Tag: relocation

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Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends

Spain’s Changing Economy Leads to Relocation Opportunities

cityscape view at dusk
Madrid, Spain financial district skyline at twilight.

Since undergoing a massive retrenchment from 2008 through 2013 when it lost 9% of its Gross Domestic Product in real terms, Spain’s changing economy has recovered and is now transforming into a global technology power center. As of 2016, exports have risen dramatically, with many companies selling throughout the European Union and beyond.

What is causing the change?

Mariano Rajoy, Spain’s Prime Minister from 2011 through 2018, instituted several reforms designed to help the country recover from its economic crisis. These reforms included reducing redundancy pay from 45 days per year worked to 33 days, and moving wage bargaining to the company level, thus making the labor market more flexible. Also, the financial system was addressed by closing under-performing banks that had made excessively risky property loans, and public finances were reformed by cutting the country’s budget deficit.

Mr. Rajoy’s digital agenda led to expansion of Spain’s fibre-optic network for high-speed data transmission, now covering 76% of the population, the highest percentage across all of Europe. Infrastructure investments in Spain have improved transportation and rail networks. Outside of Spain, the global economic recovery has increased demand for Spanish products and services, as well as improved traditional leading sectors in Spain such as tourism and travel.

What does this mean?

As Spain’s changing economy improves and continues its technology-driven transformation, the demand for highly skilled professional workers is increasing. Although the country has several leading universities and a number of technology industry startups, the demand for highly skilled workers is outpacing the number of qualified employees. Spain has a number of registered unemployed workers, but the skills gap is wide for positions in the new economy. Nearly half of job openings through 2030 will require a high level of skills and qualifications. Employers in Spain may benefit from relocation programs designed to attract and retain new hires with specialized skills and experience.

What should employers do?

Spain’s changing economy is driving growth across several industries, leading to a high level of demand for skilled workers. Employers should examine their relocation policy to determine if it is in line with Spain’s requirements for work visas. Consulate of Spain offices in cities such as Los Angeles offer forms, guidance, and assistance for work visas.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment requirements. We can help your company understand how to design your relocation policy so it supports transferees and new hire relocations critical to your company’s ability to grow in Spain’s changing economy. 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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Domestic Relocation Global Relocation

What is a Repayment Agreement in the Relocation Industry?

Cropped shot of a businessman working in his officehttp://195.154.178.81/DATA/i_collage/pi/shoots/805747.jpg

A Repayment Agreement is a legal document that defines the expectation of a specific length of time for a relocation assignment, as well as the employee’s willingness to remain with the company during this time. Companies offer relocation assignments to employees with the expectation that there is a specific length of time for the assignment, and structure a Repayment Agreement should the employee depart prior to the end of the assignment.

During this time, the employee agrees to remain with the company and work to the defined parameters of the assignment. As confirmation of this expectation and agreement, a Repayment Agreement is proffered to the employee, to be signed accordingly. Most companies follow this practice, and it is easy to obtain an employee’s signature on a Repayment Agreement.

Repayment Agreement

Generally, a Repayment Agreement sets forth the timeframe that the company expects the employee to remain working in the relocation assignment. Should the employee leave the company prior to the expiration of the timeframe, the employee would owe the company an amount related to the relocation costs that the company paid to move the employee to the new location.

The amount of the repayment could be the full amount of moving costs, or a negotiated amount agreed upon by the company and the employee. The amount could also follow a graduated scale, reducing over time so the employee’s portion is pro-rated. The Repayment Agreement usually includes a full description of all costs considered for possible repayment, along with the specific amounts for each cost.

Why is a Repayment Agreement Important?

A Repayment Agreement is important for a company to have in place should the relocating employee decide to leave the assignment. Employees under consideration for relocation assignments often have exceptional skills, specific knowledge, and talents that are valuable to the company. Competitors and recruiters search for these employees and make offers of employment.

A Repayment Agreement lets the relocating employee know their out-of-pocket direct costs should they consider leaving their current employer. This usually provides a significant hurdle for competitors and recruiters who might be asked to cover the cost of any Repayment Agreement. Also, since the employee usually does not want to repay these relocation costs, this helps keep them within the assignment. Additionally, should the employee decide to leave, the employer will receive the repayment and be able to use those funds for other relocation costs or further investment.

However, companies should consider how easy or difficult it is to recruit within their industry. Difficulties recruiting employees to work for a company or within an industry might be an indicator that structuring a Repayment Agreement is not in their best interest.

What is included in the Calculation?

A number of costs might be included in a Repayment Agreement calculation. Costs might include any or all of the following, or more:

  • Household goods packing and unpacking services
  • Household goods moving van line costs
  • Travel to and from the new location during the assignment process including
    • Airfare
    • Taxi
    • Tolls
    • Incidentals
  • Costs associated family assistance during the relocation including school searches
  • Spouse or partner assistance including career resources and cultural adaptation
  • Pet care assistance
  • Temporary housing
  • Home sale assistance including commissions and fees (these costs may be considerable in a repayment agreement)
  • Property management costs
  • Home finding assistance
  • Mortgage assistance
  • Vehicle lease or purchase
  • Interim health insurance
  • Child care
  • Visa and immigration costs
  • Tax assistance including gross up costs

What is a Good Length for a Repayment Agreement?

Generally, a good length for a Repayment Agreement should depend on the total costs for the relocation and an assessment of the employee’s value to the organization in the specific assignment. Keep in mind that the relocation assignment is in place to help the company achieve an objective. Therefore, the Repayment Agreement should have a timeframe long enough for the objective to reach fulfillment, or at least meet substantial progress toward a larger, long-term goal.

In general, most relocation contracts require employees to work in the assignment for one to two years. Employees must repay the relocation costs if they depart employment on their own, or if they separate from the company for cause.

How Can a Company Collect on a Repayment Agreement?

While it is easy to obtain an employee’s signature on a Repayment Agreement, collecting a repayment is more difficult. Often, the employee will have departed to a new location. They also may change their address and contact information without informing their previous employer. Companies often rely on internal departments such as Accounting or Human Resources to try to collect repayments. This puts an undue burden on these employees, who may not have skills for collecting repayments from individuals.

A better option is to work with a qualified Relocation Management Company (RMC) that has experience in collecting repayments. RMCs have access to a wide range of resources designed to help clients with their relocation programs, including collections for Repayment Agreements. This removes the burden of collections from the company and lets them focus on pursuing corporate objectives and seeking new hires.

Conclusion

Global Mobility Solutions’ team of have helped thousands of our clients design their relocation programs with appropriate Repayment Agreement provisions. We can help your company understand the importance of inserting appropriate Repayment Agreements into relocation assignment offers, and assist with collections when necessary.

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 or give us a call at 800.617.1904 or 480.922.0700 today.

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Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Immigration Rules Relocation Challenges Visas and International Travel

Taiwan Launches Employment Gold Card

Taiwan flag in Liberty Square, in front of Chiang Kaishek Memorial Hall,Taipei

Taiwan has introduced a new Employment Gold Card visa category. This visa category provides many benefits for those eligible. The new visa category was created in response to Taiwan’s legislature passing the Act for the Recruitment and Employment of Foreign Professionals to attract and keep international professionals in the country. Taiwan has been experiencing a skilled worker shortage and recognizes the global economy’s intensely competitive environment. To remediate Taiwan’s technical talent shortage, the Act was drafted and put into effect in February 2018. Several other laws were created or amended to reduce restrictions and develop a friendly environment for foreign professionals.

What are the key features of the Act?

The Act relaxes work, visa, and residency requirements for foreign professionals. It also relaxes residency rules for parents, spouses, and children. The Act creates additional benefits for retirement and pension coverage, national health insurance coverage, and three years of tax exemption for half salary income in excess of US$102,187.

How long is the Employment Gold Card valid?

The Employment Gold Card is effective for 1 – 3 years in accordance with the validity of a work permit issued by the Taiwan Ministry of Labor.

Who is eligible to apply for the Employment Gold Card?

Foreign nationals in the following fields are eligible to apply:

  • Architectural Design
  • Arts
  • Culture
  • Economics
  • Education
  • Finance
  • Law
  • Science and Technology
  • Sports

What should employers expect with this new Taiwan Employment Gold Card?

Employers who have plans to hire highly-skilled foreign professionals for positions in Taiwan should expect an easier entry process. The Employment Gold Card visa category includes an online application portal for quick and easy processing. Additionally, the Ministry of Economic Affairs’ online job matching platform, Contact Taiwan, combines resources from the Ministry of Foreign Affairs, Ministry of Education, and other agencies to form a single online portal for international talent recruitment.

What should employers do?

Employers should review their hiring plans for foreign professionals in Taiwan to determine eligibility for the Employment Gold Card. They should also use the many benefits of the Employment Gold Card within their relocation program and talent recruitment materials to attract and retain highly-skilled professionals.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements. We can help your company understand how to gain the most benefit from the new Taiwan Employment Gold Card visa category. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Relocation Challenges Relocation Management Relocation Policy Review Talent Management Talent Mobility

Top 5 Healthcare Industry Recruiting and Relocation Trends

A group of doctors with face masks looking at camera, corona virus concept.

The Healthcare Industry has been growing at an increasing pace over the past several years. Factors such as the implementation of the Affordable Care Act, an aging population, and technological advances all contribute to the ever-expanding demand for qualified healthcare employees. The US Bureau of Labor Statistics predicts that Healthcare will be the largest employment sector in the US economy by 2024.

Growth in the healthcare industry presents a number of difficulties for HR professionals. Filling positions quickly and effectively, creating a workplace that encourages employee engagement, ensuring smooth succession processes, and reducing employee turnover are some of these seemingly insurmountable challenges.

Increasing Retirement Rates

In addition to greater demand for services, the industry is facing rapidly increasing retirement rates for experienced employees. Especially in the nursing field, the impact of retirement will have a large impact on staffing levels. At least 55% of the RN workforce is over the age of 50 and quickly approaching retirement age. According to an American Association of the Colleges of Nursing (AACN) summary of reports, there will be a growing shortage of registered nurses across the country between 2009 and 2030. By 2025 the US is expected to experience a nursing shortage “twice as large as any nursing shortage experienced in this country since the mid-1960s” with the rapidly aging nursing workforce as the primary contributor.

The combination of increasing demand for employees and increasing rates of retirement creates an ever-widening talent gap in the healthcare industry. There are not enough employees to occupy new positions, nor are there enough employees to backfill positions that open due to retirement. As a result, at least 33% of hospitals have job vacancy rates greater than 10%. Clearly, traditional healthcare recruiting strategies are not able to fill positions at a fast enough pace to keep up with demand.

As a result of these changes, the following five trends in healthcare industry recruiting and relocation are emerging:

Top 5 Healthcare Industry Recruiting and Relocation Trends

1. Provide Exceptional Candidate Experiences

Healthcare industry recruiters must focus on keeping candidates happy and engaged in the recruitment process. Providing each candidate an exceptional experience is necessary to keep your organization as the candidate’s first choice in their employment search. The organization should conduct a review of the entire candidate experience, including the application process, interviews, job offers, relocation benefits, and onboarding procedures.

HR professionals should put themselves through each of these processes to see how their organization treats and responds to candidates. Successful recruiting programs treat candidates respectfully and make them feel highly valued. Candidates are more likely to choose to work for an employer that treats them well.

2. Use Data to Enhance Healthcare Industry Recruiting

Healthcare organizations must analyze the effectiveness of their recruiting activities. Knowing which efforts are working well, and which efforts are not, will help the organization identify what it needs to improve. For example, an organization may have a job advertising program in place within a journal or news network. If these programs are not providing qualified candidates that proceed to job offers and acceptances, the organization should consider redirecting those resources.

Conversely, if a partnership with a local university proves to be a good source of qualified candidates that proceed to employment, consider enhancing the program or creating additional partnerships. Think beyond current geographical boundaries; partnerships can easily generate candidate interest within international locales. Relocation Management Companies (RMCs) are ideal sources for information on global candidate recruitment and relocation.

3. Recruit for Cultural Fit

Healthcare organizations searching for qualified employees may be able to easily identify those with the requisite skills, education, and experience. However, healthcare is a unique industry in that it is so highly focused on personal interactions. Healthcare organizations looking to fill job vacancies at a pediatric practice would want candidates who enjoy working with children.

Pre-Decision Services are critical for healthcare organizations as they provide valuable information about a candidate’s ability to accept a position and be successful. Behavioral assessments can be a strong predictor for cultural fit. Healthcare organizations can easily identify candidates with the qualities that match their organizational culture. Assessment data can be paired with structured interview questions to better understand the candidate’s interests, goals, and motivations.

4. Create a Superior Healthcare Industry Employer Brand

Highly-skilled healthcare workers are in great demand. As a result, these workers can easily choose where they want to work and for which organization they prefer. Seventy-five percent of employees seeking new jobs consider an employer’s brand before applying for open positions. Consider how your healthcare organization’s brand appears to job seekers. Does it generate positive industry news? Are online reviews favorable from current employees as well as current customers? If the employer brand you find does not fill you with positive feelings, then you can be sure candidates are also experiencing this same feeling.

To create a successful employer brand and generate positive feeling among job seekers, healthcare organizations should find out from current employees whether the organization is one where people want to work. Also, research comments from employees and candidates on review websites and social media. Determine which issues are of concern and address them. This will help you ensure employees will perceive your organization as the brand you prefer it to be. Follow through by updating recruiting materials, websites, social media, job postings, emails, and other venues to be sure you amplify the correct employer brand and messages. Consider creating a branded career website with enhanced relocation program messages to welcome candidates to your organization.

5. Speed the Process to Keep Candidates Engaged

Qualified candidates are always seeking new opportunities, and your organization is always looking to hire. The quicker you help candidates move through the process, the more they will remain engaged and likely to consider your organization for employment.

According to the 2018 Recruiting Benchmark Report from Jobvite, the time to fill job vacancies in the healthcare industry is 38 days. At the same time, the industry has 21 applications per job, which is one of the lowest among industries. If several days or even weeks can be taken out of the process, the organization will benefit tremendously and experience lower job vacancy rates.

Conclusion

GMS’ team of corporate relocation experts have helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your healthcare company by designing a relocation program that represents industry best practices. This will increase your company’s ability to attract and retain new employees.

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 healthcare company’s relocation program needs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends

What are the Best States Overall?

The Iowa State Capitol at Night.

What are the best states overall? This very subjective question depends on so many factors, many of which are more important to some people than others. Traveling across the US, it is easy to see that some states excel in certain areas, while other states excel in other areas. Which factors can be used to create a comparative ranking, and should importance to residents be a weighting factor?

US News & World Report and McKinsey & Company’s Best States Overall Ranking focuses on eight major ranking metrics. Of these eight major metrics, the most heavily weighted are health care and education, as these were found to be the most important to people.

Health Care

This category focuses on access to health providers, affordability, quality of care, and health outcomes.

Education

Education for students from preschool to high school, as well as different levels of higher education. Topics such as Common Core requirements and charter schools also impact this category.

Economy

Economic measures include job growth, unemployment rates, GDP growth, migration into states, new business creation, and number of patents applied for and granted (indicative of future growth).

Opportunity

Fair housing, poverty levels, and equal access to jobs and housing for minorities, women, and people with disabilities are among the criteria included in this category.

Infrastructure

Major considerations in this category include the use of renewable energy, as well as the quality of broadband access, transportation, roads, bridges, highways, and tunnels.

Crime & Corrections

This category focuses on public safety measures, rates of violent crimes and property crimes, incarceration rates, and management of prison systems.

Fiscal Stability

State government fiscal stability ensures the success of government-sponsored programs that impact residents. Provision of services such as public education, public pension liabilities, budgetary measures, and other state-level social and public programs all serve as indicators of a state’s fiscal health.

Quality of Life

Clean air and clean drinking water impact resident’s quality of life. Additionally, social support in a community impacts resident quality of life in that they are happier and have greater physical and mental health.

What are the Top 10 Best States Overall?

While each state’s measurements in the eight major ranking metrics vary, the rankings indicate the following top 10 Best Overall States:

  1. Iowa
  2. Minnesota
  3. Utah
  4. North Dakota
  5. New Hampshire
  6. Washington
  7. Nebraska
  8. Massachusetts
  9. Vermont
  10. Colorado

Destination Spotlights

Want to learn more about these states? Global Mobility Solutions (GMS) has a wide range of North America destination spotlights which highlight information useful to clients considering relocation programs, and to transferees as they consider assignments in new locations. Our team has published many in-depth destination spotlights including several for Global locations, and you can also Request a Spotlight.

Conclusion

Thoroughly researching a North America destination to learn about the location, employment statistics, major employers, and cultural highlights is critical to relocation success. The North America relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand how to review the best states overall ranking.

Our experts can also help your company determine how the ranking metrics relate to your company’s relocation program and transferee’s needs, so you can offer your employees the best relocation experience. Contact our team of experts to discuss your North America relocation destination, or call us at 800.617.1904 or 480.922.0700 today.

New-Spotlight-Request-Button

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Domestic Relocation Domestic Relocation Trends Talent Management Talent Mobility

What are the 2018 North America Relocation Trends?

Family With Children And Pet Dog Outside House On Moving Day

What are the major 2018 North America relocation trends shaping the industry? Employee relocation and workforce mobility continue to rise in importance for companies looking for growth. Technology allows employees to work anytime, anywhere, whether traveling for business, or from a remote work location.

Our team of North America relocation experts have identified four key trends that are shaping 2018 North America Relocation.

2018 North America Relocation Trends

Employee Expectations

Many companies respond to employee expectations for relocation assignments. New assignments can provide career opportunities, learning, and growth. Some companies proactively offer incoming employees incentives to locate in other areas that best meets their needs and wants. For companies to grow and succeed, challenging and rewarding relocation assignments are necessary and provide great incentives for employees whether it be global or North America relocation.

Reasons for Moving

Simply Self Storage’s survey notes several moving industry statistics, with 10.8% of respondents indicating “new job/transfer” as their main reason for moving. However, other employment-related reasons for moving include “easier commute” and “other job-related reasons”. These three reasons combine to account for 18% of the reasons for moving. Companies recognize this impact on employees and respond with various programs to promote employee satisfaction and increase home-work-life balance.

Costs

Relocation often is in response to several factors. Of the factors that are location-specific, housing costs and taxes are often cited as both the reason for employees to move away from one area and to move to another area. Companies are responding to cost pressures in their relocation programs as well. Companies understand their ability to draw talent is dependent on providing opportunities for good quality of life for employees.

Talent Mobility Management

Companies in North America compete in a global marketplace. Greater opportunities are available, but include greater challenges in deploying talent to succeed. Mobilizing employees who know the business and understand its future drives relocation trends. Political considerations are another factor for companies looking to open a facility and in turn relocate employees to open and run the new facility. Building a company that provides career growth and professional development opportunities will allow companies to attract and retain top talent.

Conclusion

Thoroughly reviewing your North America relocation policy and benchmarking to industry best practices is imperative. This keeps your company at the forefront of your industry peers, reinforces employee satisfaction, and promotes successful relocations. The North America relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company remain at the forefront of 2018 North America relocation trends, and offer your employees the best relocation experience.

Contact our team of experts to discuss your North America relocation policy needs, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Immigration Rules Visas and International Travel

Singapore Fair Consideration Framework and S Pass Eligibility

Singapore Skyline reflection

The Singapore Ministry of Manpower is currently in the process of expanding the Fair Consideration Framework (FCF) to cover more employers and jobs, effective July 1, 2018. Advertising requirements will increase to at least fourteen days for companies with 10 or more employees and for jobs that pay a fixed monthly salary of less than S$15,000 SGD. This is a change from the current advertising requirement for firms with at least 25 employees and for jobs that pay a fixed monthly salary of less than S$12,000 SGD.

Additionally, starting in January 1, 2019, S Pass eligibility will change. Currently the minimum qualifying salary for S Pass is S$2,200 SGD. The new minimum salary for S Pass will increase to S$2,400 SGD in a two-step incremental process:

  • January 1, 2019 S Pass minimum salary increases by S$1,000 SGD to S$2,300 SGD
  • January 1, 2020 S Pass minimum salary increases by S$1,000 SGD to S$2,400 SGD

What is the Singapore Fair Consideration Framework?

The FCF is part of the Government’s effort to strengthen the Singaporean core in the workforce. It sets clear expectations for companies to consider Singaporeans for job opportunities, through the use of Jobs Bank advertising of open positions.

The FCF applies to all companies in Singapore. These companies must also comply with the Tripartite Guidelines on Fair Employment Practices and have fair employment practices that are open, merit-based and non-discriminatory.

Who does this new Singapore Fair Consideration Framework affect?

Employers based in Singapore with at least 10 or more employees whose fixed salaries are less than S$15,000 SGD.

What should employers expect with this new Singapore Fair Consideration Framework?

There will be less jobs exempt from the job bank advertising requirement. Applications will require a longer time for submission.

What is the Singapore S Pass?

The Singapore S Pass allows mid-level skilled staff to work in Singapore. Employees need to earn at least S$2,200 SGD a month and have the requisite qualifications and work experience.

Who does this new Singapore S Pass Eligibility affect?

Employers based in Singapore with employees holding S Passes whose fixed salary is S$2,200 SGD.

What should employers expect with this new S Pass Eligibility?

Positions will need to meet the new salary requirements on January 1 of each year to maintain eligibility.

What should employers do?

Employers should plan for the increased advertising requirements and the increasing salary requirements so their recruitment plans can be revised accordingly.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements, and we can help your company understand how to comply with the new Singapore Fair Consideration Framework and S Pass requirements. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.Request your complimentary Visa Program Assessment

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Business Services Domestic Relocation Global Relocation Relocation Technology

Video Series of Spotlights are Great Tools to Help Employees Accept Relocation Assignments

Happy young couple sitting on the mattress in their new apartment in the morning and using laptop together. Cardboard boxes in the background.

Companies with successful relocation programs provide as much information about new locations as possible. This helps their employees and family members gain a favorable impression and acceptance of a relocation assignment. A well-designed video spotlight as part of a video series highlighting many aspects of a location’s offerings and experiences will bring the location to life. The video lets the employee see first-hand how their lives will be enriched with this new experience.

These are the four major benefits of using video for relocation programs:

1. Builds Trust

Companies that provide helpful information build credibility and trust among employees and their families that their welfare and happiness are of great importance in choosing a new location. A video spotlight showing highlights and exciting activities provides peace of mind. Additionally, it boosts the confidence of employees considering a relocation assignment.

2. Brings Location to Life

For employees who have not traveled to a new location, or who have only visited briefly, a video spotlight literally brings the location to life. Images of people visiting local attractions and visually engaging presentations of daily life show the vibrancy of an area. The video gives employees assurance and they can see themselves in the same positive and appealing environment.

3. Easy to Share

Employees often rely on their family, friends, and colleagues in their decision process when it comes to considering a relocation assignment. Since humans process images and scenes much faster than they can process words or sentences, a video is an ideal format to quickly communicate information about a new location. A video spotlight is also easy to share and provides an entertaining presentation. This helps decision-makers feel confident in their recommendations and guidance.

4. Increases Acceptance

Employees considering a relocation assignment are looking for information to help convince them that a relocation assignment will be a valuable experience. Videos have been shown to be highly effective at increasing conversion rates. A robust video spotlight is a valuable tool to help employees and their families decide to accept relocation assignments.

Conclusion

Video spotlights are a highly effective resource that help increase employee acceptance of relocation assignments. Global Mobility Solutions (GMS) provides its clients with video spotlights and several other helpful resources they can share with their employees to promote successful relocations.

See our Seattle Video Spotlight here:

Our team of relocation program experts can provide a wealth of video spotlights, Global Spotlights, North America Spotlights, and other highly valuable resources for your company and your employees. To learn more about our award-winning services, contact us online or give us a call at 800.617.1904 or 480.922.0700 today.

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Domestic Relocation Tips Domestic Relocation Trends

What Does the US Rental Market Look Like for 2018?

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

Employers with plans to relocate employees either to US cities or between two different US cities should be aware that the US rental market continues to experience rent increases outpacing the rate of overall national inflation. However, each rental market is unique. The number of units, state and local economics, and even natural disasters all impact rental rates. A regular review of the state of the US Rental Market can uncover opportunities for transferees to consider new assignments as rental market affordability increases.

On a national basis, rents are 2.8% higher, outpacing the current 2.2% overall rate of inflation, and the average hourly earnings rate of 2.5% over the past 12 months, according to an analysis prepared by online rental marketplace ApartmentList.com.

US Rental Market Areas with Rising Rents

The fastest rent growth in the US continues to be in the city of Sacramento, California, with an increase of 9.3% over the past year. Why is Sacramento experiencing high rents? Several factors are at work, including job growth, low inventory of rental units, and the influx of other California residents from the Bay Area who are seeking lower costs in Sacramento.

The US rental market imbalance in this region of California is threatening to displace thousands of low-income Sacramento residents. The solution to Sacramento’s rising rents may lie with other cities such as San Jose and San Francisco, which have effectively priced residents out of their markets due to low inventory and soaring rents.

Following Sacramento in the rising rent category are Vancouver, Washington at 7.9 % and Orlando, Florida at 6.8%, due to increasing job growth and an ever-expanding population.

US Rental Market Areas with Declining Rents

The largest decline in rents is occurring in Anchorage, Alaska, with rents declining by 1.7% over the past year. There are several reasons for the declining rents, with the greatest impact due to an economy in recession that is causing significant job losses. There is also much uncertainty over issues and changes in Alaska’s state government based in Juneau, creating further instability in the Anchorage job market.

Following Anchorage in the declining rent category is Portland, Oregon at 3.5%; however, this decline in Portland’s booming market is due mostly to a large amount of new construction, fostering competition for renters and driving US rental market rents downward.

Conclusion

The relocation experts at Global Mobility Solutions (GMS) have helped thousands of our clients manage relocation both to and within the US. We have the knowledge and expertise to help your company determine the best plan forward as the US rental market continues to experience increases in some cities and declines in other cities.

Contact our team of experts online to discuss how we can help your company’s relocation plans and the US rental market, or call us directly at 800.617.1904 or 480.922.0700 today.

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Corporate Relocation Domestic Relocation Global Mobility Relocation Management

What is Employee Relocation or Workforce Mobility?

Young couple unpacking cardboard boxes at new home.Moving house.
Young couple unpacking cardboard boxes at new home.Moving house.

Employee relocation or workforce mobility refers to the processes or relocation services involved in the transfer of employees or potential employees from one location to another. Additional terms that refer to these processes may include:

Some of these terms may be used interchangeably. However, the terms global relocation and North America relocation may differ in the range of services commonly required for relocating an employee. Reference to global relocation is usually as an umbrella term, and includes North America relocation processes. Reference to North America relocation usually excludes processes commonly needed for international employee relocation such as visa acquisition, repatriation, and language training.

Generally, a company’s management of workforce mobility accounts for ongoing employee support services, supplier management, candidate selection, relocation benefits, and expense management. Corporate relocation programs vary between companies due to size, need, or destination.

The overall process of employee relocation is usually divided into one of four service brackets including:

Pre-Decision Services:

According to Worldwide ERC data, the average cost to relocate an executive level home-owning employee is approximately $97,000. For this reason, companies seek assurances that an employee is a good fit for relocation. Pre-decision services aim to uncover any potential issues that may arise prior to the employee’s relocation. As a result, these services reduce the risk of a failed relocation. Some of the most common reasons for failed relocations according to Worldwide ERC include:

  • Negative home equity
  • Slow real estate housing market
  • Family resistance to move
  • Spousal employment
  • High costs of housing

Examples of a few common pre-decision services include:

Candidate Assessment – Services that assess candidate expectation, 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 transportation, 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.

Origin Services for Employee Relocation

Origin services account for all services necessary at the transferring employee’s origin location. Some of these services include:

Expense Management – Establishment of expense reporting and management services for both the company and employee. Also, this is designed to track and contain costs during the relocation process. Utilized throughout the entire relocation process*

Home Sale Assistance – May include connecting employees with real estate agents, home marketing assistance, and home buying programs.

Household Goods Management – Management of household goods transport from origin to destination. May include procurement of van line services, replacement insurance, and guaranteed “not to exceed” estimates for goods transportation.

Visa and Immigration Services – For international relocations, visa and immigration services organize company and employee documents required for visa acquisition.

Property Management – For employees not selling their home. May include rental marketing assistance, tenant management, vacant property management, landlord consulting, and property maintenance.

Destination Services for Employee Relocation

Destination services account for all services necessary at the transferring employee’s destination location. The range of destination services sometimes includes a further segmentation of “settling in services.” These services are aimed at helping the employee and their family acclimate to their new location. Some of these services may include:

Home Finding Services – Services include connecting employees with real estate agents at destination, home buying assistance, corporate housing, temporary housing, rental assistance, and home finding tours.

Settling in Services – Services that aid employee acclimation to their new location including access to online resources, attaining local driver’s license, child care, connecting utilities, and locating a primary care physician.

Vehicle Lease or Purchase – Services that assist relocating employees acquire a vehicle including loan support, and lease negotiation.

Family Assistance – Services that assist the relocating employee’s family, including spousal employment support, counseling services, and stress management assistance.

Return or Repatriation Services

In most cases, employee relocation services for individuals returning from temporary North America assignments are equivalent to services provided at departure. While there are some short term North America relocation programs among companies, the majority of return services handle an employee’s return from international assignment. International assignments are usually classified into one of four categories:

  1. Extended Business Travel (EBT): an assignment of 3 months or less.
  2. Short Term: An assignment lasting 6 months to a year (range may go up to 2 years).
  3. Long Term: An assignment lasting 2-3 years.
  4. Permanent: An assignment lasting 3 years or more.

For EBT, short term, and long term assignments, repatriation plans have become an industry recognized necessity for effective employee retention. According to Atlas surveys, around 40% of expatriate employees leave their sponsoring company after assignment. Repatriation services seek to close this gap. They also help organizations maximize their workforce investment. As a result, they retain employees that have acquired substantial knowledge capital. Repatriation is a dynamic service area that has wide variation. For example, repatriation counseling helps employees returning from international assignment manage cultural differences, and re-acclimate to North America life. Additional services may include:

  • Lease termination assistance
  • Home services termination (includes utilities)
  • Tax equalization

Workforce mobility seeks to analyze, manage, execute and optimize the processes involved in transferring an employee from one location to another. For more detailed descriptions of relocation services, please visit the following pages:

Global Relocation
North America Relocation

Conclusion

The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company remain competitive, reduce costs, and offer your employees the best relocation experience.

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 team of experts to discuss how we can help improve your company’s corporate relocation program, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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