Tag: 2019 USA Job Market

Population Estimates Show Continuing Growth for Southern United States

Post author By Sam Hoey | CRP, GMS
Post date July 16, 2020

Corporate relocation in the southern states

Through the end of 2019, the United States Census Bureau population estimates show continuing growth for many southern states. This growth is mainly reflective of domestic migration, with a secondary factor of natural increase (higher number of births over deaths). Overall, the southern region of the nation saw both the largest numeric growth and percentage growth from 2018 to 2019.

The impact of the COVID-19 pandemic may result in some variations for 2020 and beyond. However, the same factors that are driving current population estimates are most likely to continue affecting future growth. This has broad implications for corporate growth initiatives and talent acquisition.

Population Estimates Show Southern Region Growing, Other Regions Declining

The Southern region of the U.S. is growing faster than the nation as a whole. Overall, the southern region accounts for over 65% of the nation’s population growth from 2018-2019.

Region	Total Growth	Percentage Growth
United States	1,552,022	0.5%
South	1,011,015	0.8%

By comparison, the Northeast Region saw population decline over the same period by 63,817, or -0.1%. The Northeast did experience a population gain of 97,152 due to natural increase over this time period, as well as an increase in net international migration of 134,145. However, net domestic migration out of the Northeast in the amount of 294,331 led to the overall population decline. The loss of nearly 300,000 residents from the Northeast is significant, and may be due to a variety of factors.

Cities and Suburbs

Many states in the Northeast feature comparatively small cities and towns. For example, the state of Connecticut’s largest city is Bridgeport, with a population of about 144,399. Georgia’s largest city is Atlanta, with a population of about 506,811. Regions losing population often face other difficulties such as a declining tax base and diminishing economic prosperity.

Adding suburbs to the city’s population estimates may shed further light. Greater Bridgeport has an estimated population of 305,000, while the entire Bridgeport-Stamford-Norwalk-Danbury metropolitan statistical area has a population of about 948,000 residents. Atlanta, on the other hand, has an urban population of 4.5 million residents. Also, the Atlanta metropolitan area has over 5.6 million residents. The largest city and metropolitan region in Connecticut does not compare favorably to the economic growth, size, and vitality of the largest city and metropolitan region in Georgia.

What do Population Estimates Show for the Southern Region?

Of the top 5 states in total numeric growth in population estimates from 2018-2019, four are in the South, and one is in the Southwest:

Rank	State	Numeric Growth	% Growth
1	Texas	367,215	1.3%
2	Florida	233,420	1.1%
3	Arizona	120,693	1.7%
4	North Carolina	106,469	1.0%
5	Georgia	106,292	1.0%

Clearly the South continues its long period of population growth, while other regions of the U.S. lag. This pattern will result in many changes, from political representation to the ability to fund major infrastructure projects.

Why do People Continue Moving to the Southern Region of the U.S.?

There are several reasons why people decide to move to a new location. In terms of general population trends in the U.S., a few factors often top the list:

1. Jobs

Not surprisingly, all five of the top ranking states for growth in population estimates also rank in the top 20% of states for job growth from 2018-2019.

2. Cost of Living

Each of the top ranking states have cost of living that is lower than half of the other states in the nation. Georgia in particular ranks as the 9^th least expensive state for cost of living.

3. Weather

People looking for beautiful weather will find it at each of the top ranking states. Factors that determine a state’s ranking for weather include comfortable temperatures, dry weather, and at least 60% annual sunshine.

What Do Population Estimates Mean for Employers?

Employers should review their future growth plans to determine if certain locations may be more amenable for expansion and talent acquisition. Many states have been investing significantly in education, a key component for state prosperity. The U.S. Census Bureau reports that spending per pupil increased for the sixth consecutive year nationwide. Taking into account variations in cost of living, spending per pupil appears to be somewhat comparable among many states and regions.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients develop hiring and recruiting programs that attract highly skilled job seekers to meet corporate growth objectives. As a result, our team can help your company understand the importance of population estimates for states as they relate to talent acquisition and your company’s ability to attract new hires and transferees.

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

Contact our experts online to learn more about population estimates as they relate to corporate growth and talent acquisition, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags 2019 USA Job Market, 2020 USA Job Market, Arizona, Domestic Real Estate, Domestic Relocation, Domestic Relocation Trends, employee relocation, Florida, Georgia, jobs, North Carolina, Population Estimates, relocation, Texas, Texas Relocation, United States Demographic Trends, United States Migration Patterns, US Economy, Workforce Mobility

Job Market Job Seekers United States Economy

State Employment Differences Amplified by COVID-19

Post author By Global Mobility Solutions
Post date July 2, 2020

Omaha downtown skyline during Autumn, with a lake at the Heartland of America Park in the foreground

Across the U.S., state employment differences are often reflective of a variety of factors. Some of these factors are broad in scope, and others may be distinctly local. For example, components that may influence the growth or decline of employment in a specific industry sector may include:

Economic policies
Trade agreements
Favorable climate/weather
Local investment
Presence of natural resources

Over time, and if industries are successful, they may take an outsize role within a state. The automotive industry is an example of this type of impact. This industry has grown so large that its health impacts the states with automotive manufacturing facilities. The state of Michigan ranks as the #1 state for automotive manufacturing. As a result, the industry is often at the center of discussions about the state’s economy.

Comparison of Two State Employment Differences Resulting from COVID-19

Since the start of the COVID-19 pandemic in the U.S., employment has seen dramatic shifts. State employment differences reflect the concentration of various industries across states. For job seekers in the current job market, researching specific industries may help determine places with employment opportunities.

The U.S. Bureau of Labor Statistics publishes several reports on the labor market. The State Employment and Unemployment Summary reports on state employment differences. The period from March to April 2020 shows the impact of the COVID-19 pandemic on the labor market by state. Interestingly, the data shows a significant difference across many states. The preliminary measures from March to April range from a low of 4.3 point increase in unemployment, to a high of 21.3 point increase. The two states at these ends of the spectrum reflect the impact of industry concentration within a state.

Nebraska

The state of Nebraska March to April 2020 increase is the smallest of the 50 states, at only 4.3 points.

Nebraska Unemployment Rate

March 2020	April 2020	Change Month to Month
4.0	8.3	4.3

While Nebraska has an agricultural history, economic diversification has lessened the impact of one industry on the state’s employment performance. Currently Nebraska’s largest industries include:

Insurance and Financial Services
Manufacturing across Several Industry Sectors
Agriculture including Livestock, Corn, and Feed
Transportation including Rail and Trucking
Services including Healthcare, Data Processing, and Law Firms

All of these industries add to the state’s economic diversification and growth. As a result, no specific industry has an outsize influence across Nebraska. The impact of COVID-19 with respect to state employment differences are likely to be spread across several industries in Nebraska. Additionally, the Nebraska city of Curtis is looking to attract residents to become homeowners and landowners.

Nevada

The state of Nevada March to April 2020 increase is the largest of the 50 states, at 21.3 points.

Nevada Unemployment Rate

March 2020	April 2020	Change Month to Month
6.9	28.2	21.3

Nevada’s economic performance hinges in large part on the state’s tourism industry. Within this industry, the most important sectors are gaming/gambling, hospitality, and leisure. Gambling taxes are a primary source of the state’s revenue.

While gaming/gambling comprise the largest industry in the state, other industries include:

Mining, with Nevada as the Leading Producer of Gold and Silver in the U.S.
Agriculture including Cattle and Sheep
Manufacturing, mostly Small Businesses

However, Nevada’s service industries concentrated in tourism account for nearly a third of the state’s total gross product.

COVID-19 Impact on State Employment Differences

The Centers for Disease Control and Prevention guidelines to prevent the spread of COVID-19 include avoiding close contact with other people. Industries that require workers to be near other people are more heavily impacted by COVID-19. Also, various “stay at home” directives dramatically reduced the flow of tourists to cities like Las Vegas. The state of Nevada has borne the brunt of these types of restrictions due to the outsize influence of tourism, gaming/gambling, and hospitality upon its economy. State employment differences between Nebraska and Nevada show how industry diversification can benefit an economy from outside shocks.

What Should Job Seekers do About State Employment Differences?

Job seekers should review how state employment differences reflect the local economy’s diversification of industries. States with diverse economies are less likely to face significant issues due to shocks to their economy such as COVID-19.

Job seekers should also consider utilizing robust career services. These services will also help them leverage online tools to enhance their personal brand and increase their success in the job market. GMS Global Career Services available for job seekers include a number of helpful resources. A Career Services Intake will identify the job seeker’s needs, questions, and goals. As a result, GMS Global Career Services will be able to create a unique plan for their job search.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract qualified new hires. As a result, our team can use GMS Global Career Services to help job seekers find and access these programs in the states and industries that match their goals.

Contact our experts online to discuss how state employment differences may impact your job search, or give us a call at 800.617.1904 or 480.922.0700 today.

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Tags 2019 USA Job Market, 2019 USA Job Market, 2020 USA Job Market, 2020 USA Job Market, Job Market, Job Seekers, jobs, State Employment Differences, State Employment Differences, Tri-State Regional Economy, Unemployment, United States, US Economy, US Economy, workforce mobility management

Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Job Market Job Seekers Relocation Challenges Talent Mobility United States Economy Visas and International Travel

Administration Limiting Immigration Visas due to High U.S. Unemployment Levels

Post author By Sam Hoey | CRP, GMS
Post date June 25, 2020

The Trump administration will be limiting immigration visas in order to protect U.S. workers suffering from job losses during the COVID-19 pandemic. The order also bars groups of foreign workers. Several types of visas fall under the new executive order. The administration believes the new restrictions are necessary to counteract the impact of high unemployment levels.

The Proclamation issued on June 22, 2020, amends the Proclamation 10014 of April 22, 2020 to have an expiration of December 31, 2020. An important point to note in the Proclamation is that it only applies to any alien who, on the effective date of the Proclamation:

is outside of the U.S.
does not have a valid nonimmigrant visa
does not have an official travel document other than a visa that permits travel to the US for entry

The Proclamation also requires three Secretaries to confer and consider any necessary modifications within 30 days of June 24 and every 60 days from then on. The three Secretaries that will review conditions limiting immigration visas are responsible for these U.S. Departments:

Homeland Security
State
Labor

Limiting Immigration Visas: Impact

The new executive order limiting immigration visas will impact several visa categories, including the following:

H-1B Specialty Occupations

H-1B visas are subject to the Trump administration’s skills-based immigration plan. They are also subject to the U.S. Citizenship and Immigration Services new online H-1B visa lottery registration system.

Basic Requirements:

Theoretical and practical application of a body of highly specialized knowledge
Bachelor’s Degree or higher level of education

H-4 Dependent Spouses and Unmarried Children Under 21

H-4 visas are a temporary, nonimmigrant visa for the spouses and unmarried children (under 21 years of age) of H-1B visa holders. In some cases the U.S. has provided work permits for H-4 visa holders that are valid as long as their H-1B visa holding spouse remains H-1B eligible. Visa holders in this category are dependent upon any issue limiting immigration visas for their H-1B visa holding spouse or parent.

Basic Requirements:

Is the spouse (or child) of an H-1B nonimmigrant
The H-1B nonimmigrant spouse:
Must be the principal beneficiary of an approved Form I-140, Immigrant Petition for Alien Workers
Has been granted H-1B status

H-2B Temporary Non-Agricultural Workers

Basic Requirements:

After USCIS approved Form I-129 Petition for a Nonimmigrant Worker, prospective H-2B workers who are outside the U.S. must:

Apply for an H-2B visa and then seek admission to the U.S.

Directly seek admission to the U.S in H-2B classification at a U.S. port of entry in cases where an H-2B visa is not required.

L-1A Intracompany Transferee Executive or Manager

Basic Requirements:

The employee must have been working for one continuous year within the immediately preceding three years prior to U.S. entry
Seeks to enter the U.S. to provide service in an executive or managerial capacity

L-1B Intracompany Transferee Specialized Knowledge

Basic Requirements:

The employee must have been working for one continuous year within the immediately preceding three years prior to U.S. entry
Seeks to enter the U.S. to provide services in a specialized knowledge capacity

Executive Order Limiting Immigration Visas Includes Exchange Visitors

The U.S. Department of State administers the exchange visitors program. The Department also designates the sponsors for exchange visitors. Many of the categories in the exchange visitor program cover students and teachers.

J-1 Exchange Visitors

J-1 classification is for those who intend to participate in an approved program for the purpose of teaching, instructing or lecturing, studying, observing, conducting research, consulting, demonstrating special skills, receiving training, or to receive graduate medical education or training.

Basic Requirements:

Submit a Form DS-2019, Certificate of Eligibility for Exchange Visitor Status to the U.S. Department of State (no blank DS-2019 Forms exist; each is printed with a unique identifier)
Upon obtaining Form DS-2019, apply for a J-1 visa through the U.S. Department of State at a U.S. Embassy or Consulate

What Should Employers do About the Administration Limiting Immigration Visas?

Companies should continue to stay informed about the administration’s interest and activities limiting immigration visas. This new executive order may have a significant impact on an employer’s ability to recruit and hire foreign talent. As a result, knowing what to expect can help companies determine how to leverage strategic resources and respond accordingly to meet corporate objectives.

Companies should also work with a knowledgeable and experienced Relocation Management Company (RMC). RMCs can help companies design a robust talent acquisition program. Also, RMCs can help a company design an industry-leading relocation program that will give them a competitive advantage in the global market for highly skilled employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond effectively to issues regarding travel and immigration. Our team can help your company understand how to develop plans to mitigate the impact of the administration limiting immigration visas.

Contact our experts online to discuss your company’s interest in learning more about the Trump administration limiting immigration visas, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags 2019 USA Job Market, 2020 USA Job Market, Border Restrictions, COVID-19, global mobility, global relocation, Global Relocation Tips, Immigration Application Fees, Job Seekers, jobs, Limiting Immigration Visas, Skills-Based Immigration Plan, US Economy, Visa and Immigration Rules, Workforce Mobility, workforce mobility management

Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Relocation Challenges

Flexible Transportation Solution for a Changing Mobility Landscape

Post author By Sam Hoey | CRP, GMS
Post date June 23, 2020

The young Family is enjoying their new Home

Many GMS clients currently reviewing their relocation policies and international assignment programs find they need a flexible transportation solution. Responding to issues around the COVID-19 pandemic, companies are recognizing that shared and public transportation may not provide an optimal solution.

Issues of concern may center on proximity to others, sanitation and cleanliness, or reduced service levels impacting commuting patterns. As a result, the need for a flexible transportation solution for transferees has become a priority as both the return to work and remobilization of talent begins to unfold.

GMS spoke with Afia Arneja, Senior Vice President, International AutoSource (IAS). Afia agreed to share her expert guidance on this topic.

Growth Ahead for Short Term Assignments, Long Term Business Travel

Afia believes the relocation industry will experience an increase in short term assignments and long term business travel due to the current pandemic. These aspects of relocation may be driven by different factors. However, both short term assignments and long term business travel will require employers to address transportation for the employee in the new location. IAS has seen an increase in requests from companies who have transferees experiencing longer trips and challenges with public transportation options.

ReadyDrive Program Provides Flexible Transportation Solution

Employees who are on travel or assignment need some form of transportation to ensure they are able to commute and travel to work. However, not all will require permanent vehicle ownership in their new location. Many local government officials are asking residents to avoid using public transit. Afia notes that IAS has an ideal solution with their ReadyDrive program. The ReadyDrive program offers a unique service to support this growing group of global talent.

What is the ReadyDrive Program?

The ReadyDrive program is a worldwide car rental program that Afia states was created exclusively by IAS for the global relocation industry. The program provides an all-inclusive, flexible, and full service rental car option for both international and domestic assignees, as well as business travelers.

The ReadyDrive program is an ideal solution for:

Any assignment lasting 30 days or more
International short term assignments
Domestic short term assignments
Any assignee who may not require a traditional car lease or loan
Any assignee who may be on an assignment less than 2 years
Newly arrived employees who may receive the benefit of a monthly car rental from their employer
Contract workers
Project workers
Long term business travelers

Employees on any of these types of assignments can use the ReadyDrive program to ensure they are mobile from the moment they arrive in the new location.

What are the Benefits of the ReadyDrive Program as a Flexible Transportation Solution?

Afia notes the ReadyDrive program offers several distinct benefits to support employers and their employees:

Globally Minded – ReadyDrive offers rental car solutions in over ten thousand locations across the US and in over 150 countries worldwide.
Cost Effective – With preferred rates regardless of location and season, the competitive pricing is fixed, with structured pricing globally. This offers both assignees and companies a resource for managing budgets and costs. There is no seasonal inflated pricing, or popular location surcharges.
Comprehensive insurance – Included with each monthly rental is collision and 3^rd party liability coverage. Rental car insurance can be extremely expensive with monthly costs totaling hundreds of dollars. By comparison, IAS offers coverage at no cost to assignees.
Unlimited mileage per month – No mileage restrictions ensure renters are free to drive as needed.
Spouse and coworker sharing – Renters may share the vehicle with a spouse or coworker who will be automatically covered under the insurance. There are no additional driver fees.
Scheduled vehicle maintenance – Long term renters will enjoy a well-running vehicle with convenient options for vehicle exchange and regular service.
Basic roadside assistance – No charge roadside assistance. This supports any driver and ensures vehicle towing and replacement if there are any mechanical failures with the vehicle.
Safety – There are many global directives for individuals to avoid public transportation. IAS rental partners take extensive safety measures to ensure all renters have clean, safe, and reliable transportation.

ReadyDrive Team Members Manage Every Step of the Rental Process

The ReadyDrive program offers a flexible transportation solution that is unparalleled in the mobility industry. Afia states that ReadyDrive team members manage every step of the rental process with assignees, from initial quotation, through rental bookings, and finally with vehicle return. The ReadyDrive team provides ongoing support to customers and companies with all aspects of their rental experience, including rental extensions, incidents, claims, and more. The ReadyDrive program provides business travelers and assignees with high touch service throughout the entire rental period.

Customer Comments Show Appreciation for a Flexible Transportation Solution

Afia also shared some recent customer comments from participants in the ReadyDrive program. She believes the comments show how the ReadyDrive program results in higher assignee and business traveler satisfaction:

“Thank you for the follow-up. The experience was great. The pick-up was quick and fast.”

“Everything was perfect, the car and especially the kindness and professionalism of the agent who assisted me yesterday when I picked the car up.”

“Everything is great so far. I’m satisfied with the vehicle and the service.”

“Yes, all is well with the car and the service was excellent!”

IAS offers employees a flexible transportation solution that will meet all of their requirements and more. As employers begin mobilizing their workforces, the ReadyDrive program is an ideal solution for local transportation needs.

What Should Employers do?

Employers with employees on short term assignment or traveling for business should look into a flexible transportation solution. The current COVID-19 pandemic results in guidelines that support clean, non-public transportation options. IAS’s ReadyDrive program is an ideal solution for local transportation. IAS provides superior solutions that give employees peace of mind for their vehicle needs.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to identify assignee and business traveler needs. Our team can help your company understand how to provide a flexible transportation solution through the IAS ReadyDrive program.

Contact our experts online to discuss your company’s need for a flexible transportation solution for assignees and business travelers, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Tags 2019 USA Job Market, 2020 USA Job Market, Domestic Relocation, Domestic Relocation Trends, Domestic Short Term Assignments, Flexible Transportation Solution, global relocation, Global Relocation Tips, Transferee Moving Challenges, Vehicle Program, Workforce Mobility, workforce mobility management

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

Returning Workforce: Tips to Help Bring Employees Back to the Office

Post author By Nancy Kritzer | CRP
Post date May 12, 2020

Asian businessman wear face mask attach reopen sign at office after lockdown due to coronavirus covid-19, business new normal and social distancing concept

Across the working world, many employers need to prepare for their returning workforce. Employees may have been working from home for several weeks or even a few months due to COVID-19 restrictions. Some offices and facilities may have closed very quickly to meet local or state requirements. How should employers approach welcoming employees back to the workplace?

Relocation Industry Suppliers Share Plans for Their Returning Workforce

GMS interviewed five relocation industry suppliers to find out what they plan to do for their returning workforce. We spoke with one supplier in the Household Goods Moving Industry, one Real Estate Broker, one Corporate Housing Provider, one Destination Services Provider, and one Home Mortgage Lender. We also asked these companies to share any resources they used to help them define their approach.

Each of these companies are leaders in their respective industries. As a result, their answers provide a wealth of insight and knowledge. GMS clients may be able to learn valuable information they can use as they develop their own plans for their returning workforce.

Household Goods Moving Company Plans for Their Returning Workforce

Mike McGill, Senior Vice President: Mills Van Lines

“From a remote work standpoint, the main area that this has impacted is our office staff that supports all of the services being performed in the field – i.e. sales, customer service and accounting – most of whom started working from home on 3/16. Thanks to the technology available to all of us, the transition from in-office to remote work was quite seamless and has enabled us to continue to function without interruption (I can’t imagine what we would have done if this pandemic struck 20 years ago). That being said, we run a single location company, with our HQ facility in Ohio. We have been following all of the guidelines of local, state, and federal government – as well as the CDC – and will continue to do so.

Governor of Ohio Announcements

The governor of Ohio made announcements earlier this week that they will allow non-essential businesses to start a phased opening – with some starting back up on 5/1 (doctor/dentist/veterinarian offices), others on 5/12 (retail and consumer stores), and even more later in the month (likely restaurants, bars, and salons). As part of those announcements, the governor requested that individuals who can work from home should continue to do so for the time being.

Communications to Team Members

We have communicated to our team members that we will continue to follow the guidance of the governor, and that we would like them to work remote until further notice. When we get to a point where it is safer to be out and about, we will definitely allow them to return to the office, but we have also let them all know that it will be up to each of them individually to decide when they feel ready to do so.

Adjustments Made to Enable Staff to Return to Office

Regardless of when the offsite staff does return to our office, we have already made adjustments to enable them to do so. Effective in early March we ramped up cleaning and disinfectant activities at our facility. We also started placing bulk orders back in March for supplies like disinfectant soap, hand sanitizer, and masks – and those orders have been arriving over the past 6 weeks. And we have asked that everyone keep 6 feet apart when interacting within the facility. We are fortunate because we have a good amount of space in our office that will allow for our entire returning workforce to be here at work and still be more than 10-15 feet apart at all times.”

Real Estate Broker Plans for Their Returning Workforce

Erik R. Brown, Realtor^®, TV host, speaker, and author of “One in a Million: Everything You Need to Know to Find the Best Realtor^®”: Compass

“We are following the guidelines of our local health officials and authorities. Fortunately in our world, we can work remotely while still servicing our clients’ wants and needs effectively. When California’s Safer at Home order is lifted (currently scheduled for 5/15), there will be social distancing recommendations for offices to follow. I am thankful that Compass is so agent-centric and forward thinking to plan for the long term health of our agents and staff.

Appropriate Social Distancing

Thankfully as a Realtor^® I don’t handle the office administration; that is a massive job WITHOUT the intricacies of prepping for appropriate COVID-19 best practices! I know both in office and while showing homes and properties, appropriate social distancing, masks, small groups and the like are and will be the norm for the foreseeable future. Though I miss handshakes and hugs, I am a black belt in Zoom. 🙂

I am communicating much more online and the phone. Virtual meetings, Facebook Lives, Video messaging were a part of my practice, but now are commonplace for my team and me to communicate with clients, prospects, vendors, and colleagues. I have utilized virtual assistants for years, so developing an online infrastructure was something I did years ago. Much of our work then has become the foundation of what we do now.”

Corporate Housing Provider Plans for Their Returning Workforce

Ann Moore, Managing Partner: ATB Furnished Housing

“Although we all miss ‘normalcy’ ATB will resume business in stages based on our success rate of keeping our team healthy and virus free and our plan to open reflects this strategy. Because we support many of the essential businesses such as health care and transportation, our main office has never completely closed. However, 80% of our staff have been working remotely and critical function associates are done in shifts to reduce contact. We plan to keep all remote workers that can effectively work from home doing so until May 31.

Critical operational associates will be returning to work full time in the office as of Monday May 4^th with guidelines regarding each employees’ personal home life scenario and safety concerns. All associates will be provided with masks, gloves and hand sanitizer to be used routinely when in the office as well as when traveling to and from the office. We will continue to limit travel and in person meetings will be restricted to three or less people. With the technology available to us for video conferencing we strongly feel there is no need to rush back to an environment of high level risks.

CDC Guidelines and Recommendations

Per the CDC guidelines and recommendations, our offices have been thoroughly cleaned and sanitized on a daily basis and all high touch surfaces are re-cleaned every three hours. We are fortunate that all of our work stations and offices are well over six feet apart so we do not need to re-configure to accommodate social distancing policies. As of Monday May 4^th, we will be doing temperature checks upon reporting to work and will continue to be vigilant on assessing and tracking the virus statistics in our state and will not hesitate to resume a shelter in place policy as needed.

Keeping our team healthy and safe is our top priority. In an effort to be pro-active beyond the suggested preventative measures for spreading the virus, ATB will be focusing on educating our team about healthy immune boosting food choices and will be stocking the break room appropriately based on the suggestions of the Physicians Committee for Responsible Medicine. We look forward to a return to normal operations but also realize our role in doing so responsibly.”

Destination Services Provider Plans for Their Returning Workforce

John Merriweather, CEO and President: GO Destination Services

“Our team is eager to return to the corporate office in Carmel, Indiana. We are hiring a professional sanitizing company to keep employees safe. We will have a gradual return to the office on staggered work shifts based on desk proximity and job function. All meetings will conducted by video chat or phone call.”

Home Mortgage Lender Plans for Their Returning Workforce

Matt Canfield, Senior Vice President, Relocation and Affinity Lending: TIAA Bank

“Our leadership is evaluating when we will be able to return to our office environment, with a focus on keeping our team safe and healthy. At this point, we anticipate that this remote work guidance will remain in effect until further notice and the timing is right. For the near future many of our associates find them working from a new office—their homes. We have some great internal resources for Working Effectively in Today’s Environment to help our team through this tough time and keep our team happy, healthy, safe and productive.”

What Does This Mean?

Each company is unique in its workplace and culture. Also, various locations may need to address specific issues that depend on a variety of factors, from government regulations to the availability of transportation or child care. Companies in the planning stages for their returning workforce should leverage resources and expertise that can help them determine how to create appropriate measures while ensuring employee safety.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients with their talent management programs. As a result, our team can help employers with a variety of issues as they plan for their returning workforce.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to learn more about how your company can leverage resources to plan for its returning workforce, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Employee Development Job Market Job Seekers Labor Force Talent Management United States Economy

Inclusive Employment: Necessary for Talent Acquisition and Future Corporate Growth

Post author By Sam Hoey | CRP, GMS
Post date March 10, 2020

Handicap businessman discussing while sitting with colleague in creative office

Employers in the US should review their talent acquisition programs to ensure they focus on inclusive employment. With the signing of the United States-Mexico-Canada Agreement (USMCA), the US economy is poised for higher growth and an expansion of jobs.

Tight Labor Market Issues Make Case for Inclusive Employment

Currently, the US economy appears to be close to full employment. However, there are millions of working age adults who are not participating in the workforce. Over 90 million Americans are of working age but not working. While some of these adults are in retirement, large numbers may not be working due to other factors, such as:

Enrollment in school
Participating in job training programs
Providing home care for children or relatives
Unable to work due to disability or illness

According to Pew Research, additional factors influencing participation in the labor market include:

Lower numbers of teens participating in the workforce
Higher numbers of workers age 55 and older working and looking for jobs
Significant numbers of Americans are self-employed

US Economic Performance Requires Inclusive Employment

US economic performance is healthy with a forecast for continuing steady growth. Recent forecasts may not have taken into account the signing of the USMCA. This trade agreement may add significantly to the US economy’s future growth over the next several years. The United States International Trade Commission report, “U.S.-Mexico-Canada Trade Agreement: Likely Impact on the U.S. Economy and on Specific Industry Sectors” indicates the following:

S. real Gross Domestic Product (GDP) will rise by $62.2 billion (0.35 %)
S. employment will rise by 176,000 jobs (0.12 %)
Positive impact on U.S. trade with USMCA partners and rest of the world
Increases in wages, exports, employment, and output
Several industry sectors including manufacturing and services will benefit

What is Inclusive Employment?

Inclusive employment is often thought of with respect to individuals with disabilities. However, as noted by Johnny C. Taylor, Jr., SHRM-SCP, President and CEO of SHRM, the Society for Human Resource Management, an expansive definition of inclusion would cover many other individuals who may not have actual physical disabilities. A company that takes an expansive view of its workforce may dramatically increase the size of its prospective talent pool.

Individuals with Disabilities

The Professional Fellows Program on Inclusive Disability Employment notes that Inclusive Employment “…refers to individuals with disabilities working alongside their peers without disabilities in the competitive labor market (with access to the same benefits and career opportunities).”

Inclusive employment for individuals with disabilities provides many benefits for them:
Placement in a high-quality employment environment that may allow career advancement
Opportunity to become financially independent
Societal inclusion from an early age leads to acceptance and respect
Expands their range of skills, friendships, and interactions with others to help promote independence

A joint study by the Illinois Department of Commerce and Economic Opportunity and DePaul University identifies several benefits of workers with disabilities, including:

Participants with disabilities from the retail and hospitality sectors stayed on the job longer
Across all sectors, participants with disabilities had fewer scheduled absences
Retail participants with disabilities had fewer days of unscheduled absences

The U.S. Department of Education’s Office of Special Education and Rehabilitative Services has developed several resources to assist employers in developing inclusive employment practices. A new video on recruiting, training and employing individuals with disabilities highlights the success of CVS Health and their inclusive employment initiative.

Veterans

According to HRTechnologist, “When it comes to fostering diversity & inclusion (D&I) in the workplace, campaigns for hiring veterans are an absolute must-have.” Veterans often have many skills that are highly valuable to companies. As a result, an inclusive onboarding process for veterans and transitioning service members is a valuable resource for talent acquisition programs. Additionally, many veterans may also have service-connected disabilities. Many of these individuals share the same traits as able-bodied veterans, including:

Job-ready skills
Tested leadership abilities
Mission-focused work ethic

The U.S. Department of Labor promotes the hiring of veterans and inclusive employment initiatives with their Veterans’ Employment & Training Service (VETS) program. VETS helps veterans and service members that are leaving active duty in several ways:

Providing assistance to employers to find qualified transitioning service members and veterans
Employer Toolkit designed to assist and educate employers in their recruitment and hiring initiatives
HIRE Vets Medallion Program recognizes employers
Providing employment policy and compliance information for veterans and service members
Resources for Registered Apprenticeship programs to ensure those eligible can receive GI Bill benefits

Formerly Incarcerated Individuals

Individuals transitioning from incarceration to communities face challenges in finding employment. According to Prison Policy Initiative, the unemployment rate for formerly incarcerated people is nearly five times higher than the unemployment rate for the general United States population.

However, research also shows that companies with inclusive employment that promotes hiring of these individuals may benefit in several ways:

Military enlistees with criminal records were promoted more quickly and to higher ranks than other enlistees
Call center employees with criminal records had longer tenure and were less likely to quit
“Ban the box” laws prevent employers from asking about criminal histories on initial job application forms and require they make hiring decisions based on merit and the relevance of prior convictions to particular jobs results in hired applicants with criminal records who exhibit a lower turnover rate than those with no records

Research shows that companies can make a significant amount of money through an employee’s longer tenure. Turnover among staff costs companies a significant amount of money, time, and resources. Ultimately, employers should choose the candidate that is best for the job whether they have a criminal record or not.

Employers and Managers Support Inclusive Employment of Formerly Incarcerated Individuals

A survey conducted by the Society for Human Resource Management (SHRM) and the Charles Koch Institute (CKI) to better understand how people in the business community viewed hiring those with criminal records found:

74% of managers are willing or open to hiring individuals with a criminal record
84% of HR professionals are willing or open to hiring individuals with a criminal record
Over 80% of all groups surveyed are willing and open to working with individuals with criminal records
Only a small minority were unwilling to make the hire or work alongside these individuals

Companies such as Greyston Bakery in Yonkers, New York, have seen significant success with “Open Hiring^®” and focusing on training and apprenticeship programs. The company has employed thousands of formerly incarcerated individuals.

Facility Programs Provide Valuable Skills to Support Inclusive Employment

Many individuals learn valuable job skills during their incarceration. For example, Unicor is the current name of the Federal Prison Industries program that was established by President Franklin D. Roosevelt in 1934. Unicor prepares inmates with job training and practical work skills for their successful reentry to the workforce.

Unicor notes there are several incentives and benefits available to companies that hire former offenders:

Service to the public by helping former offenders in their transition to become contributing members of society
Access to skilled employees, many with highly valued technical experience
Bonding Programs at no cost to the employer
Work Opportunity Tax Credit: This federal tax credit is offered in many states to employers who hire ex-offenders
Workforce Innovation & Opportunity Act includes a Reentry Employment Opportunities (REO) program and grants to facilitate state and local level programs to improve workforce outcomes for formerly incarcerated adults

What Should Employers do About Inclusive Employment?

Employers should understand the value of inclusive employment. They should also consider examining their current corporate structures and employment situations as they relate to diversity and inclusion. Employers should determine how inclusive employment initiatives in talent acquisition and management may increase their ability to reach corporate objectives.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers through inclusive employment initiatives. As a result, our team can help your company by using industry best practices to design your relocation program. This will increase your company’s ability to attract and retain new employees with a focus on inclusive employment.

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

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

Contact our experts online to learn how inclusive employment can benefit your company’s recruiting, hiring, and relocation program, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Tags 2019 USA Job Market, Diversity and Inclusion Initiatives, Inclusive Employment, Inclusive Workforce, Job Seekers, jobs, Low Unemployment, Talent Management, United States, United States Demographic Trends, US Economy, Workforce Mobility, Working Age Population

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

January 2020 Jobs Report: Where the Jobs Are

Post author By Sam Hoey | CRP, GMS
Post date February 12, 2020

Female tourist arriving in hotel, completing documents.

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

Where the Jobs Are: January 2020 Jobs Report

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

Leisure/Hospitality	96,000
Education/Health Services	70,000
Professional/Business Services	49,000
Construction	47,000
Franchise Employment	45,100

Leisure/Hospitality Jobs

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

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

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

Construction Jobs

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

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

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

What Does the January 2020 Jobs Report Mean?

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

What should Employers do About the January 2020 Jobs Report?

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

Industry Benchmarking Studies Help Employers Compare Their Relocation Program

GMS has recently published several Industry Benchmarking Studies to help employers learn whether their company’s relocation program is designed following industry-specific best practices. There are many benefits to a corporate relocation policy benchmarking. For example, employers can learn how their relocation program compares to those offered by competitors in their specific industry.

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

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

Conclusion

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

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

Contact our experts online to discuss your company’s relocation program needs as it relates to the January 2020 jobs report. Give our experts a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Tags 2019 USA Job Market, January 2020 Jobs Report, Job Seekers, jobs, Talent Management, United States, US Economy, Workforce Mobility, workforce mobility management

Domestic Relocation Trends Job Market Job Seekers Labor Force United States Economy

Which U.S. Cities Add Jobs at the Highest Rates?

Post author By Global Mobility Solutions
Post date January 16, 2020

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

With the U.S. economy continuing its pattern of growth, many job seekers want to know which cities add jobs at the highest rates. The U.S. Department of Commerce Bureau of Economic Analysis cites three factors leading to recent upward revisions of Gross Domestic Product (GDP) for the Third Quarter 2019:

Non-residential fixed investment
Personal consumption expenditures
Private inventory investment

All three of these factors drive business growth, and this in turn leads to higher job creation. Also, the end of year holiday season often leads employers to hire additional staff. Companies often start their holiday season hiring efforts in August. The holiday season helps cities add jobs even as other industries may enter a slowing period of job growth.

States Where Cities Add Jobs at the Highest Rates

Only a few of the 50 states and the District of Columbia are represented in the top 20 list of where cities add jobs at the highest rates. These states include:

Arizona
Arkansas
Colorado
Florida
Georgia
Idaho
Louisiana
Nevada
North Carolina
Oregon
Tennessee
Texas
Utah
Washington

Cities add jobs at higher rates mostly in the southern and western portions of the United States. There may be several factors that contribute to this pattern, including costs, tax rates, economic incentives, weather, and amenities. Many of the states where cities add jobs are home to some of the most visited national parks and tourist destinations. Outdoor enthusiasts are often drawn to locations that provide a wealth of activities such as skiing, hiking, climbing, boating, and sight-seeing.

Which Top 5 Cities Add Jobs at the Highest Rate?

Throughout all of the U.S. the top 5 locations where cities add jobs at the highest rate are:

St. George, UT
Bend-Redmond, OR
Reno, NV
Nashville-Davidson-Murfreesboro-Franklin, TN
Provo-Orem, UT

Depending on methodology, other lists might note different cities. “America’s Biggest Boomtowns” according to MagnifyMoney.com, the top 5 boomtowns where cities add jobs are:

Austin, TX
Provo, UT
Raleigh, NC
Charleston, SC
Nashville, TN

Some of the cities are consistent from list to list. However, all of the states are similarly represented. Recent economic patterns show the southern and western portions of the United States reflect the greatest growth where cities add jobs at the highest rates.

What Should Job Seekers do?

Job seekers should consider looking into the locations where cities add jobs at the highest rates for their future opportunities. A number of resources are available to learn about jobs in St. George, Utah, or Austin, Texas. Professional networks such as Linkedin often provide a wealth of information on companies and contacts.

Job seekers may want to focus on a specific state where cities add jobs such as Utah or Texas, and then focus their search to a specific city or metropolitan area and 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 in Locations Where Cities Add Jobs at the Highest Rates?

Employers located where cities add jobs at the highest rates 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.

Thriving locations such as St. George, Utah with its access to several national parks and recreation areas, and Austin, Texas with its renowned live-music scene also draw many visitors and tourists. These cities also need to fill local employment opportunities in tourism-related and service industries.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers to places where cities add jobs at the highest rates. Our team can help your company determine how to attract job seekers looking for employment opportunities in these growing cities.

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 locations where cities add jobs at the highest rates, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags 2019 USA Job Market, Cities Add Jobs, Cities Add Jobs, Job Seekers, jobs, United States, US Economy, US Economy, workforce mobility

Job Market Job Seekers Labor Force United States Economy

How Does the Sharing Economy Impact the Relocation Industry?

Post author By Global Mobility Solutions
Post date January 14, 2020

Many Global Mobility Solutions clients have transferees who are comfortable with the sharing economy. As a result, these transferees may have different expectations for the services they use during their relocation. The impact of the sharing economy on the relocation industry may initially seem to be wholly transformative. However, the industry’s response should be focused on ensuring best practices are recommended to clients.

What is the Sharing Economy?

The sharing economy is an outgrowth of broad online connectivity. Individuals can directly purchase, offer, or share access to a variety of goods and services. These goods and services are acquired, offered, or shared directly with other individuals. Often an online platform facilitates these economic transactions, and there is no third-party interaction.

As a result, businesses, firms, and incorporated entities are bypassed. In some cases, sharing economy transactions encroach on established business models. By adopting a peer-to-peer (P2P) business model, individuals also bypass existing regulations. Also, some of the established business models require licensing and other government oversight activities that arose as part of consumer protection initiatives. P2P business models may not offer the same level of consumer protection.

Relocation Program Goals

A company’s relocation program may focus on a variety of specific topics and corporate goals to ensure the best possible results. These topics may include:

Centralization
Cost Saving Initiatives
Employee Retention
Employee Satisfaction
Market Competitiveness
Outsourcing Initiatives
Revenue Stream Development
Talent Acquisition
Technology Utilization

Is the Sharing Economy Part of the Relocation Industry?

Certain aspects of the sharing economy might be thought of as an integral part of the relocation industry. For example, housing for transferees may include some form of rental agreement. With the sharing economy, new ways to rent space might be under consideration.

GMS spoke with Mandy Tancak, Senior Global Account Manager at GO Destination Services who agreed to share her knowledge and expertise on this topic.

How Does the Sharing Economy Impact the Relocation Industry?

According to Mandy Tancak, the rise of companies and platforms such as Uber, Lyft, ZipCar, and AirBnB has led to a change in the view of traditional industries such as ground transportation and temporary accommodations. Although Millennials were early adopters of the sharing economy, Gen Z is poised to push it further into the marketplace. Also, many other generational cohorts such as Baby Boomers are beginning to embrace the flexibility, ease, and level of service that these new companies and platforms provide. As a result, transferees’ acceptance of the sharing economy is directly impacting the relocation industry.

Example: Pre-Assignment Trips

Traditional Model

On pre-assignment trips, transferees would take a town car or taxi from the airport to a hotel where they would stay for a few nights. Both the town car provider and hotel would have had corporate accounts with the employer or Relocation Management Company (RMC). Corporate discounts may have been applicable, and costs would have been billed directly to the employer.

Sharing Economy Model

In the sharing economy, transferees may book and pay directly for a ride from the airport through Uber. The quality of the vehicle is at least comparable and in some cases superior to the taxi that would traditionally have been used. Uber’s introduction of greater in-app security features may help this option be seen as more secure than a taxi.

Rather than staying at a hotel, transferees on pre-assignment trips may book an apartment in the city through AirBnB. They may feel this provides a more authentic experience, and may also offer the opportunity for them to stay in and get a better feel for an area that they are actually considering for a long term rental, as well as the type of apartment that they may eventually end up leasing.

Example: Temporary Housing

Traditional Model

Traditional temporary housing through an RMC receives evaluations on several criteria and must meet specific cleanliness and quality standards. There are full move-in inspections to verify the state of the unit. Providers must undergo background checks and building security arrangements are assessed. Maintenance and emergencies are handled through a specifically defined process, and major equipment is serviced by professionals on a regular schedule. The transferee’s experience is of the utmost importance in order to ensure greater employee satisfaction and promote talent retention.

Sharing Economy Model

AirBnB offers solutions for temporary housing that traditionally would have been provided by a hotel or corporate housing provider. An AirBnB apartment can offer a more comfortable option than a hotel, and expands the options available to those otherwise considering corporate housing.

Some transferees looking for accommodations in higher rent markets might be willing to consider house sharing options. There are more options available to explore such as SpareRoom or Craigslist. Relocation providers may however feel less comfortable recommending specific house shares due to not having knowledge of, nor being able to provide assurance of future housemates.

Sharing Economy Risks

Transportation Risks

Uber’s surge pricing during inclement weather, or other high demand periods, can cause costs to exceed traditional transportation providers. Some Uber passengers have reported receiving fines of up to $150 for a mandatory “cleaning fee.” These fines are reportedly due to Uber drivers falsely claiming the passengers vomited inside their vehicles, in a scam called “vomit fraud.”

Housing Risks

Renting an AirBnB does come with added risks. Quality cannot be assured, and there is not always someone on hand when one arrives to check in, or when assistance is required, as there would be in a hotel or traditional temporary housing. Security considerations can also be a problem. Not knowing who the host is, nor having around the clock presence at the entrance are factors employers need to take into consideration when determining whether transferees should be allowed to utilize the services of sharing economy companies and platforms.

When the total cost of an AirBnB stay is taken into consideration, including cleaning and service fees, these costs can often be more expensive than a traditional hotel for shorter stays. For shared accommodation requests, RMCs may not be comfortable recommending specific house shares. RMCs may not have direct knowledge of the house share, nor can they provide assurance of future roommates.

What Should Employers do About the Sharing Economy?

Employers should be aware of the potential for increased costs and other concerns when approving transferees’ use of sharing economy companies and platforms. When it comes to securing longer term rental accommodations, transferees typically prefer traditional housing providers. While commission-free and rental by owner sites do exist, working with a Realtor^® through the Multiple Listing Service (MLS) is still often viewed as the preferred solution.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to leverage industry best practices when it comes to the sharing economy. Our team can help your company design a relocation program that allows for ease of use and flexibility, while delivering the best experience for transferees to ensure employee satisfaction and retention.

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

Contact our experts online to learn how to leverage the best aspects of sharing economy companies and platforms for your company’s relocation program, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Tags 2019 USA Job Market, 2019 USA Job Market, domestic mobility, Job Seekers, jobs, Sharing Economy, Sharing Economy, US Economy, US Economy, workforce mobility

What are the Top 10 US States for Inbound Moves?

Post author By Global Mobility Solutions
Post date December 19, 2019

Inbound moves from one US state to another often reflect broad social and economic trends. Mark J. Perry recently published an article through the American Enterprise Institute on this topic. A review of the data and specific points helps tell the story behind the numbers. The state of Arizona is ranked as the #1 state for inbound moves.

This ranking is highly touted by the state as proof of its successful approach to balanced economic growth. Arizona Governor Doug Ducey cites the state’s growing economy, daily influx of hundreds of new residents, and a fiscally conservative state budget. Notably, the state’s budget has risen from a $1 billion deficit in 2015 to a $1 billion surplus in 2019, with a record-high balance in the state’s “Rainy Day Fund” of over $1.014 billion.

Top 10 States for Inbound Moves

The top 10 states for inbound moves, in order, are:

Arizona
Idaho
Nevada
Maine
North Carolina
South Carolina
Vermont
Florida
Montana
Texas

The top 10 states for outbound moves—meaning more residents chose to leave these states, in order, are:

New York
Illinois
New Jersey
California
Connecticut
Hawaii
Massachusetts
New Mexico
Alaska
Louisiana

Factors Driving Inbound Moves

Of the states experiencing the highest amount of inbound moves, significant factors drive these moves. These factors include local costs, taxes, economic growth, and employment measures.

Local Costs

Home prices for the top 10 states that experience the highest number of inbound moves are significantly lower than home prices of the top 10 outbound states. For the top 10 inbound group, average home prices are $231,250. This amount is $99,900 lower than the average for the top 10 outbound group of $331,150.

Average electricity costs are also significantly lower in the top 10 states for inbound moves. These states have an average electricity cost of 10.71 cents per kilowatt hour. By comparison, the average cost for electricity of the top 10 outbound states is 15.99 cents per kilowatt hour. This represents a premium of over 49% higher than the costs for the top 10 inbound moves states.

Taxes

The average top state corporate tax rate for the top 10 states for inbound moves is 5%. This compares to the rate of 8% for the top 10 states for outbound moves. Corporate taxes are often cited as significantly hampering business and economic growth. Many companies have made announcements about relocating from one state with comparatively high taxes to another state with comparatively low taxes.

Employment

Growth in jobs and employment is a key indicator of a state’s economic health. The United States Department of Labor’s Bureau of Labor Statistics considers job growth of 100,000 or more to have a very positive and long-lasting impact on economic growth. The Bureau’s Current Labor Statistics Highlights show that nonfarm payroll employment increased by 128,000 in October 2019. The Bureau also revised the August and September figures significantly upward, again reflecting more favorable economic performance and health. For October 2019, the state of Arizona gained 31,600 nonfarm jobs.

What Should Employers do About Inbound Moves?

Employers in the top 10 states for inbound moves should expect a rise in demand for workers as more residents move into their state. Inbound moves generate a significant economic impact on a location. As a result of inbound moves, new businesses and residents require products and services sourced from the local area, such as:

New home construction
Insurance policies
Educational institutions
Retail sales
Mortgage services
Infrastructure
Entertainment establishments
Cultural institutions

Companies should review their hiring needs, corporate objectives, and relocation programs. Employers may need to consider offering relocation benefits to attract top talent with specific skills and training. They should also look into pre-hire assessment tools to identify the most qualified candidates for their job openings.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to respond to labor and economic market forces such as inbound moves to growing states. Our team can help your company by using industry best practices to design your relocation program.

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

Contact our experts online to discuss your company’s interest in learning more about how to attract employees in the top 10 states growing due to inbound moves, or give us a call at 800.617.1904 or 480.922.0700 today.