Tag: Spouse and Partner Career Support Programs

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Family Matters and Career Support for Spouses Impacted by Relocations

Couple on floor next to moving boxes

Learn why it’s important to include family and spousal support in relocation assignments

Relocating employees often have questions regarding their children’s education, family healthcare, eldercare, and the job market and career support for their accompanying partner or spouse. Understanding your employee’s needs is essential to their relocation process. By providing valuable resources for transferees and their families, your company can help ensure a successful relocation.

In Worldwide ERC’s report, U.S. Transfer Activity, Policy & Cost Survey, the average cost to relocate a home-owning employee is approximately $79,000. Family concerns about the relocation often make employees reluctant to accept transfer assignments. Reasons include fears about the new location, spouse reluctance to leave their current position, housing market issues, and cost of living differences. There are many actions employers can take to ensure their employees and family members have a positive relocation experience.

Pre-Decision Services

Your company should provide Pre-Decision Services for employees to help them learn about the relocation assignment. Candidate assessments and family pre-decision evaluations help your company determine the employee’s expectations, skills, personal qualities, family situation, and financial readiness for the relocation. Helpful information your company can provide to the employee and their family for their decision-making process includes:

  • Cost of living analysis
  • Market analysis for home sales
  • School reports
  • Moving cost estimates
  • Community searches and tours to familiarize employees and their family members with the new location

Significant benefits to the organization include increased job acceptances, accurate budgets, minimal policy exceptions, and cost savings. Benefits for employees include expert counsel to help understand all their relocation assistance, a dedicated consultant and support services for spouses and partners.

Career Support

Your company should provide career support services to the partners and spouses of relocating employees. An experienced and well-qualified Relocation Management Company (RMC) can provide industry best practices and a relocation benchmarking study for guidance on how to set up your relocation program. Career support should include the following:

  • Comprehensive career assistance that reviews a candidate’s experience, identifies personality type, discusses the importance of corporate culture, develops an application schedule and goals, offers resume review, provides networking and interview preparation, and assists candidates in navigating job listings and online resources.
  • Access to the company’s network of recruiters it uses for its staffing requirements; some Relocation Management Companies (RMCs) can provide access to a larger recruiter than the company’s current in-house program.
  • Partners or spouses may have a small business with unique needs and require specific guidance when relocating their business. Resources for partners or spouses looking to start a new business or relocate an existing company may include market analysis, networking assistance, and introductions to the startup community in the new location.

Family Support

Relocating employees and their family members often deal with several stressful factors and situations as they relocate. Your company can help smooth the process by providing resources to help everyone acclimate to their new location. Relocation programs should include resources for settling into the area, such as:

  • Access to online resources and community networks in the new location
  • Attaining a local driver’s license
  • Child care arrangements
  • Connecting utilities and arranging for installations
  • Interim health insurance coverage
  • Locating a primary care physician in the new location

Let GMS Assist Your Employees and Their Families

Providing a full range of career support and other resources for transferees and their families serves to ensure successful relocations. The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company assess candidates for assignments and provide your employees and their family members with the best relocation experience.

Contact our team of experts to discuss how we can help strengthen your relocation assistance offerings. We will ensure your company stays competitive in job offers with comprehensive relocation packages. Then, we will assist your employees in the most seamless relocation process possible.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Global Mobility Global Relocation Global Relocation Tips Global Relocation Trends Relocation Best Practices Relocation Challenges Relocation Programs United States Economy Visas and International Travel

Successful Language Training: What Does it Look Like, and What Can it Provide?

Male CEO talking during a business presentation in a board room. Copy space.

Successful language training often helps employees determine if they can easily accept a global assignment. Many transferees may have a commanding grasp of several languages. Language proficiency and other professional skills often prepare them well for work in a new location. However, their family members may not be as proficient in multiple languages. The prospect of relocating to a destination where language may become a barrier can be daunting.

Employers should inquire as to whether transferees, their spouses, and their family members have proficiency in the language that is most in use at their new location. If they do not have proficiency, employers should provide assistance with language training.

What Does Successful Language Training Look Like?

Language training programs may include several helpful elements. All of these elements work together to provide transferees and their family members with valuable communication skills. These programs provide professional resources that are proven to assist transferees and their family members successfully settle in to their new location.

GMS spoke with Inigo Lopez, CEO of BiCortex Business Language Services to learn more about how participants can get the most out of their language training programs. Inigo agreed to share his expert guidance on this topic.

Successful Language Training Should be Efficient

Inigo notes that for greatest efficiency, students should study in a private class. Also, the number of student in group classes should always be kept to a minimum. The best solutions are tailored to the student’s specific needs including:

  • Preferred location (home, office or a neutral location)
  • Level of education
  • Business industry
  • Student’s professional and personal objectives

Language training that uses multiple methods to teach students typically has the highest rate of success. These methods may include conversation, use of visual aids, grammar exercises, and self-study. Also, students report higher levels of satisfaction with the training program. As a result, they are also more highly motivated.

Successful Language Training by Expert Language Trainers

Inigo believes the best language training providers work with trainers with the following profile:

  1. Significant number of years within the field of education
  2. Native and multilingual teachers
  3. Qualifications from renowned colleges and universities
  4. Highly motivated specialists with excellent customer feedback

Language Training and Complementary Services

Beyond language training, good solutions offer a range of complementary services. Inigo believes language training and other services can work together to help students reach the highest level of success. For example, tutoring can extend beyond language to include academic support in schools, preparatory classes for examinations, diplomas, and entrance exams, or writing papers.

Additionally, training should incorporate a wide variety of formats. Live online classes, online module learning, and custom solutions all work together to help students learn at their own pace.

What are Students of Successful Language Training Saying?

Inigo provided comments from several students who have utilized language training solutions successfully. Their comments show the amount of value that language training can provide:

M. recently relocated from Colombia to the United States

“My goal is to learn the English language because now we live in the United States…the language training classes helped me a lot…my level is very low as a beginner. My advice to others who want to learn a new language would be that first you really need to want to learn and receive classes both on grammar and tenses, classes can be online as it is similar to face to face in my experience.

The best thing for me is to simply learn, I love to learn more things every day. English for me is a priority and is a goal of mine in 2020. My favorite resources were the internet based tools and videos.”

R. recently relocated from India to the United Kingdom

“My main goal is to be fluent in it, and be confident. So far it is good, my teacher helps very much, and I like her classes. My advice to others is try to use English every day, read books, when looking for a word you do not know yet, always use more than one dictionary.

The best thing about learning a new language is that I am able to develop my confidence level, improving my social interaction and encouraging connection between peers. For me, the best way to learn has always been watching movies and shows. A good way to learn and practice English is to talk with our friends.”

What Should Employers do About Language Training?

The most successful company relocation programs provide a wealth of support programs and services for transferees and their family members since they are often key to ensuring a successful relocation. GMS provides our clients with an extensive range of language training programs as well as other valuable business services so employee relocations are successful. Our high-touch service model fully extends to helping transferees and their family members with everything they need during their relocation process.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop successful language training programs to help their relocating employees and their family members settle in to their new location. Our team can help your company determine the best language training solution for your relocation program. As a result, this will help promote successful relocations.

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

Contact our experts online to discuss successful language training solutions to help your transferees and their family members, or give us a call at 800.617.1904 or 480.922.0700 today.

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Buy a Home Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Home Purchase Job Market Job Seekers Labor Force Talent Mobility United States Economy

Choose Topeka Incentives Aim to Draw New Residents to Kansas

The Kansas state capitol building is located in downtown Topeka on land donated by the Atchison, Topeka and Santa Fe Railroad company. Construction began in 1866 and was officially completed 37 years later in 1903 at a total cost of just over 3.2 million dollars. The building is over 300 feet tall and is 17 feet taller than the U.S. Capitol building in Washington D.C.

Choose Topeka is a new incentive program that will draw new residents to Topeka and Shawnee County, Kansas. The program begins in 2020 with a public launch and full promotion. The incentives are performance based. As a result, new residents will become eligible after residing in the community for one year.

The program arose from a partnership between GO Topeka and local Topeka businesses. Over the past year, organizers have been working to develop the program and marketing materials to reach a wide audience. GO Topeka focuses on creating economic opportunities and growing the local business climate. The Joint Economic Development Organization has an agreement for services with GO Topeka. Both organizations are working together on the Choose Topeka incentive program.

What are the Eligibility Requirements for Choose Topeka?

The Choose Topeka incentive program is to help draw employees to work at local businesses. Therefore, the eligibility requirements center on meeting the needs of local employers and full-time positions:

  1. Participants must be eligible to work in the US
  2. Program requires participants to move to Topeka for a full-time position
  3. Employers must participate in the program for participants to receive matching funds
  4. Participants must purchase or rent a home in Shawnee County within a year of their hire and move to the area

What are the Benefits for Participants in Choose Topeka?

The benefits for participants in Choose Topeka are generous, and apply to both the participant as well as to the employer.

Participant Benefits

Up to $15,000 in funds in Year 1

  • Renting: $10,000
  • Home Purchase: $15,000

Source of funds: GO Topeka/Joint Economic Development Organization (JEDO) and Employer, match at 50%

Employer Benefits

  • Employer fully funds $10,000 up to $15,000 with employee transfer
  • After Year 1, GO Topeka/JEDO reimburse up to $5,000 ($10K) or $7,500 ($15K) to employer for employee retention

The Choose Topeka incentives are based on performance. Employees must move to the community and reside for at least one full year before becoming eligible. Only primary residences are eligible for the incentives. The incentives may be used for all expenses related to moving.

What is the Goal of Choose Topeka?

The goal of Choose Topeka is to draw up to 60 new residents and their families to the city. Employers will gain new workers with requisite skills. Also, several industries will receive economic benefits as the new residents move in and purchase locally.

GO Topeka estimates the total local economic impact of the Choose Topeka incentives to be:

  • Over $2.14 million/Year 1
  • Up to $11.38 million/By Year 5

What Should Employers do About Choose Topeka?

Companies in Topeka and the surrounding Shawnee County area that have growth initiatives may be able to leverage the Choose Topeka incentives in their talent acquisition and relocation programs. Companies should examine their plans for corporate expansion. They should also consider participating in the Choose Topeka incentive program to gain the matching funds provided by GO Topeka/JEDO.

Many other US locations offer similar moving incentives. As a result, companies should leverage GO Topeka’s 2020 marketing and promotional efforts for the Choose Topeka incentive program into their employee recruitment efforts.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients understand how to leverage moving incentives such as those in the new Choose Topeka program to attract and retain talent. Our team can help your company by using industry best practices to design your relocation program. This will increase your company’s ability to hire and retain new employees.

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

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

Contact our experts online to discuss your company’s interest in learning how it can leverage the Choose Topeka moving incentives to attract and retain talent, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Buy a Home Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Household Goods

Van Line Survey Notes Several Transferee Moving Challenges

man smiling while moving boxes into his new home
Portrait of a young man carrying a box while moving house

Allied Van Lines conducts a regular “On the Move” survey of employees who move for work to determine the transferee moving challenges from their viewpoint. Survey responses from over 1,000 people provide helpful insight into the impact of workforce relocation. The findings reveal specific points that companies should address in their relocation programs.

The Top 3 transferee moving challenges identified in the survey show points companies should address to improve employee retention and satisfaction. Companies should choose to work with a qualified Relocation Management Company (RMC). RMCs have knowledge and experience to help clients design robust relocation programs that provide the best relocation experience for transferees.

What are the Top 3 Transferee Moving Challenges?

1. Short Timeframes for Moves

The majority of survey respondents were given 0 to 30 days for their move, and the next largest group were given 31 to 60 days. Increasing market competition and evolving dynamics require corporate speed and flexibility. Companies often must act quickly to hire qualified staff and move them to where they can be the most productive.

RMCs have resources and solutions to help companies maintain responsiveness while providing a positive relocation experience for employees. Transferee moving challenges related to short timeframes can be addressed with a robust relocation policy that is designed to provide solutions that benefit both clients and relocating employees.

2. Finding a New Home

One of the most difficult and time-consuming transferee moving challenges is finding a home in the new location. Choices can vary, and may include some of the following:

  1. Short-term corporate housing
  2. Renting before buying
  3. City/suburb/neighborhood location
  4. Apartment
  5. Condominium
  6. House
  7. New construction loan for relocation

RMCs have a number of solutions for transferee moving challenges related to finding a new home. Many transferees are relocating to a new location they know very little about, and will then search for a new home to purchase. A Realtor® working with the RMC should ask a number of questions to help the transferee clarify and express their preferences and interests.

3. Making Friends in the New Location

Transferee moving challenges are often amplified by the effects of the move on spouses and family members. While the transferee may have a built-in network of work colleagues in the new location to help them with their transition at work, they and their family will need to settle into the new community and make new friends.

One of the first challenges a transferee faces is career support for their spouse. Successful relocations often hinge on the spouse or partner’s career needs also being addressed. Transferees expect career support for spouses and partners as part of their relocation experience. In our Case Study on Educational Institution Relocation Programs, GMS helped a client learn that their biggest challenge in retaining new hires was due to not having career support for spouses and partners moving to the new location.

Pre-Decision Services Help Transferees

Companies should provide Pre-Decision Services in their relocation policy for transferees to help them learn about their new location. Candidate assessments and family pre-decision evaluations help companies determine the employee’s expectations, skills, personal qualities, family situation, and their financial readiness for the relocation. Helpful information an RMC can provide to the employee and their family for their decision-making process includes:

  • Cost of living analysis for the new area
  • Market analysis for home sales
  • School reports and information about activities
  • Moving cost estimates
  • Community tours to help familiarize employees and their family members with the new location

Provide Support for Spouses, Partners, and Family Members

Family member support is as critical to a transferee’s relocation success as to career support for spouses and partners. RMCs should provide a number of resources to help families settle in to their new area and reduce transferee moving challenges, including:

  • Helpful online resources for families to learn about local amenities
  • Community networks in the new location
  • Assistance in obtaining a local driver’s license
  • Arrangements for child care
  • Utility connections and installations
  • Ensuring health insurance coverage during the interim period
  • Identifying nearby medical resources and primary care physicians

What Should Employers do to Address Transferee Moving Challenges?

Transferee moving challenges should be addressed with robust solutions. Companies should work with a qualified and experienced RMC that can help them design a relocation policy that promotes successful relocations. The career needs of spouses and partners should be included in the transferee’s relocation experience. Family support is also critical to reduce any disruption from the move and provide peace of mind for the transferee, their spouse or partner, and their family members.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop relocation policies and programs that address transferee moving challenges. Our team can help your company determine how to design a robust relocation program that provides the best relocation experience for your company’s transferees and their family members.

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 the need to reduce transferee moving challenges, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Career Services Job Market Job Seekers Labor Force

Successful Career Coaching for Spouses and Partners of Relocating Employees

What are the hallmarks of successful career coaching for spouses and partners of relocating employees? Career coaching programs may include several helpful elements. All of these elements work together in a seamless fashion. As a result, they provide spouses and partners the resources they need to find employment in their new location. These programs provide professional resources that are proven to assist spouses and partners with their careers.

Successful Career Coaching by Expert Career Advisors

Career Advisors with job search knowledge and expertise in the local area provide direct guidance and support. As a result, the Career Advisors are resources for information, guidance, and tools that address the client’s individual needs. These experts provide successful career coaching to help spouses and partners define their search strategy and implement their strategic job search and career plan.

Successful Career Coaching Program Elements

Successful career coaching programs include the following:

  • Quick Start Job Search Preparation (marketing tools, job search assistance manual)
  • Job Search Assistance (market information, access to searchable data)
  • Personal Branding (online profiles, personal website, blog, video)
  • Partnering Services (online courses for job search execution)
  • Resume Writing Services (resumes, cover letters, LinkedIn profile)

How Does Successful Career Coaching Result in Job Offers?

Global Mobility Solutions (GMS) recently heard from a spouse who relocated from Shanghai, China to Cambridge, Massachusetts and used the services of a Career Advisor for successful career coaching. In that person’s actual words, here is what successful career coaching can do for a spouse or partner’s job search and career path.

Moving from Shanghai to Cambridge: How to Start My Job Search?

“Deciding to relocate with my husband from Shanghai to Cambridge is a big decision for our family…I also worried about my own career. How am I going to continue to develop myself professionally through getting a job in a whole new country? I do not have any local education background and little knowledge about the job searching channel, workplace culture, employment preference…”

The concerns noted are typical for all spouses and partners. These concerns arise whether relocating from Shanghai to Cambridge, or from New York to Atlanta. Direct access to a locally-based Career Advisor is an invaluable resource. This resource will also bring peace of mind to a transferee’s spouse or partner.

Tools and Resources in Action

“My career coach has been very inspirational and helped me understand what I want in a position and for my career path.”

Career Advisors have diverse, professional backgrounds, and qualifications. They provide in-person support in major metropolitan areas, or remotely, as needs permit.

“Several useful surveys on the portal to help me get different ideas…discover how exactly I should emphasize and sell my strengths using a brief summary to make my background more attractive.”

Resources such as articles, surveys, local data, and job-related qualifications provide insight and guidance to local market employers and trends. A data-driven approach is a hallmark of successful career coaching.

“This summary was later updated in my LinkedIn profile to provide recruiters an overall introduction before they decide to approach me for further information. This also provides good material to prepare my self-introduction for future interviews.” 

Today’s job market requires job seekers to have defined plans. As a result, they must leverage cutting-edge technology along with determination and a commitment to implement their personal career plan. Job search tools must be created to match how employers search for new employees.

Written Communication and Verbal Skill Development

“We moved on to the next steps of revising my resume and cover letter.”

Communication is critically important in a job search. Successful career coaching will emphasize the importance of a well-written resume and targeted cover letters.

“My career coach suggested I go through the various training resources on my portal. These resources include webinars as well as useful articles and potential questions that might be asked during an interview.”

Beyond written communication, verbal skills during an actual interview often play a large part in candidate hiring decisions. A resume and cover letter may open a door. However, the job seeker must then close the deal with effective interviewing as well as post-interview follow through activities.

Interviews and Job Offers Due to Successful Career Coaching

“Encouragement on the day of the interview really meant a lot to me, so I felt I was not doing this alone. I feel more confident in my interviews because now I know clearly why I chose the company and the position as well as what I am capable of and how I am supposed to show my capabilities to the interviewers.” 

Most interviewers indicate that a job seeker’s appropriate level of confidence during an interview helps them feel more comfortable in determining their recommendation. Job seekers who can answer questions with clear answers as well as ask their own thoughtful questions of the interviewer will impart a favorable impression.

“Now I have an oral offer from one of the companies I have interviewed for. I also have several other interviews to attend in the coming weeks.”

Achieving the goal of obtaining a job offer and additional requests for interviews helps the job seeker feel more at ease with their new location. This also helps the entire relocation process for the relocating employee, the spouse or partner, and the entire family. As a result, the company benefits with successful relocations.

Recognizing Successful Career Coaching and its Result

“I was not sure how much it would help me through my journey of job searching and restarting my career. However, looking back, I would strongly recommend this program as well as my career coach to anyone that has the same relocation experience and needs to restart their career in a whole new place.”

Often a spouse or partner may not have a full understanding of the services a Career Support Program provides. Also, they may not realize how helpful these services will be to their job search. However, these proven resources result in successful outcomes. As a result, spouses and partners who utilize the programs benefit greatly from successful career coaching.

What Should Employers do?

The most successful company relocation programs provide a wealth of support programs and services for spouses and partners since they are often key to ensuring a successful relocation. GMS provides our clients with an extensive range of spouse and partner support programs. Also, GMS provides many other valuable business services so employee relocations are successful. Our high-touch service model fully extends to helping employee’s families with everything they need during their relocation process.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop successful career coaching programs to help their relocating employee’s spouses and partners find jobs in their new location. Our team can help your company determine how to offer career services for spouses and partners that promote successful relocations.

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

Contact our experts online to discuss successful career coaching programs that help your transferee’s spouses and partners, or give us a call at 800.617.1904 or 480.922.0700 today.

Categories
Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Talent Mobility

2019 Corporate Relocation Survey Results Show Greater Demand for Spouse and Partner Assistance

Couple and their financial planning in the kitchen with laptop

Atlas World Group’s 52nd Annual Atlas 2019 Corporate Relocation Survey provides a wealth of information on relocation trends. The survey analyzes several responses from over 400 decision makers who have responsibility for their company’s relocation. Survey responses are representative of a wide range of industries including manufacturing, financial services, and retail trade. Responses were also received from companies of various sizes. They ranged in size from small (with less than 500 employees) to large (over 5,000 employees).

2019 Corporate Relocation Survey Results Show Impact of Spouse and Partner Employment

65% of respondents indicate that spouse and partner employment frequently or nearly always directly affects an employee’s relocation. This figure is the highest level recorded over more than a decade’s worth of data. As a result, various types of industries as well as small, medium, and large companies feel the impact. Also, small companies reported the highest percentage, at 68%.

A new job for a transferee often may result in a job change for their spouse or partner. When an employee is offered a relocation opportunity, it is important to consider their spouse or partner’s needs.

What Does This Mean for Spouse and Partner Assistance?

With historically high levels of spouse and partner employment impacting employee’s relocation, demand for employment assistance is high. The 2019 Corporate Relocation Survey notes several types of assistance including:

  1. Job Networking
  2. Outplacement Services
  3. Career Services
  4. Resume Preparation
  5. Interviewing Skills Training
  6. Finding Employment Within/Without Company
  7. Reimbursement for Career Transition Expenses
  8. Pay for Work Visa in New Location

Importantly, usage trends range from 25% to 33%. More companies are offering this benefit, and usage is now comparable across all companies regardless of size.

The United States Bureau of Labor Statistics reports that among married-couple families, both spouses were employed in 48.8% of families. Therefore, the possibility of a relocation impacting a working couple is high.

What Challenge Does the 2019 Corporate Relocation Survey Illustrate?

Companies should understand that relocation decisions are often family matters and require input and buy-in from spouses and partners. Global Mobility Solutions’ Case Study on Education Institution Relocation Programs describes the challenge clients face when spouses of transferees feel left out of the decision-making process. Our experts helped our client learn that many dual career couples that moved to their new location had a difficult time adapting if there was no job for the spouse. Many newly hired employees would leave the client after several months of employment because their family could not settle into life in the new location.

What Should Companies do About The 2019 Corporate Relocation Survey Results?

Companies should review their relocation programs to ensure they provide employment assistance for spouses and partners. A well-designed relocation policy will include Pre-Decision Services. As a result, spouses and partners will receive consultation on a range of topics including location, job market information, and nearby companies and organizations that may align with their career goals.

Also, structured programs help spouses and partners create online personal brands with Linkedin profiles and job search engines. As the 2019 Corporate Relocation Survey shows, successful relocation programs include a number of resources. Direct job search assistance, resume writing, professional development, and entrepreneur support are helpful tools. Relocation Management Companies (RMCs) can provide expert assistance to companies looking to benchmark their relocation program to learn best practices for spouse and partner assistance.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees and provide spouse and partner assistance. Our team can help your company determine how to ensure successful relocations by providing spouse and partner assistance programs as noted in the 2019 Corporate Relocation Survey.

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

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

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts. Our experts dedicate themselves to informing and connecting our clients with highlights from the 2019 Corporate Relocation Survey. Contact our experts online to discuss your company’s relocation program. We can help you determine if your program provides industry-leading spouse and partner assistance resources to ensure successful relocations, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Career Services Job Market Job Seekers Labor Force

What are the Fastest Growing Jobs in South Carolina?

Downtown Phoenix skyline and palm trees closeup view, showing some of downtown Phoenix's most prominent highrise buildings, including Chase Tower as the tallest building in Phoenix.

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

Categories
Domestic Relocation Domestic Relocation Challenges

What is the Best Way to Overcome Reluctance to Moving?

Employers must find ways for transferees to overcome reluctance to moving. Relocation to a new home, city, state, or country may be stressful for transferees and their family members. During periods of strong economic growth and tight labor markets with plentiful jobs, job seekers may not have to leave their homes for new employment. Employers should have access to a range of tools and resources to help overcome reluctance to moving.

How Talent Acquisition Programs can Help Overcome Reluctance to Moving

A strong talent acquisition program will include pre-decision services. Global Mobility Solutions is the pioneer of pre-decision services. GMS experts know that putting in the extra effort upfront helps employers as well as transferees in the relocation process. These services are an important tool to help retain new hires and ensure successful relocations. Relocating employees benefit from pre-decision services and are more likely to report being highly engaged with their company and new home.

Family Does Matter in Helping to Overcome Reluctance to Moving

For employees with families, the decision to relocate is a family matter. Many families have both spouses working, so any relocation should include career support for spouses and partners. GMS recently published a Case Study on Educational Institution Relocation Programs. In this Case Study, GMS describes how working with the client to engage spouses in the relocation process increases relocation success. In fact, the client’s biggest challenge in their hiring process was that spouses felt left out of the decision-making process. As a result, many dual career couples moving to the new location had a difficult time adapting if there was no job for the spouse.

Pre-decision Services for Transferees

Pre-decision services assist both the employee and the company in determining the benefits and challenges of a potential relocation to help overcome reluctance to moving. The general process is:

  1. Relocation Management Company (RMC) engages the transferee early in the process.
  2. RMC identifies points that are important to the transferee and their family members.
  3. The RMC arranges community tours, housing information, and cost of living analyses.

Pre-decision services help remove all of the unknowns, and generate positive excitement for the transferee and their family members to help overcome reluctance to moving.

Organizational Benefits of Pre-Decision Services

For employers, pre-decision services are proven to increase offer acceptance and decrease time to acceptance. Also, built-in programs like Candidate Expense Management help reduce the final cost of relocation. Employers can more accurately budget for relocations. They can also eliminate the cost of non-acceptance by the transferee.

What Does This Mean?

Employers can help overcome reluctance to moving by utilizing pre-decision services. Transferees who have access to pre-decision services are more likely to accept offers for relocation. Relocating employees report higher levels of engagement when they have access to pre-decision services.

What Should Employers do to Help Overcome Reluctance to Moving?

Employers should work with a qualified Relocation Management Company (RMC) that can provide a full range of pre-decision services. Employers considering relocating new hires or transferees should provide them and their family members with as many valuable resources as possible. This will help increase relocation success.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how they can gain the benefits of using pre-decision services to overcome reluctance to moving. Our team can help your company understand how to provide your relocating employees and their family members with pre-decision services. As a result, relocation success rates will increase, and transferees’ satisfaction will improve.

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 for pre-decision services to overcome reluctance to moving, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Talent Management Talent Mobility Visas and International Travel

India’s Supreme Court Overturns Colonial-Era Ban on Same-Sex Relationships

Good looking mature Asian Indian businessman with business suit smiling isolated on white background. Portrait of handsome Indian male model.

In September 2018, India’s Supreme Court overturned the country’s colonial-era ban on same-sex relationships. The landmark ruling gave rise to celebrations across India and throughout Southeast Asia. Activists hope the ruling sparks similar reform in other nations. The Supreme Court rule noted that consensual same-sex relationships are not criminal in nature. Also, the Supreme Court noted that people in same-sex relationships in India are to receive all the protections offered in the Constitution of India.

History Behind India’s Supreme Court Ruling on Section 377

British Rule Over India

The law prohibiting same-sex relationships is known as Section 377. As part of the Indian Penal Code (IPC), Section 377 became law in 1861 when India was under British rule. Violations of Section 377 could have resulted in severe punishments. These punishments included the possibility of imprisonment for life, or a term up to 10 years, as well as a monetary fine.

First Challenge to Section 377

The challenge to Section 377 began in July 2009. This is when the Delhi High Court first decriminalized same-sex relationships among consenting adults. The Delhi High Court was hearing Public Interest Litigations (PILs) filed by non-government organizations. One such organization was The NAZ Foundation (India) Trust. NAZ Foundation has been working on sexual health matters in India since 1994.

Setback at the Delhi High Court

However, the Delhi High Court restored Section 377 in 2013 after appeals from several religious and conservative groups. In that decision, the court noted that Parliament, and not the courts, should take up the issue.

New Approach at India’s Supreme Court

Activists regrouped and took a different approach on the issue in 2016. Their new challenge focused on Section 377 as violating their rights to equality and liberty guaranteed under the India Constitution. July 2018’s hearings at India’s Supreme Court on the challenge included arguments that the law was legally inconsistent with other recent court rulings. One such ruling in 2017 guaranteed the constitutional right to privacy.

What does this mean?

With this ruling from India’s Supreme Court, the government in India will no longer be able to use Section 377 to prosecute consenting adults in same-sex relationships. India nationals in same-sex relationships will be accorded all of the India Constitution’s protections. While the ruling did not strike Section 377 from the IPC, the government can no longer use it to prosecute people in consensual same-sex relationships. It is important to note that India’s Supreme Court ruling on Section 377 applies to India nationals. The ruling may not apply to foreigners in India.

What should employers expect?

Employers in India should expect that additional legal challenges and rulings will follow. These challenges may be focused on issues such as marriage and parenting rights. Rulings that alter the current landscape of same-sex relationships may result in future employer obligations. Such obligations might include extension of health care benefits or similar programs. Many companies in India are eager to adopt inclusive policies and have been waiting for India’s Supreme Court to make its ruling on Section 377. As a result of this ruling, companies can now proceed to extend benefits to same-sex partners.

What should employers do?

Employers in India should review India’s Supreme Court rulings to determine how they might proceed with their employment plans. Employers should also be aware that future rulings will likely emerge over the next several years. As a result, these rulings may impact the employer’s ability to accommodate employees in same-sex relationships. Companies that are eager to provide benefits for their employees in same-sex relationships should work to ensure equal and fair treatment for all employees.

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 HR teams communicate India’s Supreme Court ruling on Section 377 and its impact on transferees and their family members residing in India.

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

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

Request your complimentary relocation policy review

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

Five Tips to Help Your Company Move Employees to Remote and Challenging Locations

Signing documents for a loan

What is the best method to help an employee agree to take a relocation assignment at remote or challenging locations? Or to help a candidate accept a new job offer at a similarly challenging location?

Companies that are not familiar with the relocation process may not realize how important it is to put in the extra effort early on to gain acceptance for assignments while also reducing overall relocation costs. Look for a Relocation Management Company (RMC) that has experience working with clients to place employees in remote and challenging locations. The RMC will provide valuable insight to help your company increase job acceptance rates.

Here are five tips that will help your company move employees to remote and challenging locations:

Five Tips to Help Move Employees to Remote and Challenging Locations

1. Pre-Decision Services

GMS is recognized as the RMC that pioneered the development and usage of many of today’s most effective “pre decision” services.

The use of pre-decision services has emerged in the mobility industry as a critical tool in the retention of an organization’s talent and helping employees relocate to challenging locations. Our corporate clients will tell you that the implementation of this program for both a domestic move and a global assignment results in employees that start work sooner, stay longer, and are a better fit in the corporate culture.

Our systems and processes including high-touch customer service, policy expertise, benchmarking, and flexible reporting options allow clients to manage employee relocation programs with better ease and efficiency.

Pre-decision services include the following:

  • Candidate Assessment – 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 transport, helps budget for relocation costs.
  • Community Search and Tours – Coordinates community orientation tours to familiarize relocating employees to their new location, and assist in selecting an area that fits their particular interests.

2. Community Tour of Challenging Locations During Interview

Companies should work with an RMC to set up a community tour during an interview. The focus should be on the many positive aspects of the location. This will help position the company and the location in the best light possible.

For example, a client might be experiencing a loss of candidates due solely to the fact that the candidate arranged their own transportation from their hotel to the company’s facility. If the candidate’s hotel is located near an airport and the surrounding area is not scenic, the candidate will not see any desirable neighborhoods and local points of interest. Partnering with an RMC to provide community tours can address this issue. RMCs provide upfront education on the area to help the candidate see the many positive aspects of the location. As a result, the RMC will help the client increase job acceptance ratios.

3. Include the Family

When a company has determined a candidate is a good fit for the position after the initial interview, a second interview should help finalize the decision process. Companies should consider flying the candidate and their family out for the second interview, before finalizing the job offer.

Including the candidate’s family shows them that the company cares about their well-being, and wants them to feel comfortable in the new location. Work with an RMC that can help the family members learn more about the community, schools, activities, and other points of interest. The RMC will learn what is important to the candidate and their family members during the pre-decision process. The RMC can use this information to highlight the new location in the best manner.

4. Offer Spousal or Partner Assistance

When an employee is offered a relocation opportunity in challenging locations, their spouse or partner’s needs should be considered as well. Often a new job for a transferee may mean a job change for their spouse or partner, in addition to relocating to a new location. The more support and information a company provides for spouses and partners, the more likely the relocation will be successful.

Companies should consider offering services that will help the candidate’s spouse or partner and their family members during the relocation process. Such services can include spouse or partner employment support, counseling services, and stress management assistance.

Spouse and partner career support programs promote successful relocations. Employees expect their company’s relocation programs to provide a wide range of services, technology, and tools. These resources will help make for an easy and smooth relocation process. Along with services targeted specifically for the transferee, the most successful company relocation programs also provide support programs for spouses and partners. Employee’s family members participate in the relocation process, and as such their buy-in and support can ensure a successful assignment.

5. Destination Spotlights for Challenging Locations

Employees considering a relocation assignment are looking for information to help convince them that a relocation assignment will be a valuable experience. Companies with successful relocation programs provide as much information about new and challenging locations as possible. This helps their employees and family members gain a favorable impression and acceptance of a relocation assignment.

A destination spotlight showing highlights and exciting activities provides peace of mind. Also, it boosts the confidence of employees considering a relocation assignment. RMCs can provide information on North America and Global destinations that will help employees learn the best features about the new location.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients move employees and candidates to remote and challenging locations. We can help your company understand how to design your relocation program. As a result, your program will highlight the best features of a location, and increase job acceptance ratios.

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.

Request your complimentary relocation policy review

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About

Contact Us

About Us

GMS Client Login

Privacy Policy

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

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

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

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

1.800.617.1904
Available 24/7/365

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