Tag: relocation

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Career Services Job Market Job Seekers Labor Force

What are the Fastest Growing Jobs in South Carolina?

What are the fastest growing jobs in South Carolina? Many job seekers look to find opportunities in regions that experience positive economic growth. South Carolina’s overall economy is the 16th best in the nation according to US News and World Report’s Best States Rankings.

South Carolina also scores favorably in economic rankings for:

The Southeast region as a whole continues to experience high economic growth, including South Carolina. South Carolina’s largest metropolitan areas are Columbia, Charleston, and North Charleston, and all three of these cities are considered best places to live in the state.

Fastest Growing Jobs in South Carolina

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

Manufacturing and Electrical Jobs

  • Electrical System and Cabling Lineman
  • Computer and Mechanically Controlled Machine Operators
  • Industrial Machine Mechanics

Information Technology Jobs

  • Website Developers
  • Operations Analysts

Healthcare and Medical Jobs

  • Nurses
  • Physical Therapists
  • Physician Assistants
  • Home Health Aides
  • Physical Therapy Aides

Highlight on Industries in Charleston and Columbia, South Carolina

Charleston was recently noted as the largest city in South Carolina. However, other measures note Columbia as the state’s largest city. Both of these cities have many employment opportunities and exhibit significant economic growth patterns. As a result, these two cities offer the most opportunities for job seekers in a number of different industries.

Charleston, South Carolina

Charleston is situated along the state’s Atlantic coast. The coastal regions of South Carolina lead the state in population and economic opportunities, and have done so for several years. Charleston, along with Myrtle Beach and the Hilton Head-Beaufort area, have seen significant growth. This is due in part to the area’s natural beauty and comparable lower cost of living as new residents relocate to the area from other states.

South Carolina’s tourism industry has grown significantly, with Charleston, Hilton Head, and Myrtle Beach all considered top vacation destinations on the East Coast. Beautiful sandy beaches, warm weather, and plentiful recreational activities increasingly draw more visitors to the state’s coastal areas.

The largest industries in Charleston include:

  • Tourism
  • Information Technology and Defense
  • Hospitality and Service
  • Sales
  • Green Energy
  • Advertising and Marketing
  • Manufacturing and Automotive

Columbia, South Carolina

Columbia is the state capital, and serves as the county seat of Richland County. The city is home to the University of South Carolina, the state’s flagship university and the largest in the state. Columbia is the site of Fort Jackson, the largest United States Army training center focused on Basic Combat Training. The Fort Jackson installation annually trains 50% of the Army’s Basic Combat Training load and over 60% of all women entering the Army. The South Carolina State Government is located at 1301 Gervais Street in Columbia, near the South Carolina Statehouse.

The largest industries in Columbia include:

  • Manufacturing
  • Insurance Information Technology
  • Health Care
  • Education
  • University Research, Development, and Discovery
  • Government
  • Professional and Business Services

What Should Job Seekers do?

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

What Should Employers do?

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

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers. Our team can help your company determine how to attract job seekers looking for employment opportunities in South Carolina, or any other location around the world.

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

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

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

Request your complimentary relocation policy review

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Domestic Relocation Home Purchase

What is the Buyer Value Option Program, and How Does it Work?

Family With Children And Pet Dog Outside House On Moving Day

Companies can save money with the Buyer Value Option program. However, many companies are not aware of what this program is, and how it actually works. Global Mobility Solutions (GMS) has many clients who use this program. As a result, our clients have much success and higher satisfaction levels for new hires and transferees.

What is the Buyer Value Option Program?

Most corporations use a form of tax assistance, known as tax gross-up, to help offset the tax impact felt by the transferee receiving reimbursement. The gross-up expense can add substantial costs.

The GMS Buyer Value Option program lowers costs from income tax gross-ups associated with the reimbursement of transferee real estate closing costs.

The GMS Buyer Value Option program avoids the costly process of “grossing up” dollars used to pay for the commissions and closing costs on the sale of a transferee’s home. Typically, commissions and closing costs are associated with the sale of a transferee’s home. These two expenses represent the majority of the total costs incurred during a relocation. Reimbursement to a transferee of these expenses is considered taxable compensation by federal and state authorities.

How Does the Buyer Value Option Program Work?

Once a transferee receives a valid offer to purchase from a 3rd party buyer, and after GMS has been able to verify that all contractual terms are customary, the transferee turns the sale of the home over to GMS. GMS purchases the home from the transferee and subsequently transfers the home to the 3rd party purchaser. All closing costs and realtor commissions are paid by GMS and billed directly to the employer. Since the transferee does not incur any home sale expense, regular reimbursement of these expenses is not required.

The Buyer Value Option program allows the transferee to move quickly, and maintain their focus on the new job and community rather than on the sale of their home. Once their home is turned over to GMS, the transferee relinquishes all obligations including attending the actual closing. GMS manages the entire sale and closing process on behalf of the transferee. Transferees gain peace of mind with the knowledge that GMS is handling the sale of their home. They can also focus on their new home and enjoy their new surroundings.

What is the Buyer Value Option Process?

  1. Employee lists home with the help of GMS
  2. Similar to a traditional sale in the transferee’s eyes
  3. Once a buyer is found, GMS transfers the title from seller to GMS
  4. GMS sells to the outside buyer at closing
  5. The client is billed 10% for commission and closing costs prior to closing, eliminating the transferee’s out-of-pocket costs
  6. Home sale is closed by GMS
  7. Equity is wired in full to the transferee’s account of choice after closing
  8. GMS refunds the difference back to the client
  9. To complete the transaction there are strict IRS guidelines that must be followed

How Does the Buyer Value Option Program Reduce Risks for Clients?

The Internal Revenue Service requires putting the client at risk of owning the home in order to receive the tax benefit. If the buyer falls through prior to closing, the client will be financially responsible until a new buyer is found.

  • On average, 1.5% of properties fall through within the industry
  • However, less than 0.5% have fallen through in the last 3 years at GMS

How Do Employees Save Time?

The GMS Buyer Value Option program does not require the transferee to appear at closing. This lets the employee focus on their position and objectives, while settling in to life in their new community.

How Does a Company Save Money With the Buyer Value Option Program?

Since tax gross-ups are not required, companies can achieve significant savings. In order for an employee receiving a $24,000 home sale reimbursement to net the actual amount of the reimbursement and not feel an impact on their take home pay, it will cost a company $43,800. This cost can escalate even further if a company elects to take an individual’s actual tax bracket into consideration.

By utilizing the GMS Buyer Value Option program there is no tax gross up, and a company saves $19,800. Since the transferee does not have to appear at closing, companies also save on return trip costs.

What Should Companies With a Home Sale Program Do?

Companies that are currently reimbursing employees for the commission and closing costs on their home sale should look into the GMS Buyer Value Option program. Home sale expenses are the only remaining tax-protected relocation benefit when a company utilizes the GMS Buyer Value Option program. Companies can save the tax gross up on the reimbursement, and gain additional benefits including:

  • No need for the employee to be at the closing of their home sale
  • No return trips necessary to attend the closing if your employee is already at the new destination
  • The employee can more quickly adapt to their new role and become an effective member of the team

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop their home sale and Buyer Value Option program. Our team can help your company understand how it can save the tax gross up on home sale reimbursements.

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

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

Contact our experts online to discuss your interest in the GMS Buyer Value Option program, or give us a call at 800.617.1904 or 480.922.0700 today.

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Career Services Job Market Job Seekers Talent Mobility United States Economy

In the 2019 USA Job Market, Which Cities are the Best Places to Find a Job?

The 2019 USA job market has been growing over the past several months. According to the U.S. Department of Commerce Bureau of Economic Analysis, the nation’s economic performance continues on a strong pace. This promises a future economic outlook of additional growth and healthy employment levels.

The 2019 USA Job Market Benefits Some Cities

2019 will see several job market trends impacting cities. Many companies are seeking to relocate jobs to cities that offer lower costs. Several cities in the USA (as well as foreign countries) will benefit from this trend. Another trend is a push towards greater technology usage throughout organizations. Employees who are comfortable with technology and rapid change may thrive in new opportunities.

What Characteristics do the Top 10 Cities in the 2019 USA Job Market Share?

The top 10 cities in the 2019 USA job market share several characteristics. Many of these cities exhibit several of the following traits:

  1. Center for technology and innovation
  2. Residents with a high level of education
  3. Traditional sunbelt destination
  4. Exceptional natural beauty and amenities
  5. Major global city in its own right
  6. Near other major employment centers
  7. State and local government policies welcome business investment

What are the Top 10 Cities in the 2019 USA Job Market?

According to WalletHub, the top 10 Cities in the 2019 USA Job Market are:

  1. Scottsdale, AZ
  2. Columbia, MD
  3. Orlando, FL
  4. San Francisco, CA
  5. Colorado Springs, CO
  6. Portland, ME
  7. Plano, TX
  8. Washington, DC
  9. Boston, MA
  10. Chandler, AZ

Scottsdale is the top city in the 2019 USA job market to find a job. The city is one of only two (the other is Columbia, MD) that made the top 10 in the study’s two significant indicators:

  • Job Market
  • Socioeconomics

How Arizona Cities Fare in the 2019 USA Job Market

Several cities in Arizona are seen as ranking high for job seekers, including:

  • Scottsdale #1
  • Chandler #10
  • Tempe #14
  • Gilbert #39
  • Peoria #41
  • Phoenix #53
  • Mesa #65
  • Glendale #68
  • Tucson #105

Scottsdale maintains a significant focus on job creation. According to the city’s 5 Year Economic Development Strategic Plan, the city focuses on policies and programs that:

  1. Meet economic objectives to control inflation while promoting sustainable growth and employment
  2. Improve the city’s business climate
  3. Provide services including infrastructure, city parks, and medical access for the disadvantaged

Also, Scottsdale Airport is one of Arizona’s premier corporate jet facilities. It is located nine miles north of downtown Scottsdale, and is known as a significant generator for the 2019 USA job market. It is also within easy driving distance to a number of world-class golf courses, luxury hotels, upscale resorts, a variety of shopping experiences, and exquisite restaurants. The airport hosts two renowned Flight Based Operators:

In October 2018, the International Association of Golf Tour Operators (IAGTO) named Scottsdale as the IAGTO North American Golf Destination of the year for 2019. IAGTO notes that Scottsdale has over 330 days of sunshine, and features exceptional courses for leisure and championship play including:

What Does This Mean?

Job seekers in the 2019 USA job market should look at Scottsdale, AZ, as a top place to find a job. Several other cities in the USA are also great places to find a job. Job seekers have a wide variety of locations to consider when looking for a job, from Maine to California, and from Colorado to Arizona. Employees looking for jobs should consider cities that rank high as a best place to find a job.

What Should Employers in the 2019 USA Job Market do?

Employers currently in a best place to find a job should examine their hiring needs and identify candidates using pre-hire assessments. They should work with a qualified Relocation Management Company (RMC) that can provide a full range of pre-decision services. Employers may consider relocating new hires or transferees to fill positions in these cities. If so, they should provide transferees and their family members with as many valuable resources as possible to help increase relocation success.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to fill positions in the 2019 USA job market. Our team can help your company understand how to use pre-hire assessments to identify qualified candidates. Also, we can help your company design a relocation program following industry best practices that results in higher relocation success rates and greater transferee satisfaction.

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

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s need to fill 2019 USA job market positions, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends

Top 5 Points an Employer Should Consider When Employees Choose to Self-Move

What are the Top 5 points an employer should consider with a self-move by a relocating employee? Usually a self-move occurs when an employer offers a Lump Sum payment in their relocation program. In traditional Lump Sum relocation programs, relocating employees receive a specific amount of funds for relocation. They also work with a Relocation Management Company (RMC) to select the services they want to use for relocation, within the parameters of their employer’s relocation policy. Some relocating employees may choose to use their lump sum payment to arrange a self-move.

What does a Self-Move Entail?

A self-move may include the relocating employee and others such as their family members doing any number of the following physical tasks:

  1. Packing boxes
  2. Disconnecting appliances and electrical equipment
  3. Lifting and moving furniture and appliances
  4. Loading items into a truck or vehicle
  5. Driving long distances
  6. Unloading items from a truck or vehicle
  7. Unpacking boxes
  8. Reconnecting appliances and electrical equipment

Considering these tasks, any number of them could result in injuries. According to the Bureau of Labor Statistics Nonfatal Occupational Injuries and Illness by Industry, most occupational injuries that employers log and report fall into one of these three categories:

  1. Sprains
  2. Cuts
  3. Fractures

A self-move could easily result in similar injuries to a transferee or one of their family members. It is easy to imagine such injuries if you have any experience with moving anything yourself.

Top 5 Points an Employer Should Consider About Self-Move

Looking at the tasks and logistics of a self-move, an employer should consider whether it is a good option to allow relocating employees to direct their own moves. Points to consider include:

  1. Potential for injury to the employee or their family member and resulting claims
  2. Loss of employee productivity due to the self-move
  3. Liability against the company that may result from unforeseen incidents
  4. Declining employee morale if company culture is seen as uncaring
  5. Public relations issues for any catastrophic occurrences

What Does This Mean?

Employees and their family members may be at risk of injury during a self-move. Employers may have liability for any issues that otherwise could have been preventable. Morale may decline if employees perceive the company does not care for their well-being.

What Should Employers do?

Employers should consider the potential for any risks that may arise if a transferee chooses to self-move as part of their Lump Sum relocation program. They should consider the duty of care they owe to employees who are managing a self-move. Employers should work with a qualified RMC with the knowledge and experience to help them examine issues, risks, and concerns. As a result, employers will reduce risks to relocating employees and their family members.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs to ensure successful moves for transferring employees. Our team can help your company understand how to reduce risks to employees and their family members that may result from a self-move.

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

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

Contact our experts online to discuss your company’s relocation program and issues relating to employee self-move, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Corporate Relocation Corporate relocation tips Relocation Best Practices Relocation Challenges Relocation Management Relocation Programs

What are the Top 5 Points a Company Planning to Relocate Should Consider?

A company planning to relocate is usually doing so for several reasons. Some companies operate through extensive planning processes and may have short term objectives as well as long term objectives. When considering a corporate relocation, companies must examine several major factors that will impact their decision. Sometimes these major factors have been known to the company, especially if they experience challenges in talent acquisition and management.

Major Factors that Lead Corporate Relocation Efforts

1. Quality of life considerations for their employees.

This encompasses a wide variety of issues including housing and tax costs, commuting times, access to social and educational venues, and environmental concerns. Opportunities for spouses and partners are critically important for relocating employees to ensure success. Family matters and career support for spouses should be a part of any corporate relocation initiative.

2. Workforce issues such as being closer to employees with the necessary education and technical skills.

Companies seeking to hire talented employees often prefer to be near a locale that has a large talent pool of viable candidates for job openings and growth opportunities.

3. Upgrading facilities and equipment is an important factor for any company planning to relocate.

Some companies currently operating in outdated facilities may be at a competitive disadvantage. Their competitors may have newer facilities with access to new technology, high-speed communication, and other updated amenities. As such, the company can easily upgrade facilities and equipment during a relocation.

4. Access to new markets is a major factor for corporate relocation.

The ability to reach new clients and gain exposure in a new location can help a company reach corporate objectives quickly and successfully. In some cases, a corporate headquarters move is made to provide greater access to capital and financial decision makers. Many large companies have facilities in various locations to gain unique advantages specific to those areas.

5. Cost considerations may be a factor in some corporate relocations.

Many companies take the cost of a location into account. They want to assure continued success as they respond to rising costs and increasing competition

Once a company planning to relocate reaches a decision, there are many points to consider. As it plans for a corporate relocation, a company should consider each point to ensure it is fully aware of potential issues, plans are in place, and preparations are sufficient to ensure a smooth relocation experience.

Top 5 Points a Company Planning to Relocate Should Consider

1. A project team should be in place to plan the relocation.

There are many aspects to consider. Several elements in corporate relocation may take a considerable amount of time for review, discussion, and formulation of plans. Companies considering a corporate relocation should have a written plan. Also, they should review this plan for accuracy to ensure it meets stringent corporate, customer, legal, and operational requirements. Important consideration should be given to the relocation budget. Companies should be fully aware of all the costs their corporate relocation will incur.

2. Contingency planning should be an integral part of a company’s corporate relocation plan.

Outside factors such as weather may severely impact the ability to move people and equipment in a timely manner. For each contingency, companies should identify a proper protocol to ensure the relocation goes back on track as soon as possible.

3. Disruptions may occur.

Proper planning should include a review of backup systems for information networks, customer communications, and employee outreach. In all cases, everyone should have a way to contact the company to ensure business remains ongoing during the relocation.

4. Technology systems are usually the most critical component for a company to consider during a relocation.

Connectivity, security, adequacy of backups, and ability to restore systems should be reviewed to ensure full compliance with corporation needs, customer requirements, and business continuity plans.

5. Communication is a key point for any company planning to relocate.

A company planning to relocate must ensure employees, customers, vendors, and others receive information about the move. Often this is a good opportunity for positive Public Relations (PR) efforts that can highlight the corporate relocation’s benefits in many ways, while giving the company greater exposure to tout their growth and initiatives. Companies should consider the audiences that will receive their message. They should also determine how they will express the traditional PR messages of who, what, where, how, and when.

What Should a Company Planning to Relocate do?

A company planning to relocate should identify all of the factors leading to the corporate relocation decision. Also, the company should consider all of the Top 5 Points that may impact the relocation. Companies considering a corporate relocation should work with a qualified Relocation Management Company (RMC) that has knowledge and expertise in all of the planning and processes inherent to relocation. Corporate relocation experts provide valuable insight. As a result, they can help a company’s corporate relocation process run smoothly, quickly, and with the least amount of disruptions. Engaging a Relocation Management Company early in the process will ensure a company has a knowledgeable partner that can guide them through all phases of the corporate relocation.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop plans and processes to ensure a successful and efficient corporate relocation. As a result, our team can help your company planning to relocate understand how to proceed with a corporate relocation. This will keep your company operating at top capacity before, during, and after the relocation.

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

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

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

Categories
Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Visas and International Travel

China Residency Rules May Increase Taxes on Foreign National Employees

Attractive young man standing near the glass fence outdoors with cityscape in the background

China residency rules are changing with the implementation of a new law. The People’s Republic of China Individual Income Tax law has abolished the 5-year tax exemption period during which a foreign national employee does not have to pay income tax on their worldwide earnings. As a result, foreign national employees working in China may face higher taxes on their earnings.

What are the Current China Residency Rules?

Currently, foreign national employees have an exemption for five years before they must pay income tax on their worldwide earnings. Until the five year requirement is met, they only owe income tax on their earnings in China. Also, the current China residency rules require five full years before tax on worldwide earnings takes effect. Foreign national employees with absences are able to avoid the tax requirement if they break residency with one of the following scenarios:

  1. Have an absence of 30 or more days continuously on a single trip during the year.
  2. Have an absence of 90 or more days over multiple trips during the year.

What are the New China Residency Rules?

The new China residency rules eliminate the full year requirement for residency starting January 1, 2019. Instead, foreign national employees who are a resident in a People’s Republic of China-treaty country, and who work in China more than 183 days in a given year, will owe taxes on worldwide earnings. Foreign national employees receive an exemption for China income tax if they do not exceed 183 days residing in China.

Foreign national employees from a non-treaty country have a much shorter China tax exemption of only 90 days. After 90 days, these employees would owe tax to China on their worldwide earnings.

What Should Employers Expect?

Employers in China should expect that the new China residency rules may require employees to pay taxes on their worldwide earnings to China if they exceed 183 days residing in China during a year. Also, there is no mention of any five year period to determine residency, so employees may face immediate tax obligations.

What Should Employers do?

Employers should review their current employment situations in China to determine how the new China residency rules will impact their company and their employees residing in China. They should also provide information to their employees residing in China so the employees can prepare for possible tax obligations accordingly.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their country-specific employment, visa, and residency requirements. We can help your company understand how to respond effectively to new China residency rules.

Learn how your company can mitigate the impact of China residency rules and resulting tax impacts on employees from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation program needs, or give us a call at 800.617.1904 or 480.922.0700 today.

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Categories
Relocation Policy Review Relocation Programs Relocation Technology

Top 5 Reasons Why You Should Benchmark Your Relocation Policy

Young businesswoman giving presentation on future plans to her colleagues at office

Industry best practice shows employers should benchmark their relocation policy every 12 to 18 months to ensure your company remains competitive with your industry peers. A thorough benchmark will also help you learn about how the relocation industry is changing to reflect higher employee expectations for relocations.

As an employer, are you confident that every internal stakeholder in your company understands the importance of your relocation policy? Do you think they understand how it relates to their functional discipline? Most employers understand their relocation policy impacts several departments. As the competitive landscape changes in their industry as well as in the relocation industry, the importance of why employers should benchmark their relocation policy becomes increasingly clear.

Top 5 Reasons You Should Benchmark Your Relocation Policy:

1. You Should Benchmark to Identify Enhancements and Cost Savings

Reviewing industry best practices can show areas where your company can save costs or enhance your relocation policy to reduce costly exceptions. Learning about new and changing regulations can help your company avoid costs that may arise from immigration, legal, or tax issues. A thorough benchmark will identify technological enhancements that may be useful for communications, processes, or cost savings.

2. Align Corporate Mobility Objectives on a Global Basis

Many companies have operations spread around the world. This may lead to significant differences in relocation policies and implementations. Employers should benchmark their relocation policy to identify such differences. They should also work to align all areas to a consistent policy that fully supports corporate objectives regardless of location.

3. Understand Your Industry’s Competitive Relocation Landscape

Most of your industry peers also have relocation policies they use to attract and retain new hires and transferees. Employers should benchmark their relocation policy to identify how their industry competitors are designing their relocation policies. With this information, employers can then design a relocation policy that ensures they remain competitive and will be able to attract highly skilled talent.

4. Learn About Relocation Innovations

Technology is useful for informing and engaging employees throughout their relocation process. It also increases the speed of communications and provides valuable information and assistance. Technology can help transferees receive reimbursements in a timely manner. Employers should benchmark their relocation policy to help them learn about new ideas and innovative solutions to employee relocation issues.

5. Increase Internal Stakeholder Knowledge on Why You Should Benchmark

At most companies, several departments interact with the relocation process. Internal stakeholders from finance, procurement, and legal can learn how transferees interact with each department, what their needs are, and what the best practices are related to their discipline. Employers should benchmark their relocation policy and include internal stakeholders in the process. This will ensure their understanding of relocation policy guidelines. Also, it will help provide transferees with a smooth and easy relocation process as they interact with diverse internal stakeholders.

What Should Employers Do?

Employers should benchmark their relocation policy with a knowledgeable Relocation Management Company (RMC). The policy benchmark should include a full assessment of the company’s current policy as well as corporate objectives. This allows the RMC to benchmark the relocation policy to industry best practices. As a result, the RMC will be able to present a full complement of recommendations to ensure the employer can implement relocation policy best practices. This will also help them maintain a competitive edge in their industry.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand why they should benchmark their relocation policy. We can help your company understand how to create a relocation policy that reflects industry best practices. As a result, this will ensure the policy attracts highly skilled new hires and transferees.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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At GMS, we make it a priority to know how talent mobility is changing in each major industry. What are the best practices? How are other companies changing their programs to retain a competitive edge? Your Mobility Pro will be in touch within 1 business day to help answer your questions and benchmark your industry.

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

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Buy a Home Global Relocation Global Relocation Challenges Home Purchase

United Kingdom Housing Market Sees Rate of Annual Price Growth Decline

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The United Kingdom housing market is experiencing a period with annual price growth in decline. Annual price growth through August 2018 declined to 2% from July’s rate of 2.5%. Additionally, house values on a month to month basis declined by 0.5%, the largest monthly decline on record since July 2012.

What is causing the annual price growth to decline?

The annual price growth is declining due to a number of factors:

  • The UK housing market is coming off an extended thirty-year expansion as economic growth begins to slow.
  • Uncertainty fueled by Brexit has further dampened both the economy and home buyer enthusiasm.
  • In the UK, an increase in stamp duty on second homes to 3% has also hurt demand. Stamp Duty Land Tax (SDLT) is a tax on land transactions in the UK arising from the Finance Act of 2003. SDLT is not a stamp duty, but a form of self-assessed transfer tax charged on “land transactions.”
  • The market typically experiences a period of slow activity during the summer months as well, with many people on holiday.
  • The UK housing market currently has too much stock on the market, dampening prices. The market has the highest amount of stock since September 2015. Up to one third of houses have had at least one price reduction, the highest percentage in summer since 2011.

These factors combined are creating a faster rate of annual price growth declines. The declining rate of annual price growth is further hampered by falling UK home prices.

Where are prices declining the most?

London is currently experiencing an economic slowdown. Home prices in London are falling at their fastest rate since the city experienced the pain of the worldwide financial crisis earlier in this decade. London home prices fell 0.7% on an annual basis through June, the lowest rate since September 2009, and fell 0.2% in May. June was the fifth month London house prices have fallen in 2018. The rate of annual price growth has been slowing in the UK since 2016, and has remained below 5% throughout most of 2017 and 2018.

What should employers expect?

Employers should expect that the UK housing market may present favorable conditions for relocations to the UK market, as buyers may be able to obtain good quality properties at better prices. Conversely, employers looking to relocate employees from the UK market may experience longer delays for property sales. They may also experience some transferees not desiring to relocate in the short term due to lower home selling prices.

What should employers do?

Employers should review their hiring plans and determine if there are opportunities to relocate transferees to the UK while the housing market is presenting favorable buying opportunities. Employers should examine their relocation policies to determine if they should be amended to assist transferees looking to relocate out of the UK as the housing market experiences annual price growth declines and home prices decline overall.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their country-specific employment, visa, and residency requirements. We can help your company understand how to understand and respond effectively to the UK housing market’s impact on transferees and their willingness to accept relocations as annual price growth declines.

Learn how housing markets impact relocations 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

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EU Blue Card and Single Permit Directive Allow Non-EU Citizens to Work in EU Countries

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Within the European Union (EU), the EU Blue Card program allows non-EU citizens to work in EU countries. Applicants for the EU Blue Card must meet specific criteria before they can obtain the card. Employment portals such as the EU Blue Card Network lets applicants submit applications as well as create profiles that can be searched by EU employers so they can offer employment contracts. Additionally, the European Job Mobility Portal provides an overview of job opportunities in the EU, as well as tips on how to apply for jobs and information on living and working in all EU countries.

What are the specific criteria that citizens must fulfill to request an EU Blue Card?

There are several specific conditions that non-EU citizens must meet before they can request an EU Blue Card:

  1. Citizenship outside of the EU
  2. Have post-secondary education (degree) or at least five years or more professional experience
  3. Obtain an employment contract or binding employment offer from an EU employer that is at least one year in length
  4. Work as a paid employee; self-employed workers or entrepreneurs are not eligible for the EU Blue Card
  5. Annual gross salary must be at least one and a half times the average national salary (except when the lower salary threshold applies)
  6. All necessary travel documents are in order
  7. Health insurance is in place for yourself and any relatives who come to the EU with you
  8. Proof that you fulfill the legal requirements to practice your profession, if the industry regulates your profession

How did the EU Blue Card program originate?

The European Commission believes that workers with a high level of skills from outside the EU are crucial to maintaining the EU’s economic competitiveness. Several sectors of the EU economy are dealing with a shortage of skilled employees, lowering the EU’s ability to compete in the international market. Since 2009 the EU Blue Card Directive creates a common admission criteria and helps speed the procedure for hiring skilled foreign nationals. A new EU Blue Card Directive in June 2016 further simplifies and streamlines the processes. The EU Immigration Portal created a new EU Blue Card website to provide a user-friendly portal as well as current information for applicants.

What should employers do?

Employers seeking to hire non-EU citizens should review the program’s requirements. They should also investigate EU Blue Card job portals and networks that will allow them to search for qualified applicants to help fill job openings.

Conclusion

Global Mobility Solutions’ team of global relocation experts helps thousands of our clients with country-specific employment requirements. We can help your company understand how to use the EU Blue Card program and job networks to search for highly skilled foreign nationals to fill your job openings, and help you design a relocation policy that appeals to qualified job seekers. 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

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