers
  • Software Engineers

Healthcare and Medical Jobs

  • Personal Care Assistants
  • Physical Therapists
  • Home Health Aides
  • Physical Therapy Aides
  • Veterinary Technicians

Highlight on Industries in New Orleans, Louisiana

The largest industries in New Orleans include:

  • Health Care
  • Energy
  • Transportation and Shipping
  • Film and Television Production
  • Leisure and Hospitality

Types of Fastest Growing Louisiana Jobs

New Orleans has great diversity in its industrial sectors. Louisiana jobs in Health Care, Energy, and Film and Television Production require a wide range of education and experience.

In the energy sector, Entergy Corporation is a Fortune 500 company with headquarters located in New Orleans. Entergy is a fully integrated energy company that produces electric power for distribution throughout the Southern part of the nation. Entergy’s Louisiana jobs in New Orleans include:

  • Transmission Specialist
  • Engineer
  • Auditor
  • IT Analyst
  • Organizational Transformation Analyst

Ochsner Health System is Louisiana’s largest non-profit, academic, healthcare system. Ochsner administers 40 owned, managed, and affiliated hospitals as well as over 100 health and urgent care centers. The organization is also one of the nation’s largest non-university based academic medical centers, offering a significant number of medical education programs. Ochsner’s Louisiana jobs in New Orleans include:

  • Clinical Pharmacist
  • Registered Nurse
  • Physical Therapist
  • Sports Medicine Assistant
  • Social Worker

What Should Louisiana Job Seekers do to Find the Fastest Growing Louisiana Jobs?

Louisiana job seekers should investigate the state for opportunities. A number of resources are available to learn about jobs and careers in Louisiana. Professional networks such as Linkedin provide information on companies and contacts. Job seekers may want to focus on the specific location of New Orleans, and then narrow down their search by industry in New Orleans to specific job type. Job seekers should utilize professional career services to enhance their job search and achieve success in their career objectives.

What Should Employers do to Fill the Fastest Growing Louisiana Jobs?

Louisiana employers should examine their employment needs as economic growth fosters competition for job seekers with requisite skills and training. They should review their relocation program to determine if it benefits their talent acquisition goals and corporate objectives. Employers should work with a Relocation Management Company that has the knowledge and expertise to help them design a relocation that promotes global talent acquisition. Exciting cities such as New Orleans that draw many visitors also need job seekers to fill local employment opportunities in other industries.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers. Our team can help your company determine how to attract prospects looking for Louisiana jobs.

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 recruiting, hiring, and relocation program needs for the fastest growing Louisiana jobs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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

British Workers Fill Jobs As EU National Job Seekers in the UK Decline

As the United Kingdom’s (UK) economy continues to grow even while facing the prospect of a “no-deal” Brexit, British workers fill jobs since European Union (EU) nationals are declining in the workforce. Migration to the UK from the EU continues to fall as it has been doing since 2018. In our 2019 Industry Update – Talent Mobility, Real Estate, Household Goods, and Immigration white paper, we present several Brexit scenarios that may impact global mobility. Whether the UK can reach a deal with the EU or not, the UK economy still needs workers, and British workers fill jobs that otherwise would have been filled by EU nationals.

Declining labor force participation from EU nationals in turn creates openings for unemployed British workers. As a result, employers in the UK have been adjusting their talent recruitment programs to fill job openings. UK unemployment has fallen to lows not seen in the country since the 1970’s, and job openings have risen to record levels. According to the UK Office for National Statistics:

  • UK employment increased by 179,000 workers in the three months to February 2019
  • Total employment of 32.72 million workers is a record high
  • Employment growth is mostly due to increasing labor force participation by women
  • UK unemployment rate of 3.9% and economic inactivity rate of 20.7% represent a joint record low

Service Industry Sectors Where British Workers Fill Jobs

The first part of 2019 saw several service industry sectors in the UK experience high growth, including:

  • Computer Programming
  • Healthcare
  • Retail Trade

Manufacturing Industry Sectors Where British Workers Fill Jobs

Additionally, UK manufacturing output rose due to strong demand for computer and electrical components. Computer, electronic, and optical products manufacturing in the UK tend to be of products with higher value. They are also not as price-sensitive as lower cost commodity-type items. Within the UK, the manufacturing sector:

  • Employs 2.6 million workers
  • Contributes up to 11% of Gross Value Added (GVA), the measure of the value of goods and services produced in the UK
  • Represents 44% of total UK exports
  • Accounts for 70% of UK business research and development (R&D)

What Does This Mean?

Despite the uncertainties surrounding Brexit, UK wages and employment continue to grow. UK business sentiment remains strong and steady, and manufacturing appears to have rebounded. Some of the growth in manufacturing is due to acceleration in the growth of raw materials held as stock. As a result, raw materials, work in progress, and finished goods held as stock has risen. Part of this growth may be due to manufacturers anticipating production glitches due to Brexit. Business confidence in the UK increased to -13 in the second quarter of 2019, from the prior quarter’s reading of -23. All of these trends provide positive momentum and help British workers fill jobs as the UK economy expands.

Job seekers in the UK should investigate opportunities in the service sector for openings in computer programming, healthcare, and retail trade. They should also investigate opportunities in the manufacturing sector for openings at companies that produce computer, electronic, and optical products. Job openings may vary by region, so job seekers should be open to global relocation opportunities that let British workers fill jobs. They should also utilize the best online job sites in the UK, including Adzuna, Indeed UK, and Monster UK. Job seekers should utilize professional career services to enhance their job search and achieve success in their career objectives.

What Should Employers do?

Employers in the UK should examine their employment needs. Economic growth fosters competition for job seekers with requisite skills and training. They should review their relocation program to determine if it benefits their talent acquisition goals and corporate objectives. Employers should work with a Relocation Management Company that has the knowledge and expertise to help them design a relocation that promotes global talent acquisition. RMCs with knowledge and experience will provide expert guidance on designing a relocation program to attract qualified new hires and relocating employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers in the UK. Our team can help your company determine how to attract job seekers looking for employment opportunities. We can help British workers fill jobs that EU nationals no longer pursue.

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 recruiting, hiring, and relocation program needs in the UK to help British workers fill jobs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Talent Mobility

2019 Corporate Relocation Survey Results Show Greater Demand for Spouse and Partner Assistance

Atlas World Group’s 52nd Annual Atlas 2019 Corporate Relocation Survey provides a wealth of information on relocation trends. The survey analyzes several responses from over 400 decision makers who have responsibility for their company’s relocation. Survey responses are representative of a wide range of industries including manufacturing, financial services, and retail trade. Responses were also received from companies of various sizes. They ranged in size from small (with less than 500 employees) to large (over 5,000 employees).

2019 Corporate Relocation Survey Results Show Impact of Spouse and Partner Employment

65% of respondents indicate that spouse and partner employment frequently or nearly always directly affects an employee’s relocation. This figure is the highest level recorded over more than a decade’s worth of data. As a result, various types of industries as well as small, medium, and large companies feel the impact. Also, small companies reported the highest percentage, at 68%.

A new job for a transferee often may result in a job change for their spouse or partner. When an employee is offered a relocation opportunity, it is important to consider their spouse or partner’s needs.

What Does This Mean for Spouse and Partner Assistance?

With historically high levels of spouse and partner employment impacting employee’s relocation, demand for employment assistance is high. The 2019 Corporate Relocation Survey notes several types of assistance including:

  1. Job Networking
  2. Outplacement Services
  3. Career Services
  4. Resume Preparation
  5. Interviewing Skills Training
  6. Finding Employment Within/Without Company
  7. Reimbursement for Career Transition Expenses
  8. Pay for Work Visa in New Location

Importantly, usage trends range from 25% to 33%. More companies are offering this benefit, and usage is now comparable across all companies regardless of size.

The United States Bureau of Labor Statistics reports that among married-couple families, both spouses were employed in 48.8% of families. Therefore, the possibility of a relocation impacting a working couple is high.

What Challenge Does the 2019 Corporate Relocation Survey Illustrate?

Companies should understand that relocation decisions are often family matters and require input and buy-in from spouses and partners. Global Mobility Solutions’ Case Study on Education Institution Relocation Programs describes the challenge clients face when spouses of transferees feel left out of the decision-making process. Our experts helped our client learn that many dual career couples that moved to their new location had a difficult time adapting if there was no job for the spouse. Many newly hired employees would leave the client after several months of employment because their family could not settle into life in the new location.

What Should Companies do About The 2019 Corporate Relocation Survey Results?

Companies should review their relocation programs to ensure they provide employment assistance for spouses and partners. A well-designed relocation policy will include Pre-Decision Services. As a result, spouses and partners will receive consultation on a range of topics including location, job market information, and nearby companies and organizations that may align with their career goals.

Also, structured programs help spouses and partners create online personal brands with Linkedin profiles and job search engines. As the 2019 Corporate Relocation Survey shows, successful relocation programs include a number of resources. Direct job search assistance, resume writing, professional development, and entrepreneur support are helpful tools. Relocation Management Companies (RMCs) can provide expert assistance to companies looking to benchmark their relocation program to learn best practices for spouse and partner assistance.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees and provide spouse and partner assistance. Our team can help your company determine how to ensure successful relocations by providing spouse and partner assistance programs as noted in the 2019 Corporate Relocation Survey.

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. Our experts dedicate themselves to informing and connecting our clients with highlights from the 2019 Corporate Relocation Survey. Contact our experts online to discuss your company’s relocation program. We can help you determine if your program provides industry-leading spouse and partner assistance resources to ensure successful relocations, 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 Trends Talent Mobility United States Economy

United States Demographic Trends and Immigration Patterns

A recent report by the Economic Innovation Group describes United States demographic trends. As a result of these trends, several of the country’s cities, counties, and states experience declining population. Declining population negatively impacts economic growth in several ways:

Impacts of Declining Population

  • Housing market demand falls
    • Downward effect on home prices
  • Local government finances decline
    • Higher taxes to maintain current level of government services
    • Reduction in government services
  • Population of working age adults declines
    • Productivity falls
    • Economic opportunities stagnate
    • Reduced business startups

United States Demographic Trends: States and Territory Losing Population

According to the United States Census Bureau, nine states and one territory lost population in 2018. While the nation’s total population grew by 0.6%, the following states and territory experienced significant declines:

  • Puerto Rico: -129,848 -3.91%
  • New York: -48,510 -0.25%
  • Illinois: -45,116 -0.35%
  • West Virginia: -11,216 -0.62%
  • Louisiana: -10,840 -0.23%
  • Hawaii: -3,712 -0.26%
  • Mississippi: -3,133 -0.10%
  • Alaska: -2,348 -0.32%
  • Connecticut: -1,215, -0.03%
  • Wyoming: -1,197 -0.21%

Of particular note, Puerto Rico’s population has been declining over the past decade. However, Hurricane Maria in 2017 accelerated the population decline even during the recovery period.

Counties with Declining Population

The Economic Innovation Group reports that all states have areas with declining population. As a result of uneven population growth as well as migration patterns, the United States demographic trends from 2007 to 2017 resulted in:

  • 50% of states losing working age population
  • 43% of counties in the average state losing population
  • 76% of counties in the average state losing working age population

Possible Solution for United States Demographic Trends

There is a possible solution that might help states and counties experiencing population decline. For example, a visa program that specifically targets immigration to these places with a range of incentives might bring new residents. Highly skilled immigrants currently gravitate to leading tech centers such as San Francisco, Washington D.C., and Boston/Cambridge.

A “Heartland Visa” program as described in the Economic Innovation Group’s report might provide incentives for other areas of the country to benefit from highly skilled immigrants. Canada actively pursues immigration as a solution to temper the effects of an aging population, and to ensure future success from immigrant’s contributions. Ontario province is seeking to attract highly skilled immigrants to smaller cities and towns. A similar program might help alter United States demographic trends so that states and counties losing population could lessen its impact, if not reverse the trends.

What Should Employers do?

Employers in locations experiencing population decline due to United States demographic trends should investigate all of the current United States visa programs. They also might consider advocating for a targeted visa program with incentives that would encourage highly skilled immigrants to migrate to their specific area.

Employers should also 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 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 leverage United States migration patterns 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.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation and visa program needs. Since United States demographic trends may result in challenging employment situations, companies should verify their relocation program supports talent acquisition. Give our experts a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Domestic Relocation Trends Job Market Job Seekers Labor Force Talent Mobility

Why is Maricopa County the Fastest Growing County in the US for the 2nd Year in a Row?

For the 2nd year in a row, Maricopa County is the fastest growing county in the US. Located in Arizona, Maricopa County includes the city of Phoenix and its surrounding metropolitan area. The county has a large number of thriving cities and towns, including:

Select Cities in Maricopa County

  • Chandler
  • Glendale
  • Mesa
  • Paradise Valley
  • Phoenix
  • Scottsdale
  • Tempe

Select Towns and Communities in Maricopa County

  • Anthem
  • New River
  • Rio Verde
  • Sun City
  • Sun Lakes
  • Tonopah
  • Wittman

The population of Maricopa County is currently estimated in 2018 to be 4,410,824 residents. After rising to become the fastest growing county in the US in 2017, the county added another 81,244 residents during the next year, for a growth rate of 1.9%.

These 81,244 new residents of Maricopa County represent:

  • 21,644 growth in births over deaths
  • 49,423 growth in US migration
  • 9,902 growth in international migration
  • 275 growth in other categories

Putting Maricopa County Growth into Perspective

To put things into perspective, Maricopa County’s population growth in one year is larger than the entire current population (72,710 residents) of the city of New Britain, Connecticut. New Britain has seen swings in population from growth to loss over the past several years. Starting in 1980 when the city noted a loss of 9,601 residents from 1970, the next decades saw minimal years of population growth and several years of population loss. New Britain’s economy has focused on hardware manufacturing, and the city is the corporate home of Stanley Black & Decker. The city is also home to Central Connecticut State University, Charter Oak College, Creed Monarch, Guida’s Dairy, and Polamer Precision.

The state of Connecticut has lost population for five years in a row. In 2018, Connecticut was the only state in the New England region of the US to record a lower population than the year before. As recently as March 2019, the state of Connecticut continues to experience job losses.

Why Maricopa County Continues to Grow

There are many reasons why Maricopa County continues to grow. The former mayor of Phoenix, Greg Stanton, noted that the city and region has worked to build a sustainable economy focused on areas such as education and export promotion. Also, population has increased as Phoenix has made investments in infrastructure and transportation.

Businesses and residents are prospering due to Maricopa County’s focus on developing amenities and resources, including:

District 1: Ahwatukee, Chandler, Gilbert, Mesa, Queen Creek, Tempe

Development of two key parks to provide multi-use recreational areas. The two parks are currently flood control basins that will be transformed to be functional during storms, and useful to the community year-round with the addition of baseball fields, playgrounds, and tennis courts.

District 2: Apache Junction, Carefree, Cave Creek, Fort McDowell Yavapai Nation, Fountain Hills, Gilbert, Mesa, Paradise Valley, Phoenix, Scottsdale, Salt River Pima-Maricopa Indian Community Scottsdale

Development of a new East Valley animal shelter to increase the quality of care the County provides to rescue animals, reduce the length of stays, and improve the customer adoption experience.

District 3: Anthem, Desert Hills, New River, Paradise Valley, Phoenix

Expanding access to health care, with HonorHealth opening a sixth hospital in North Phoenix, just south of Anthem. The hospital will provide more than 40 beds and a 24-hour emergency room.

District 4: Avondale, Buckeye, El Mirage, Glendale, Goodyear, Litchfield Park, Peoria, Sun City, Sun City West, Surprise, Wickenburg, Youngtown

Creating a pilot program at Luke Air Force Base for a Military Veteran Success Center – West Valley. The Center will provide case management, education and career information, job placement services, and other helpful resources for transitioning military, veterans, and their spouses.

District 5: Avondale, Buckeye, Gila Bend, the Gila River Indian Community, Glendale, Goodyear, Guadalupe, Phoenix, Tolleson, and many smaller communities

Approval for a 950-acre site for the newest utility-scale solar electric generating station in Maricopa County. The Sun Streams Solar 150-megawatt facility will include large-scale battery technology for energy storage, and is the most recent in a long list of solar generating facilities in west-central Maricopa County. This facility reinforces Maricopa County as an economic and technological leader for solar energy development.

What Does This Mean for Maricopa County Employers and Job Seekers?

Employers in Maricopa County may benefit from an influx of job seekers moving to the region. Employers may be able to use Pre-Hire Assessments to identify qualified candidates.

Job seekers may have a number of opportunities to find employment in Maricopa County as population growth continues to increase demand for housing and services. Job Seekers should utilize career resources and a number of job and employment networking sites.

What Should Employers and Job Seekers in Maricopa County do?

Employers in Maricopa County should examine their corporate initiatives to ensure they can leverage the county’s population growth. 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 cities as growth continues. They should provide transferees and their family members with as many valuable resources as possible to help increase relocation success.

Job seekers looking for opportunities should consider cities that rank high as a best place to find a job, such as Scottsdale. Other cities in Maricopa County also rank high as good places to find a job, including Gilbert, Chandler, and Tempe.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to fill positions in their local markets, including Maricopa County. 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 satisfaction.

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 find qualified candidates for positions in Maricopa County, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Global Mobility Relocation Best Practices Relocation Management Talent Mobility

What are the Top 5 Reasons to Outsource Global Mobility Management?

There are several reasons why a company would move to outsource global mobility management. Often these programs require a level of expertise that is not inherent within an organization. Issues regarding international visas and work permits can be particularly vexing and cumbersome. Consistency in application across departments, divisions, and throughout locations is an important consideration for fair and equitable treatment of all employees.

The Top 5 Reasons to Outsource Global Mobility Management:

1. Compliance

Companies that choose to outsource global mobility management gain significant advantages in tax and compliance related to national regulations.  Programs may offer benefits to both employers and relocating employees. The importance of compliance cannot be understated, as noncompliance may include penalties.

2. Cost Management

Relocation Management Companies (RMCs) may offer industry-leading technology solutions that provide easy and simple tracking and reporting capabilities for mobility costs. Companies gain accuracy and simplicity for reporting and budgeting purposes.

3. Core Responsibilities

When a company chooses to outsource their relocation program, it frees internal departments to focus on corporate objectives. Mobility management often is not a core competency within a company. Eliminating costly and excessive administrative burdens by moving to outsource global mobility management lets organizations pursue valuable goals.

4. Courtesy Enhancements

RMCs with significant knowledge and experience will offer a number of complimentary solutions that are extremely valuable to companies and their relocating employees. Programs such as Pre-Decision Services result in employees that start work sooner, stay longer, and are a better fit in the company’s culture.

5. Cost Savings

RMCs can help a company identify a number of cost savings upon their move to outsource global mobility management. Relocation Policy recommendations from courtesy mobility consulting often generate significant savings in areas such as in-house costs versus fees, household goods moves, and home sale programs.

What Does This Mean for Companies That Want to Outsource Global Mobility Management?

Companies can achieve significant operational improvements and cost savings when they outsource global mobility management. As a result, internal departments can focus on achieving company objectives while reducing administrative costs and burdens.

What Should Employers do to Outsource Global Mobility Management?

Employers should work with a qualified Relocation Management Company (RMC) that can provide a full range of relocation programs. Employers should consider a move to outsourcing their relocation program to achieve significant operational and cost advantages. This will help increase relocation success.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients manage the transition to outsource global mobility management. As a result, our team can help your company understand how to benefit from the advantages such a move affords.

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 outsource global mobility management, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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