Tag: Human Resources Innovation

Categories
Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Employee Development Talent Management Talent Mobility

Fastest Growing Jobs in the USA Can Be Filled Using Relocation Services

Portrait of young software engineers using digital tablet

The fastest growing jobs in the USA are within several industries. Many of these jobs have education, training, certification, or experience requirements for new hires.  Employers seeking to find candidates with the requisite qualifications benefit from using pre-hire assessments in their talent recruiting process. Pre-hire assessment tools may identify viable candidates in other parts of the country, or even outside the USA. Employers can use relocation services to attract viable candidates who might need to relocate for the position.

Fastest Growing Jobs in the USA for 2018

The Occupational Outlook Handbook published by the United States Department of Labor, Bureau of Labor Statistics, lists the fastest growing occupations. According to the Handbook, 20 occupations will experience the highest increase in growth over the time period 2016-26.

Major industries that have the fastest growing jobs include:

  • Renewable Energy
  • Medical
  • Mathematics
  • Information Technology
  • Operations Research

The fastest growing jobs include several within the Medical and Science, Technology, Engineering, and Math (STEM) industries. These jobs often feature the ability to work flexible schedules, or to work on a limited assignment.

In fact, the rise in short term assignments in healthcare has been due in part to the challenge of finding candidates with the requisite qualifications. Many healthcare companies have been able to attract highly qualified candidates who want to travel to new locations on a regular basis with short term assignments.

Often, the fastest growing jobs are also those that have the highest rates of pay. For example, many Information Technology jobs offer exceptionally high salaries. Within Information Technology, jobs may feature data insight or engineering functions, indicating a wide range of opportunity in this industry.

Labor Force Dynamics Reinforce the Fastest Growing Jobs

The USA’s labor force is undergoing changes that create demand for several of the fastest growing jobs. Slower labor force growth means the labor force will continue to increase in age. Workers who are 55 or older are projected to grow to nearly 25% of the entire labor force by 2026. The increasing age of the labor force and the nation’s population means healthcare practitioners, support, and technical occupations will be the fastest growing jobs through 2026. The aging population along with longer life expectancies and growing rates of illness will continue to increase demand for healthcare services, and in turn, healthcare jobs.

Other occupations outside of the Medical and STEM industries that are also on the list of the fastest growing jobs include:

  • Social & Community Service Manager
  • Fundraiser
  • Pile-Driver Operator
  • Market Research Analyst

What Should Employers Expect?

Employers should expect that the fastest growing jobs will lead to greater competition for qualified candidates. Employers should also expect that they may need to expand their talent recruiting programs to search beyond traditional venues, including outside the USA.

What Should Employers Do?

Employers should review their talent recruitment programs to determine if they need to enhance their relocation policy to better focus on attracting new hires to open positions. Employers should ensure their relocation policies reflect industry best practices. In industries experiencing significant growth, employers should review their talent recruitment programs and relocation policies. They should look into enhancements that highlight the organization’s growth and opportunities. They should also review their programs and policies to highlight the potential for the candidate’s future career growth and success.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients with their talent recruitment programs and relocation policy needs. We can help your company understand how to design your relocation policy to reflect industry best practices and highlight your organization’s growth and opportunities to attract new hires.

Learn how your company can benefit from programs and policies that are designed to attract qualified candidates from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed. 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
Business Services Employee Development Talent Management

International Employment Through PEO Lets Your Business Grow Quickly

Group of happy young people of different nationalities working together

How can your business grow its international employment base quickly? Through the service of an International PEO that hires employees in foreign countries on your behalf. Through this Employer of Record solution, the International PEO acts as an extension of your company’s Human Resources Department, with a focus on immediate international employment solutions so your company can meet demanding business objectives quickly and efficiently.

What Does an International PEO Do?

An International PEO is a Professional Employer Organization. For your company, the provider will manage all of following for your international employment needs:

  • Onboarding
  • Payroll
  • Tax Withholdings
  • Remittances to Local Authorities
  • Health and Social Security Programs
  • Health Insurance
  • Employee Benefits
  • Pension Arrangements
  • Separations and Terminations

What are the Benefits of Working with an International PEO?

There are seven distinct benefits companies gain for their international employment needs by working with an International PEO:

  1. Quick Market Entry – often in as little as 48 hours.
  2. Flexibility – the main reason companies use PEO for international employment needs, with no long-term contracts.
  3. Cost Savings – up to 60% less costs compared to creating a foreign entity.
  4. In-country Expertise – helps your company navigate local laws, cultures, and compliance requirements.
  5. Risk Mitigation – for liability and employment-based risks in foreign countries protects your company, employees, and intellectual property (IP).
  6. Streamlined Process – global expansion goes from a multi-step process to a one-step solution.
  7. Employee Satisfaction – international employment includes ongoing HR support for employee needs, medical and supplemental benefits.

When Should Your Company Work with an International PEO?

Many companies choose International PEO as the optimal solution for the following scenarios:

  1. Mergers and acquisitions that require onboarding employees located all over the world overnight.
  2. Expatriate employment that sends team members into foreign markets without the overhead of a foreign entity.
  3. Testing a new market to determine whether investing in a presence in a country will be viable and successful.
  4. A new hire in a foreign country who is not able to obtain their H-1B Visa, but can continue as an employee through the PEO.

International PEO is the best option for companies who are looking to enter new markets:

  • In full compliance with local requirements on international employment.
  • Lowest monetary cost saves funds for use on other corporate objectives.
  • Least amount of time investment so company can identify and pursue opportunities.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to grow their company’s international employment. Our team can help your company understand how to work with an International PEO to gain all of the benefits this solution provides for international 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.

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

Categories
Corporate Relocation Domestic Relocation Global Mobility

Seven Tips to Help Your Company’s New Human Resource Mobility Manager Get Up To Speed

Portrait of a group of happy colleagues standing together in a modern office

Strong economic growth helps companies increase sales, meet corporate objectives, and expand their operations. As companies grow, their need for employees with exceptional skills and talent increases. New hires, transferees, and promotions impact all departments, including Human Resources (HR) and the HR Mobility Manager.

However, growing companies cannot easily provide employees with a lot of time for long learning curves. The speed of business, as well as expanding competition, mean new hires, transferees, and employees new to their positions must hit the ground running. Your company’s future depends on a robust, well-functioning, and highly productive talent acquisition program.

Companies with successful talent acquisition programs understand their relocation policies are critically important to attracting and retaining those with the highest level of skills and experience. How can a new HR Mobility Manager get up to speed quickly and efficiently so talent acquisition programs and relocation policies are fully effective?

Global Mobility Solutions’ team of global relocation experts believes these seven tips are the most helpful for new HR Mobility Managers:

1. Set up a meeting with your Relocation Management Company (RMC).

The first thing a new HR Mobility Manager should do is meet with their RMC’s Account Manager and Relocation Coach responsible for servicing their account. The relocation experts servicing their account will have in-depth knowledge of the company’s relocation policies. They will also be able to speak to what is working best for the company, and share helpful recommendations that will benefit the company’s talent acquisition program and relocation policies.

2. Examine past annual reviews and become familiar with reports.

Annual reviews and reports from their RMC provide a quick summary of important measurements, including:

  • Annual Spend
  • Volume of Relocations
  • Relocation Policy Tiers
  • Policy Exceptions
  • Industry Trends

3. Review customer satisfaction ratings.

Every relocation should have input from the transferee as to their level of satisfaction. Ratings may provide insight regarding relocation policy issues; transportation including packing, move, and unloading; and satisfaction with elements of the relocation process such as expense reimbursement processes and community tours. Information should also provide insight into the resolution of any service challenges, which in turn may help guide future relocation policy development.

4. Set up training for the online portal so you can access relocation tools.

Your company’s RMC should have a robust and industry-leading relocation technology solution. The technology should be fully secure, with simple processes and easy to use tools for both employees and transferees. The training should include:

  • How to Initiate a Relocation
  • How Transferees Submit for Reimbursement
  • Viewing Transferee’s Status
  • Running Custom Reports

5. Learn the history of your company’s relocation policy.

Your RMC Account Manager understands the details and nuances of your company’s relocation policy. They can help you understand the history of your policy, including what the most recent revision was, and why the revision was necessary. Your RMC may also have specific policy suggestions that are helpful to your company. They have knowledge about your company and the industry it is in, as well as experience in the relocation industry. They understand what works best for your company’s relocation policy, especially as it relates to your talent acquisition program.

6. Interview your HR Department to learn which improvements should be made to the policy.

Other members of your HR Department may be good sources to learn which improvements are necessary for your company’s relocation policy. They may have experience working with transferees and issues such as policy exceptions. Ask the other employees in your department these questions:

  • What Works?
  • What is Not Working?
  • Is the Relocation Budget Sufficient?
  • Do the Relocation Packages Include Enough Benefits to Draw New Hires?
  • What is the Expense Management Turnaround Time?
  • How Does the Invoicing Process Work?
  • What Other Ideas Would They Suggest?

7. Be sure your RMC shares industry updates and trends on a consistent basis, and consider joining Worldwide ERC.

Your RMC should share industry updates and trends on a consistent basis. As experts in the relocation industry, you should be able to rely on your RMC’s knowledge and experience. Your RMC should help design your company’s relocation policies using best practices to promote successful relocations. Another helpful resource for relocation industry information is Worldwide ERC. Consider joining this leading industry association to gain access to useful information and expand your networking opportunities.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients when new HR Mobility Managers come on board to work with our team. We can help your company’s new HR Mobility Manager get up to speed quickly and efficiently, so talent acquisition programs and relocation policies are fully effective. 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 or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Domestic Relocation Tips Global Relocation Tips Household Goods Relocation Management Talent Management Talent Mobility

What is the Best Way to Recruit Top Talent in a Tight Job Market?

Image of pretty business leader looking at camera

What is the best way to recruit top talent in a tight job market? Many recruiters and human resource professionals face this question on a daily basis. When an economy is growing, employment opportunities are plentiful. This in turn increases the difficulty of finding top talent for open positions. Competition for highly skilled and talented employees means employers must examine their processes and find new ways to gain an advantage in tight job markets.

Some employers have found unique ways to expand their recruiting efforts. Others have found advantages in offering programs that appeal to job seekers as well as their families. Often, employers must look inward to determine the specific reasons why employees choose to accept or decline their job offers. With this knowledge, employers can improve their recruiting processes to appeal to a larger number of candidates.

Here are five ways employers recruit top talent during a tight job market:

1. Leverage Social Media to Recruit Top Talent

The Society for Human Resource Management’s survey of HR professionals on whether they are using social media for talent acquisition shows that 84% of organizations are currently using social media for recruiting, and an additional 9% have plans to do so. Also, over 30% of organizations are targeting smartphone users with mobile recruiting efforts.

Most of these recruiting programs focus on passive job candidates. Efforts may be as simple as sharing job openings on company Linkedin pages, or digital advertisements targeted to appear when job seekers enter specific terms into a search engine. 71% of companies report these efforts are effective in decreasing the time to fill non-management salaried positions. Interestingly, companies report that these efforts are not as effective for recruiting executive and upper management positions, nor are they as effective for non-management, hourly employees. This divergence may be due to a number of factors including access to social media, interest in maintaining such connections, and overall time commitments impacting these groups in different ways.

2. Pre-Decision Services

Companies that are considering job candidates who may require relocation assistance can gain many benefits from using pre-decision services. Putting in the extra effort early in the relocation process delivers quantifiable results for productivity and cost reduction.

Pre-decision services include:

  • Candidate Assessment – Assess candidate expectations, skills, personal qualities, family circumstance, and financial preparedness.
  • Cost of Living Analysis – Cost of living comparison of origin and destination cities to help determine acceptable or competitive salary range.
  • Market Analysis – Determines the likely home sale timeline and identifies potential home sale challenges such as negative equity.
  • School Reports – Public and Private School reports provided to the relocating employee to aid community selection.
  • Moving Cost Estimates – Cost estimates on household goods transport helps budget for relocation costs.
  • Community Search and Tours – Coordinates community orientation tours to familiarize relocating employees to their new location, and assist in selecting an area that fits their particular interests.

Companies benefit from using pre-decision services in many ways:

  • Job acceptance ratios increase; failed relocations decrease.
  • Budget accuracy increases.
  • Eliminates the risk of non-acceptance by the transferee/assignee.
  • Streamline new location orientations.
  • Minimizes policy exceptions.
  • Identifies candidates unable or unwilling to relocate so efforts are re-focused on viable options.
  • Reveals concerns and issues prior to relocation, such as cultural differences or family concerns.
  • Proven overall cost savings.

3. Leverage Relocation Package in the Hiring Process to Recruit Top Talent

Companies that struggle to fill positions using traditional hiring methods may not understand how to use their relocation program to attract qualified candidates. In industries with many competitors all trying to attract the same candidates, it is often difficult for a smaller or less well-known company to be seen as an employer of choice. Also, the company may not be able to offer the same level of perks and amenities to job candidates. However, offering benefits such as more flexible work arrangements might help a company attract new hires.

Relocation programs are great vehicles to clearly demonstrate to job candidates how much a company values them and their families, as we have shown in our Case Study on Technology Industry Relocation Programs. Companies can communicate specific relocation program areas that reflect industry best practices, as well as highlight their job offer and relocation assistance package in the best manner to recruit top talent. Depending on the relocation program’s specific features, companies might highlight the package’s home buying assistance, spouse and partner assistance, and full destination services for the transferee’s needs.

4. Policy Exceptions for Relocation Packages

The moving process can be challenging, time-consuming, and result in significant delays for candidates to start their new position. When moving to a new location, house-hunting might require a number of trips to search for homes, neighborhoods, schools, and nearby amenities. Relocation packages should offer some flexibility so that candidates can more easily accept a job offer without having concerns about their ability to successfully complete their relocation.

Companies should have a defined process in their relocation policy that tells candidates how to request a policy exception. Candidates with special needs and requests will feel more comfortable knowing how they should proceed. Companies can also use this information to learn whether their relocation program might need adjustments in certain areas to reduce exceptions as well as to attract new hires.

5. Increase Compensation

Companies may need to increase compensation as a way to recruit top talent that is highly skilled and experienced. Depending on the industry, length of assignment, and job requirements, higher levels of pay that are reflective of the critical need for talent might help a company attract new hires.

Industry growth and increases in employment opportunities may also lead to a rise in compensation, as can be seen in the computer/information technology and healthcare industries. Positions requiring extensive skills, technical training, and significant investment in education and internships often result in higher wages than the median annual wage for all occupations. An increasingly important specialism in IT is cybersecurity, and salaries reflect high demand for new hires who possess the requisite skills and experience.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients design relocation programs and market them effectively to enhance the attractiveness of their employment offerings and recruit top talent. As a result, we can help your company understand how to increase your recruiting program’s success by using best practices to design a relocation program that provides a clear and distinct competitive advantage.

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

New SafeRelo™ COVID-19 Knowledge Portal

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

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

Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Employee Development Talent Management

Global Productivity and Employee Development

Closeup front view of mid 30's business team standing in line in their office. Focus on the closest person to the camera, smiling blond woman. There are five people total, two women and three men.

Companies can maintain a competitive advantage if they develop and utilize their employees. Greater automation across routine jobs means the remaining positions are where employees can help companies compete and succeed. What drives global productivity and employee development? There are three key factors companies must take into consideration to increase global productivity:

Job Engagement

What does it mean for an employee to be engaged in a job? Employee engagement is a key company initiative that continually shapes employee performance and promotes continuous improvement. Companies must create a culture that allows employees to become engaged. They can do this by giving them the training and tools needed to make choices that are good for the business. Employees who choose to engage in their job use their training and tools to accomplish tasks. Also, they drive projects to completion, and learn things during the process that make them more valuable to the company.

Talent Management

Talent management might take the form of competing in an international marketplace for employees with specific skills and experience. It might also take the form of inducing higher performance levels from current employees through the use of effective programs both for the individual employee and for the organization as a whole. Continual development and growth through learning opportunities provides many employees with a pathway toward higher job engagement. Job-related educational opportunities have been shown to increase the bond of an employee to an organization. Especially for younger workers, opportunities to learn provide them with a sense of accomplishment and a feeling of worth to the organization. Many learning opportunities might occur within a job assignment at a global location, requiring employee relocation. Pre-decision services can help companies and employees determine if the opportunity will be successful.

Workplace Culture

Creating a growth-oriented workplace culture requires companies to change their approach to managing employees. Companies that focus on performance development as opposed to performance management are more likely to foster a culture of productivity. Managers must evolve into coaches who focus on an employee’s development for their current position, and the future needs of both the employee and the organization. Looking forward to where the organization wants to be will give managers a view as to training and development opportunities current employees can take advantage of for their growth and for the company’s benefit. Older managerial concepts such as annual performance reviews and allowing seniority to determine who should manage need to change. Managers as coaches need to give continual feedback and be available for employees in a fast-moving environment. Employers should give employees with the best skills relating to and inspiring other employees the opportunity to lead teams and projects.

Conclusion

Three key factors drive global productivity and employee development: job engagement, talent management, and workplace culture. The global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand how to improve productivity and promote employee development with a well-designed global relocation program.

Contact our team of experts to discuss your global relocation program needs, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Domestic Relocation Trends Global Relocation Trends Talent Management Talent Mobility

Human Resources Innovation and Talent Management

Group of young people employee workers with computer in startup studio - Human resource business and teamwork concept on laptop working time - Start up entrepreneurs at office - Teal and orange filter

How does human resources innovation impact talent management? Human Resources is central to a company’s ability to attract, keep, and manage talent. In the current work economy, with technology driving so much change in company processes, human resources innovation might include new and varied ways to promote communication on a local and global level. This ensures employees remain fully engaged and informed wherever their current assignment may be.

Technological Advances

Technological advances that promote greater communication include video conferencing and social media engagement. On the employee-specific level, personal recognition including rewards for health and wellness efforts, social responsibility programs, and fostering creative cultures.

Talent Management in Human Resources Innovation

Talent Management can leverage Human Resources innovation by embracing technology. Additionally, it can utilize new thinking regarding what companies need to do to attract and retain talent. In some cases, technology can be used to help employees manage their own work processes, styles, education, and times that result in greater collaboration and employee satisfaction. Companies should provide employees access to several helpful online resources and guides for education.

For example, the Clinical Psychology Education Guide, Online Counseling Programs, and the Online Counseling Degree Guide all provide extensive information that employees can use to further their educational pursuits. The focus on talent management might improve with a new initiative on allowing employees to manage themselves.

Those employees interested in earning their MBA in Human Resources can easily find several resources for an Online MBA in Human Resources. Online education is gaining in popularity due to its ease of access and flexibility for scheduling. Financing MBA education options and descriptive guides to taking the Graduate Management Admission Test (GMAT) help employees determine how best to proceed with their future education.

Workforce Mobility and Employee Relocation

Workforce mobility and employee relocation also benefit from human resources innovation. Transferees are more likely to accept assignments knowing they have a wealth of technological resources, programs, and support for themselves and their families to assist in their relocation. Leading relocation technology that can be used anytime, anywhere provide a direct link from the company to the transferee. The technology promotes communication and provides employees with ease of mind regarding the challenges they face during their relocation.

Future of Human Resources Innovation

The 2017 Deloitte Global Human Capital Trends report notes the future of work is in the augmented workforce. This refers to reinventing jobs due to artificial intelligence (AI), robotics, and cognitive tools. These tools are growing in use and sophistication. This fundamental shift in the future of work will lead employers to focus more heavily on the role of human skills, the customer and employee experiences, and redefining the employment value proposition—what they offer employees and why employees would want to remain with the company. Companies can utilize an augmented workforce approach with their relocation programs to create unique and creative assignments for transferees. Relocation assignments that focus on new technology will help both the company and the employee learn and grow successfully.

Conclusion

The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company manage its talent and provide your employees the best relocation experience. Contact our team of experts to discuss how we can help your talent management and employee relocation process, request a demonstration of our relocation technology, or call us directly at 800.617.1904 or 480.922.0700 today.

Request a relocation technology demo

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

About

About Us

Careers

GMS Client Login

Privacy Policy

 

Contact

Contact Us

Address

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

1.800.617.1904 

Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

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

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

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

1.800.617.1904
Available 24/7/365

Accessibility by WAH

Looking for something?