Category: Talent Mobility

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Baby Boomers Increasing in the United States Job Market

Baby Boomers are increasing in the United States job market. This generation’s employment gain in 2018 is unmistakable. Baby Boomers are increasing both in total number of employees and as a percentage of new hires. What is driving this phenomenon?

December 2018 Job Growth by Sector

A look at job gains in December 2018 may provide a few clues to the growth of Baby Boomers in the job market. The job gains are noteworthy for how widespread they are across sectors of the economy. Sectors by order of job gains:

  • Private Education and Health Services: Up 82,000
  • Leisure and Hospitality: Up 55,000
  • Professional and Business Services: Up 43,000
  • Construction: Up 38,000
  • Manufacturing: Up 32,000
  • Retail Trade: Up 24,000
  • Government: Up 11,000
  • Wholesale Trade: Up 8,000
  • Other Services: Up 8,000
  • Financial Activities: Up 6,000
  • Mining and Logging: Up 4,000
  • Transportation and Warehousing: Up 2,000
  • Utilities: Unchanged
  • Information: Down 1,000

Interestingly, some sectors showing job gains represent types of jobs that require higher education, experience, and skill levels than some other sectors. However, sectors such as Information that had driven significant job growth in the past may be undergoing structural changes or be further impacted by government restrictions related to immigration and visa status.  The US Bureau of Labor Statistics Current Employment Statistics Highlights December 2018 Report includes a special note regarding Information jobs: “Within the sector, telecommunications lost 26,000 jobs in 2018, while other information services added 17,000.” Monthly job data tends to be volatile in nature. As a result, trends are difficult to discern when looking only at monthly data.

2018 Job Growth by Age Distribution

A look at job gains throughout the entire year of 2018 might provide more helpful information to understand why baby boomers are increasing in the job market. Over 2.9 million new jobs were created in 2018. Select age distribution across all of the 2018 new jobs shows a disparity in hiring patterns.

Age Distribution of Workers in New 2018 Jobs

  • 55 and over: Represent less than 24% of the workforce, but took 49% of new jobs

(Workers age 25-54 represent 64% of the workforce, but took only 45% of new jobs)

  • 45-54: Decreased overall
  • 35-44: Gained but smaller than their share of workforce
  • 25-34: Gained strongly
  • 18-19: Represent 2% of the workforce, but took 11% of new jobs

Why are Baby Boomers Taking New Jobs?

The growth of Baby Boomers in the job market is due to a number of factors. Baby boomers as a whole tend to be more health conscious than their parents and grandparents. As a result, they have a longer life expectancy than previous generations. This generation is unique in its pursuit to create a new way of health living. As a result, their desire to live well includes better nutrition, healthy activities, and the pursuit of social activities including employment that lets them engage with similar populations.

Also, Baby Boomers in the workforce tend to be better educated. This in turn increases their likelihood of remaining in the labor force for a longer period, as more job opportunities are open to them. Some job seekers may benefit from career services that offer powerful tools to help them find jobs that can use their experience.

Changes to social safety net programs such as Social Security benefits and employee retirement plans also play a factor in Baby Boomers choosing to work longer. Greater life expectancies mean Baby Boomers need more savings and reserves for their retirement years. This is especially true as government programs continue increasing minimum retirement ages for full benefit eligibility.

Jobs for Baby Boomers

The US Bureau of Labor Statistics notes that employment of workers age 55 and over is greatest in the following job types:

  • Management, Professional, and Related Positions
  • Sales and Office
  • Service
  • Production, Transportation, and Material Moving
  • Natural Resources, Construction, and Maintenance

Within these job types, specific occupations have a greater concentration of Baby Boomers. Many of these occupations require significant experience and skills that add to the job holder’s credibility. Other occupations require an affable personality and openness to working with the public. Finally, several of these occupations require unique and significant leadership skills.

Occupations Requiring Artistic and Creative Skills

  • Furniture Finishers, Cabinet Makers
  • Jewelers, Gem Finishers, Metal Workers

Occupations Requiring Great Care and Attention to Detail

  • Archivists, Curators, Museum Technicians
  • Medical Transcriptionists, Medical Coders
  • Proofreaders, Editors, Reviewers, Copy Readers
  • Tax Preparation Professionals

Occupations Requiring Openness to Working with the Public

  • Bus Drivers, Taxi Drivers, Uber/Lyft Drivers
  • Property Managers, Real Estate Managers, Community Association Managers
  • Real Estate Brokers, Real Estate Sales Agents
  • Travel Agents, Tour Guides

Occupations Requiring Unique and Significant Leadership Skills

  • Clergy, Priests, Religious Leaders
  • Legislators, Government Representatives, Elected Officials

Other Factors Driving Baby Boomers to Remain in the Job Market

Flexibility in the job market provides greater opportunities for Baby Boomers to consider employment. Part-time positions often allow employees to work alternate schedules that fit their lifestyles. Also, another option Baby Boomers often choose is self-employment, opening their own businesses around special interests or services. Many freelancers over the age of 55 use supplemental gig work to fund their future retirement plans. Freelance work appeals to Baby Boomers because it lets them prioritize what is most important to them.

What Should Employers do to Attract Baby Boomers?

Employers should be aware of the growing number of Baby Boomers in the workforce. They should consider structuring positions to accommodate workers with higher education levels. Employers should also consider examining their employment requirements with respect to full-time, part-time, and gig work schedules. This will help employers appeal to the greatest number of job seekers.

Additionally, employers should examine their relocation program’s benefits. Relocation programs should be designed to provide companies and their employees the resources and they need to ensure a smooth and successful relocation process. A robust program should account for ongoing employee support services, supplier management, candidate selection, relocation benefits, and expense management.

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 also help your company by using industry best practices to design your relocation program. This will increase your company’s ability to attract and retain new employees across all age groups, including Baby Boomers.

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, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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What are the Fastest Growing Jobs in North Carolina?

What are the fastest growing jobs in North Carolina? Many job seekers look to find opportunities in regions that experience positive economic growth. North Carolina has the 15th highest percentage change in Gross Domestic Product in the nation through mid-2018. The Southeast region as a whole continues to experience high economic growth, including North Carolina. North Carolina’s two largest metropolitan areas, Raleigh and Charlotte, are among the fastest-growing cities in the nation.

Fastest Growing Jobs in North Carolina

Any list of the fastest growing jobs is subject to change, depending on economic factors including industrial production, global trade, and even weather patterns. However, recent studies show the fastest growth in these jobs:

Mathematics and Finance Jobs

  • Statisticians
  • Credit Counselors

Information Technology Jobs

  • Operations Analysts

Healthcare and Medical Jobs

  • Nurses
  • Occupational Therapists
  • Physical Therapists
  • Physician Assistants
  • Home Health Aides
  • Diagnostic Medical Sonographers
  • Physical Therapy Aides

Highlight on the Fastest Growing Jobs in Charlotte

Charlotte is the largest city in North Carolina. As a result, it offers the most opportunities for job seekers seeking the fastest growing jobs. Charlotte has a diverse industrial base and is the county seat of Mecklenburg County.

A few of the largest Industries in Charlotte include:

  • Manufacturing
  • Retail Trade
  • Hotels
  • Finance
  • Restaurants
  • Healthcare
  • Social Services

Recently, Charlotte has become the second largest financial center in the nation, following New York City. However, the title for second and third largest financial center changes frequently between Charlotte and its close rival San Francisco. Much of this growth is due to Bank of America, the nation’s second largest bank by assets. Bank of America has been increasing its assets and maintains its headquarters in Charlotte. The Charlotte Chamber of Commerce President Bob Morgan notes that the number of banking and finance jobs in the metropolitan region rose 16.2 percent over a ten year period. These are a few of the fastest growing jobs in Charlotte.

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

Job seekers should investigate the fastest growing jobs in North Carolina for opportunities. A number of resources are available to learn about jobs and careers in North Carolina. Professional networks such as Linkedin provide information on companies and contacts. Job seekers may want to focus on a specific location such as Charlotte, and then narrow down their search by industry to 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?

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 program that promotes global talent acquisition.

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 job seekers looking for the fastest growing jobs in North Carolina, or any other location around the world.

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, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Global Relocation Global Relocation Tips Global Relocation Trends Talent Mobility

What is Driving São Paulo’s Business Startup Culture?

Companies seeking growth opportunities in South America quickly gravitate to Brazil and São Paulo’s business startup culture. Brazil’s mammoth city boasts one of the world’s most vibrant business technology ecosystems. São Paulo is also home to South America’s largest startup environment. The city proper is the largest in Brazil, with a population of over 12 million residents. The greater São Paulo metropolitan area ranks as number three in the world by population, with over 27 million residents.

Cultural Diversity

Brazil is one of the most culturally diverse countries in the world. Generally, Brazilians trace their origins from five global regions:

  • Africa
  • Americas
  • East Asia
  • East Mediterranean/West Asia
  • Europe

This cultural diversity is a great asset to companies looking to test their products and marketing programs. Marketing to a microcosm of international cultures provides a wealth of valuable information for companies with global growth ambitions. Companies investing in São Paulo’s business startup culture quickly benefit from the city’s diverse talent pool and openness to new ideas.

Currency

Brazil’s currency fluctuations and devaluation to the U.S. dollar gives companies who invest in São Paulo’s business startup culture the benefit of getting more for their capital. As Brazil’s economy experiences variations and crises, São Paulo presents more opportunities for entrepreneurs. Talent becomes more affordable for young and growing companies. As a result, entrepreneurs can easily hire employees with the education and skills they need to be successful.

Business Resources for São Paulo’s Business Startup Culture

São Paulo’s business startup culture benefits from a large number of business resources. Startup accelerators are plentiful, including ACE, Startup Weekend, and Startup Farm. Co-working spaces such as CUBO encourage collaboration among resident companies. CUBO’s center of technological entrepreneurship connects investors, companies, technology, and universities in one space. This connection helps create new business models, new ways to work, and continually challenges the status quo with a focus on creating opportunities.

In fact, São Paulo’s business startup culture is often seen as the “silicon valley” of Latin America. From its inclusion in Deloitte’s leading index of global FinTech hubs to its continually growing roster of unique startup ventures, São Paulo has become the Brazilian home of international technology giants including Google, Linkedin, and Cabify. (FinTech is a new industry that uses technology to improve activities in finance.)

What Does This Mean for São Paulo’s Business Startup Culture?

Companies looking for expansion opportunities, especially in technology fields, should seriously consider São Paulo’s business startup culture. The city provides a warm welcome to entrepreneurs and innovators, offers a favorable currency advantage, and has a wealth of resources that support business startups. Brazil’s wide cultural diversity enhances workforce productivity, and reflects the broader international market, making São Paulo an ideal location for testing concepts and messages.

What Should Employers do?

Entrepreneurs with plans for business expansion should research São Paulo’s business startup culture to see how they might benefit from its many resources and advantages. Established businesses without a presence in Latin America should also consider locating in São Paulo. Co-working spaces such as CUBO can help connect established businesses to entrepreneurs and new business models.

Companies looking to test their expansion efforts in Brazil might also benefit from an International Professional Employer Organization. This is a global employment solution where a third-party in a foreign country hires employees on your company’s behalf. Companies considering relocating new hires or transferees to São Paulo should review their relocation programs. This will help ensure they have a competitive advantage and that 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 understand how they can easily expand their business operations to new locations. Our team can help your company understand how best to proceed with expansion to São Paulo’s business startup culture through relocation, or by utilizing an International PEO.

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 business expansion plans to São Paulo, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Singapore Job Skills Lacking in Technical Fields

Singapore job skills currently exhibit a significant gap in several technical fields, according to Workforce Singapore (WSG). WSG, a board under the nation’s Ministry of Manpower, oversees the transformation process for the Singaporean workforce and industry to meet future economic opportunities.

Top 5 Fastest Growing Singapore Jobs

The five fastest-growing jobs in Singapore are concentrated in technology:

  • Content Specialist
  • Head of Digital
  • Cyber Security Specialist
  • Data Scientist
  • User Experience Designer

All of these technology jobs require specific technical skills. They also require significant communication and managerial skills, often referred to as “digital competence.”

What is Digital Competence?

Digital Competence is an expansive definition of Information and Communication Technology (ICT). It includes basic ICT skills along with the understanding and knowledge of how to use digital devices and applications in new and complex formats. WSG recognizes that Singapore job skills need to include Digital Competence. Singaporean workers must be able to confidently and critically use electronic media for work, leisure, and communication. To do so, workers must understand logic, possess critical thinking abilities, have a high level of information management skills, and superior communication skills.

For example, some of the skills needed for the Top 5 Fastest Growing Singapore Jobs include:

  • Analytics
  • Banking
  • Big Data
  • Communication
  • Consulting
  • Content Delivery
  • Digital Production
  • Machine Learning
  • Management
  • Sales Enablement
  • Wire Framing

WSG has a number of programs that help Singapore job skills match industry requirements. For example, WSG maintains the Singapore Workforce Skills Qualifications (WSQ), a national credentialing system that trains, develops, and assesses Singapore job skills. Also, the WSQ certifies skills and competencies for the workforce. Its continuing education and training system is funded by SkillsFuture Singapore (SSG).

What is SkillsFuture Singapore?

SkillsFuture Singapore (SSG) is a board administered by the Ministry of Education. SSG’s main purposes include:

  1. Drive and coordinate SkillsFuture movement implementation
  2. Promote a culture and system of continuing education
  3. Strengthen Singapore’s quality education and training
  4. Provide quality assurance for private education institutions and adult education centers

Singapore job skills are in high demand as the nation’s economy continues rapid growth. This growth leads to expanding job opportunities. WSG maintains a singular focus on ensuring Singaporean workers obtain the necessary training to fill growing sectors of the economy. WSG’s vision is bold and speaks to the nation’s strong work ethic: “Every individual in a fulfilling career with progressive employers.”

What Should Employers do About the Singapore Job Skills Gap?

Employers facing a Singapore job skills gap should review their talent recruitment programs to ensure creative solutions are in place. A knowledgeable Relocation Management Company can provide valuable assistance to employers looking for robust and effective solutions to hiring challenges.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to mitigate the impact of a skills gap. Our team can help your company by using industry best practices to design your relocation program. As a result, this will increase your company’s ability to attract and retain new employees and mitigate the effects of the Singapore job skills gap.

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

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

Request your complimentary relocation policy review

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The Future of Corporate Headquarters

Many companies face challenges when considering where to locate their corporate headquarters. Major global companies such as Amazon, Apple, General Electric, and Google have recently announced expansion or relocation efforts that will take them to their next-generation workforce.

Recent expansion and relocation efforts for corporate headquarters have focused on major metropolitan areas.

Corporate Headquarters of Major Companies

Amazon

Amazon plans to create a second corporate headquarters location in Arlington County, Virginia’s Crystal City neighborhood. The location is across from Washington, D.C. The company said it will receive $573 million combined from Virginia and Arlington in performance-based direct incentives. These incentives include Amazon creating several thousand jobs at the new location. Notably, although Amazon had originally also chosen a second location in Long Island City, Queens, New York for another headquarters, mounting opposition led the company to pull out of its plans. This speaks to the importance of building local support among all stakeholders for any new corporate headquarters development.

Apple

Apple is planning to expand its presence in Austin, Texas with a $1 Billion new corporate headquarters campus. Apple’s future plans will eventually make it the largest employer in Austin. The new campus will accommodate 5,000 employees to start, and feature capacity for up to 15,000 employees.

General Electric

General Electric relocated its corporate headquarters to Boston, Massachusetts in 2016 and instantly became the state’s largest public company. Company officials noted that the Boston metropolitan area’s concentration of top universities and startup technology firms was the main attraction for their relocation. The move is seen as a way for the industrial conglomerate to rebrand itself as a forward-looking technology company. Although GE continues to face challenging markets and a changing economic future, the fundamental reason for the company’s move is shown in their intent to remain in Boston.

Google

Google plans to spend $1 Billion to expand the company’s New York City Hudson Square facility. The campus will be the main corporate location for its New York-based global business organization. The company will double its New York City workforce.

Corporate Headquarters Require Workforce with Significant Skills and Education

Companies looking to expand or relocate their corporate headquarters require employees with skills and education. Typical functions at these locations may focus on executive and managerial roles, product engineering and development, talent acquisition and talent management, sales and marketing, corporate communications, legal concerns, and finance. Many of the positions within these functions require degrees from institutions of higher education. Employees must be proficient with technology across multiple platforms. They must also display a broad range of soft skills including verbal and written communication, coaching, and leadership. Any company looking at a new location should work to keep current employees with desired skills and education during the relocation.

What Should Employers Seeking to Expand or Relocate Their Corporate Headquarters do?

Companies that are looking to expand or relocate their corporate headquarters should work with a Relocation Management Company (RMC) that has expert knowledge and extensive experience in corporate relocation services. Corporate relocation programs provide companies and employees all of the resources and tools they need to ensure a smooth and successful relocation process.

Choose an RMC that provides ongoing employee support services, supplier management, relocation benefits, and expense management. Employers should provide many resources for their relocating employees and their families. As a result, they will feel confident in accepting their new assignments and enthusiastic about the company’s corporate headquarters relocation.

Conclusion

GMS’ team of corporate relocation experts has the knowledge and expertise to help your company manage its corporate headquarters relocation budget. We will also offer your employees the best relocation experience during a corporate headquarters expansion or relocation. This will increase your company’s ability to retain current employees as well as attract new hires at your new location.

Contact our team of experts to discuss how we can help your company’s corporate headquarters relocation budget stay within company guidelines, or call us directly at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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India’s Cloud Computing Job Growth Offers Relocation Opportunities

Great Learning, an educational technology platform company for executives, reports that up to 1 million new jobs in India may be created by the growth of the cloud computing market. Currently, India has a $2.2 billion market in this field. By 2020, this market will grow to $4 billion due to over 30% annual growth rates.

How is Cloud Computing Defined?

Cloud computing is distinctly different than traditional computing solutions found in many companies. Traditionally, companies manage IT resources, computers, database storage, security, and software applications. These would be housed on physical hardware located at or near their premises. Cloud solutions offer all of these IT resources through a cloud services platform, accessed through the internet.

Types of Cloud Computing

There are three main types of computing that can be done in the cloud:
  • Infrastructure as a Service (IaaS)
  • Platform as a Service (PaaS)
  • Software as a Service (SaaS)
With cloud computing, companies only pay for the services they need, within a flexible, low cost framework. As a result, companies can utilize their limited valuable resources to pursue corporate objectives. Rather than invest in IT hardware and software, companies are free to invest in value adding activities. They also benefit from the provider’s specialized skills and investments in technology.

What Jobs are in this field?

Cloud computing jobs typically entail specialized training and skills. Often, these jobs require higher education and degrees in the fields of computer science, computer engineering, and information systems. For example, candidates for a Specialist position should have skills in the following areas:
  • Systems Architecture
  • Virtualization Technology
  • Analytical Reasoning
  • Collaboration

What does this mean?

Within India, as well as across the world, the growth in cloud solutions will lead to increasing demand for employees with applicable education and skills. The worldwide cloud computing market is projected to reach $411 billion by 2020. Also, over $1.3 trillion in IT spending will be affected by companies shifting their spending to the cloud by 2022. In India, several thousand cloud computing  job postings advertise vacancies. By comparison, US job postings in this market show approximately twenty thousand positions. Several technology companies in China have aggressive plans to dominate this market.

What should employers expect with Cloud Computing?

Employers should expect that demand for employees with cloud computing skills and experience will increase dramatically over the next several years throughout the world. They should also expect that traditional recruiting efforts may not be successful in attracting candidates with the skills and experience they need to success with cloud computing efforts.

What should employers do?

Employers in India should review their company’s growth plans and requirements for jobs within this market. They should also determine how their company’s growth plans will impact the cloud computing jobs required to meet their business plans and goals. Employers should examine their relocation policies to determine if they would benefit from enhancements to attract new hires and transferees looking to take computer industry jobs in India. Also, they should look into helpful educational resources for employees, such as an online tutorial for AWS (Amazon Web Services). Employers may benefit from reviewing a Technology Industry Case Study that identifies successful tactics for attracting new hires and transferees. They may also benefit by learning how other markets, such as healthcare, have been leveraging relocation benefits to attract and retain talent.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees across the world. Our team can help your company determine how to plan for India’s cloud computing job growth and the many opportunities it presents. 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 program needs, or give us a call at 800.617.1904 or 480.922.0700 today. Request your complimentary Visa Program Assessment
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Upcoming Skills Gap in United Arab Emirates Requires Workforce Planning and Education Reforms

Effective workforce planning and education reforms in the United Arab Emirates (UAE) will help the seven emirates address an upcoming skills gap in their labor market. The Knowledge and Human Development Authority (KHDA) expects 40% of current jobs to disappear from the market over the next decade.

The decline of current jobs will impact the labor market across the range of all seven states within the UAE:

  1. Abu Dhabi (the capital of the UAE)
  2. Ajman
  3. Dubai
  4. Fujairah
  5. Ras Al Khaimah
  6. Sharjah
  7. Umm Al Qalwain

Fourth Industrial Revolution Helps Create Upcoming Skills Gap

All of the emirates are experiencing the effects of the “Fourth Industrial Revolution.” This revolution reflects the velocity, scope, and systems impact of a digital transformation that is changing economies, jobs, and work as it is currently known. Characteristics of the revolution include a fusion of technologies across the physical, digital, and biological spheres. As a result, the revolution impacts many areas, including:

As a result, many current jobs will disappear in the future, and employees are facing an upcoming skills gap. New jobs will appear that require skills applicable to the digital revolution’s needs.

How is UAE Planning for the Upcoming Skills Gap?

KHDA recognizes that new jobs will emerge in the labor markets, and these jobs will require technical skills. As a result, KHDA notes that a 10-year visionary planning effort must be undertaken to find solutions. KHDA believes these solutions will be found in several areas, including increasing family involvement, understanding the growing economy’s job requirements, and identifying future opportunities.

A strategy shift to address the upcoming skills gap will also require changing the education system. This change will equip residents with the appropriate technical skills that will enable them to successfully obtain new jobs in the future. As the KHDA recognizes what needs to be done, the organization and other UAE entities note the need to focus on education as well as practical, working-knowledge skills. Ideas in the planning stage include using the final year of education for internships and assignments at companies.

What does this mean?

The UAE recognizes that the digital revolution will create new job requirements. They also recognize at the same time that current jobs will disappear. This creates a need for appropriate planning to address the upcoming skills gap. Additionally, emirates growing at exceptional rates such as Dubai may have a surplus of jobs that require new technical skills. This surplus of jobs may require transferees from outside the emirates to relocate to the region in order to sustain economic growth.

What should employers expect?

Employers in the UAE should expect that current jobs may decline and employees may face an upcoming skills gap. Employers should also expect a rise in the need for new jobs that require new and extensive technical skills to meet the needs of the digital revolution.

What should employers do?

Employers in the UAE 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. Employers should consider how they can address current employees who may face the upcoming skills gap. They should focus on training, education, and retaining employees who have valuable company experience and talent. Also, employers should review their relocation programs to determine how to present their company’s opportunities in the best light to attract highly skilled new hires and transferees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees across the world. Our team can help your company determine how to plan for the UAE’s upcoming skills gap and its impact on employees, new hires, and transferees.

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 program needs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Business Services Global Relocation Talent Mobility

Skills Gap in the United States can be Mitigated with Relocation, International PEO

Many sources recognize a skills gap in the United States. A growing economy generates job opportunities and needs candidates to fill those jobs. When job opportunities expand beyond the local population’s ability to fill those jobs, employers must examine other options. A skills gap affects several industries and locations in the United States.

What can a company do when it is unable to find candidates with the requisite skills? There are several avenues a company can explore when seeking to fill job opportunities. Many companies are able to continue growing by expanding their talent recruitment program’s capabilities. Creative solutions to hiring challenges can help a company achieve success.

What is the Skills Gap in the United States?

Examining the skills gap in the United States shows that technology is driving a need for workers to have knowledge of computers in order to perform what used to be basic job functions. Basic job functions such as following a written set of instructions to mix materials now require computer knowledge to perform the same task. As a result, automation may increase speed and accuracy. However, it also requires a higher degree of knowledge to operate computers and machinery. This is one aspect of the skills gap. Politicians, educators, and employers increasingly focus on STEM programs to address this part of the skills gap. STEM curriculum educates students in science, technology, engineering, and mathematics in a cohesive approach based on actual applications.

Another aspect of the skills gap relates to human interaction and social skills. While much of society increasingly focuses on STEM programs, technology such as powerful Artificial Intelligence (AI) is more likely to automate at least some of these areas. Employers increasingly want written communication, oral communication, team-building, and leadership skills. These soft skills are unlikely to be easily overtaken by AI. As a result, they offer the promise of job stability for employees over a longer period of time.

How Can Employers Mitigate the United States Skills Gap?

There are several ways employers can recruit top talent in a tight job market, and mitigate the impact of a skills gap in the United States:

  1. Leverage social media to expose job opportunities to prospects on these platforms. Passively posting positions or actively presenting via digital ads when seekers enter specific terms into a search engine are all shown to have a positive effect.
  2. Global relocation can be used to fill open positions. The healthcare industry has been facing a critical talent shortage for several years. As a result, healthcare employers focus on several unique solutions such as providing exceptional candidate experiences and creating a superior employer brand. Employers can highlight their company’s relocation program benefits in their recruiting materials to attract talent for global relocation.
  3. International Professional Employer Organization (PEO) lets employers grow their business quickly in international markets. Through this employer of record solution, the International PEO acts as an extension of a company’s Human Resources Department, with a focus on immediate international employment solutions. This lets a company meet demanding business objectives quickly and efficiently.

What Should Employers do?

Employers facing a skills gap impacting their hiring plans should review their talent recruitment programs to ensure creative solutions are in place. A knowledgeable Relocation Management Company can provide valuable assistance to employers looking for robust and effective solutions to hiring challenges.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to mitigate the impact of a skills gap. Our team can help your company by using industry best practices to design your relocation program. This will increase your company’s ability to attract and retain new employees and mitigate the effects of a skills gap.

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

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

Request your complimentary relocation policy review

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Brexit Impacts Job Seekers from the European Union

European Union flag and map

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

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

UK Net Migration Target

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

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

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

Impact of Net Migration Reduction on Industry

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

What Should Employers Expect?

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

What Should Employers do?

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

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

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

Conclusion

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

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

Request your complimentary relocation policy review

Categories
Labor Force Talent Management Talent Mobility

China’s Labor Force Declines While Economy Transforms

Portrait of happy engineer. East Asian ; Japanese, Chinese, Korean engineer looking at camera, smile. Engineering people concept.

China’s labor force is in decline. After fifty years of continued expansion, the labor force in China declined last year. Although China still has over 20% of the world’s labor, the decline is indicative of how China’s economy is transforming.

Several other countries with major economies have declining labor forces similar to China’s labor force decline. Countries with declining labor forces include:

  • Italy
  • Japan
  • Russia
  • Spain

Since 2013, many other countries and regions with major economies, as well as several developing countries, have seen their labor forces expand. Countries and regions with expanding labor forces include:

  • European Union
  • India
  • Mexico
  • Turkey
  • United States

Additionally, China is increasingly expanding its level of capital stock. Whereas in 2000 the U.S. capital stock per person was 12 times the level in China, by 2014 the ratio had fallen to 3 times. Recent investment by China has probably pushed the ratio even lower. China is quickly moving on par with the U.S. level of stock per person, even as China’s labor force declines.

What does this mean?

The government in China continues to promote the nation as one that mainly exports lower-value consumer goods and finished products. However, this does not reflect the reality of China’s investment in capital stock. The decline in China’s labor force will further erode the country’s ability to use labor to support its growth as a trading partner of lower-value consumer goods and finished products. The U.S. is currently a trading partner that exports higher-value capital goods and intermediary goods to China. The future for China’s economy will be in this same higher-value market of goods.

What should employers expect?

Employers in China should expect to find it increasingly difficult to recruit and hire as China’s labor force continues to decline. Those with plans to expand into new markets should take this into account as they develop their hiring plans and corporate objectives. Employers should also expect the economy in China to increasingly expand into higher-value capital goods and intermediary goods. There may be significant opportunity in China for companies looking to expand in this market of goods.

What should employers do?

Employers finding difficulties in hiring and recruiting for positions in China should consider highlighting their relocation program’s benefits in their recruiting materials to counteract the effect of China’s labor force decline. The healthcare industry has been facing critical talent shortages for several years. Healthcare employers have responded in several ways, including:

  1. Providing Exceptional Candidate Experiences
  2. Using Data to Enhance Recruiting
  3. Recruiting for Cultural Fit
  4. Creating a Superior Employer Brand
  5. Speeding the Process to Keep Candidates Engaged

Relocation Management Companies (RMCs) are ideal sources for information on global candidate recruitment and relocation. Pre-Decision Services are critical for employers as they provide valuable information about a candidate’s ability to accept a position and be successful. Assessment data can be paired with structured interview questions to better understand the candidate’s interests, goals, and motivations.

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 by using industry best practices to design your relocation program for the greatest appeal to positions in China. This will increase your company’s ability to attract and retain new employees as China’s labor force declines and its economy transforms.

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

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

Request your complimentary relocation policy review

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