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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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Job Market Job Seekers Labor Force Talent Management Talent Mobility

Baby Boomers Increasing in the United States Job Market

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

December 2018 Job Growth by Sector

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

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

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

2018 Job Growth by Age Distribution

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

Age Distribution of Workers in New 2018 Jobs

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

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

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

Why are Baby Boomers Taking New Jobs?

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

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

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

Jobs for Baby Boomers

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

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

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

Occupations Requiring Artistic and Creative Skills

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

Occupations Requiring Great Care and Attention to Detail

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

Occupations Requiring Openness to Working with the Public

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

Occupations Requiring Unique and Significant Leadership Skills

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

Other Factors Driving Baby Boomers to Remain in the Job Market

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

What Should Employers do to Attract Baby Boomers?

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

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

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers. Our team can also help your company by using industry best practices to design your relocation program. This will increase your company’s ability to attract and retain new employees across all age groups, including Baby Boomers.

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

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

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

Request your complimentary relocation policy review

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Upcoming Skills Gap in United Arab Emirates Requires Workforce Planning and Education Reforms

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

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

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

Fourth Industrial Revolution Helps Create Upcoming Skills Gap

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

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

How is UAE Planning for the Upcoming Skills Gap?

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

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

What does this mean?

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

What should employers expect?

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

What should employers do?

Employers in the UAE should review their company’s growth plans and requirements for jobs across all levels of skill sets. They should also determine how their company’s growth plans will impact the jobs required to meet business plans and goals. Employers should consider how they can address current employees who may face the upcoming skills gap. They should focus on training, education, and retaining employees who have valuable company experience and talent. Also, employers should review their relocation programs to determine how to present their company’s opportunities in the best light to attract highly skilled new hires and transferees.

Conclusion

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

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

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