Tag: Talent Management

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Domestic Relocation Tips Employee Development Global Relocation Tips

Pre-Hire Assessment is a Valuable Talent Recruiting Tool

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Global Mobility Solutions (GMS) is the original pioneer of the benefits of pre-decision services such as a pre-hire assessment for relocation. Our clients know that partnering with us at the start of the relocation process helps identify the markers of a successful relocation. It also greatly enhances transferee productivity.

Our team of global relocation experts also knows that assessments are valuable tools for our clients. Working with clients to review their relocation policies, we often find areas where we recommend improvements. If clients are not using assessments, we recommend adopting this valuable tool.

What is a Pre-Hire Assessment?

A pre-hire assessment is a recruiting tool that is used to help identify qualified candidates for open positions. Competency analysis is one of the most common features of a pre-hire assessment. Another feature is the tool’s ability to summarize and interpret results of the assessment. Most companies use assessments for positions that require a high level of skills, are professional in nature, or are executive positions.

What are the Benefits for the Client?

Clients receive a number of benefits by using pre-hire assessments, including:

  1. Pool of candidates that possess requisite skills
  2. Talent assessment notes skill gaps
  3. Results may indicate candidates’ viability for additional positions like management
  4. Help predict new employee’s future performance
  5. Reduction in administrative time devoted to the recruiting process

What are the Benefits for the Candidate?

Candidates also receive a number of benefits by participating in pre-hire assessments, including:

  1. Candidate can easily assess whether they have the skills for the position
  2. Assessment tool may give candidate an indication of corporate culture and expectations
  3. Ability to present additional skills and qualifications beyond resume and cover letter
  4. Objective data in specific areas may help candidate’s overall presentation
  5. Quicker determination for candidate’s ability to proceed in recruiting process

What Should Employers Expect When Using a Pre-Hire Assessment?

Employers should expect that assessments will help their organizations recruit qualified candidates more quickly and efficiently. The ability to select from a pool of qualified candidates that have completed the assessment will reduce administrative time and increase the speed of the talent recruitment process.

What Should Employers Do?

Employers should review their talent recruitment programs to determine if they need to add a pre-hire assessment. Employers with pre-hire assessments should review the tool to determine if they should add additional features or invest in new technology that will enhance the process.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients with their talent recruitment programs and pre-hire assessment needs. We can help your company understand how to identify good assessment tools and incorporate them into your talent recruitment process.

Learn how your company can benefit from pre-hire assessments and pre-decision services 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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Global Relocation Global Relocation Challenges Global Relocation Tips Visas and International Travel

Germany Welcomes Foreign Job Seekers

Germany is welcoming foreign job seekers to ease a shortage of workers the nation is facing. The country is easing immigration rules in a bid to attract many more foreign workers seeking employment in Germany. The shortage of workers threatens Germany’s economic growth as companies are unable to hire and expand operations.

How many immigrants does Germany need?

The Institute for Employment Research (IAB) and the Coburg University of Applied Sciences forecast that Germany will need immigration from non-EU countries just to keep its labor force at a constant level. Depending on the scenario, Germany may need from 276,000 to 491,000 foreign job seekers from non-EU countries every year, or up to nearly 15 million non-EU immigrants by 2050.

What drives Germany’s need for foreign job seekers?

There are several factors driving Germany’s need for foreign job seekers. The study’s authors indicate the actual labor force demand is difficult to forecast. However, they cite factors including:

  • Aging and Shrinking German Population
  • Decline of EU Immigrants to Germany
  • Need to Secure the State Budget
  • Support of the Social Security System

Germany is in a difficult demographic situation. It has the oldest population in Europe, and a low fertility rate. By 2019, Germany is forecast to have fewer people under the age of 30 than people over the age of 60. This situation will certainly lead the nation to negative population growth. The forecast is for German population to decline by over 10 million people by the end of the 21st century.

However, the ability of Germany to absorb foreign job seekers can be questionable. Many migrants seeking asylum in Germany are unable to obtain jobs, even though the government has employment programs in place to provide assistance.

What is the new German skilled labor immigration law?

The German government’s new skilled labor immigration law is known as “Fachkräftezuwanderungsgesetz.” The goal of the law is to facilitate the immigration of foreign job seekers  from countries outside of the European Union (EU). This is the first immigration law of its kind in Germany. Adopted in December 2018, the new law uniformly defines the concept of professional workers, for both academics and those with vocational training. Aspects of the law allow for foreign job seekers to enter Germany if they meet certain requirements.

Requirements for foreign job seekers to enter Germany

  • Must have sufficient qualifications and an employment contract.

Or

  • Are professionals with vocational training who are looking for a job without an employment contract, who:
    • Are eligible for admission for up to six months.
    • During the six months, can participate in the program’s trial period of up to 10 hours per week.
    • Must have sufficient language skills for the desired activity.
    • Must be able to earn a living during their search.

What does this mean for asylum seekers?

When Germany rejects asylum seekers, they cannot switch into the immigration process for labor with skills. However, anyone who has worked for at least 35 hours per week, for at least 18 months, and has been allowed to stay in Germany for at least one year, is offered a two-year employment toleration.

German businesses generally support this measure. However, German employers state that the most important factors in hiring are knowledge of the German language and secure residency status. Integration into German society is an important factor for asylum seekers to be successful as foreign job seekers. Many successful job holders complete an integration and language course.

What should employers expect regarding foreign job seekers?

Employers in Germany should expect to see an increase in the number of foreign job seekers from non-EU countries. They should also expect to see a rise in the need for integration and language courses. Employers should offer assistance programs to help new hires assimilate into the company and German society.

What should employers do?

Employers in Germany 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 developing apprentice programs and structuring jobs to appeal to foreign job seekers.

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 benefit from Germany’s new skilled labor immigration law and attract highly skilled foreign job seekers.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online 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 Visa Program Assessment

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Global Relocation Tips Global Relocation Trends Talent Mobility

India’s Cloud Computing Job Growth Offers Relocation Opportunities

Great Learning, an educational technology platform company for executives, reports that up to 1 million new jobs in India may be created by the growth of the cloud computing market. Currently, India has a $2.2 billion market in this field. By 2020, this market will grow to $4 billion due to over 30% annual growth rates.

How is Cloud Computing Defined?

Cloud computing is distinctly different than traditional computing solutions found in many companies. Traditionally, companies manage IT resources, computers, database storage, security, and software applications. These would be housed on physical hardware located at or near their premises. Cloud solutions offer all of these IT resources through a cloud services platform, accessed through the internet.

Types of Cloud Computing

There are three main types of computing that can be done in the cloud:
  • Infrastructure as a Service (IaaS)
  • Platform as a Service (PaaS)
  • Software as a Service (SaaS)
With cloud computing, companies only pay for the services they need, within a flexible, low cost framework. As a result, companies can utilize their limited valuable resources to pursue corporate objectives. Rather than invest in IT hardware and software, companies are free to invest in value adding activities. They also benefit from the provider’s specialized skills and investments in technology.

What Jobs are in this field?

Cloud computing jobs typically entail specialized training and skills. Often, these jobs require higher education and degrees in the fields of computer science, computer engineering, and information systems. For example, candidates for a Specialist position should have skills in the following areas:
  • Systems Architecture
  • Virtualization Technology
  • Analytical Reasoning
  • Collaboration

What does this mean?

Within India, as well as across the world, the growth in cloud solutions will lead to increasing demand for employees with applicable education and skills. The worldwide cloud computing market is projected to reach $411 billion by 2020. Also, over $1.3 trillion in IT spending will be affected by companies shifting their spending to the cloud by 2022. In India, several thousand cloud computing  job postings advertise vacancies. By comparison, US job postings in this market show approximately twenty thousand positions. Several technology companies in China have aggressive plans to dominate this market.

What should employers expect with Cloud Computing?

Employers should expect that demand for employees with cloud computing skills and experience will increase dramatically over the next several years throughout the world. They should also expect that traditional recruiting efforts may not be successful in attracting candidates with the skills and experience they need to success with cloud computing efforts.

What should employers do?

Employers in India should review their company’s growth plans and requirements for jobs within this market. They should also determine how their company’s growth plans will impact the cloud computing jobs required to meet their business plans and goals. Employers should examine their relocation policies to determine if they would benefit from enhancements to attract new hires and transferees looking to take computer industry jobs in India. Also, they should look into helpful educational resources for employees, such as an online tutorial for AWS (Amazon Web Services). Employers may benefit from reviewing a Technology Industry Case Study that identifies successful tactics for attracting new hires and transferees. They may also benefit by learning how other markets, such as healthcare, have been leveraging relocation benefits to attract and retain talent.

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 India’s cloud computing job growth and the many opportunities it presents. 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. Request your complimentary Visa Program Assessment
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Business Services Global Relocation Talent Mobility

Skills Gap in the United States can be Mitigated with Relocation, International PEO

Many sources recognize a skills gap in the United States. A growing economy generates job opportunities and needs candidates to fill those jobs. When job opportunities expand beyond the local population’s ability to fill those jobs, employers must examine other options. A skills gap affects several industries and locations in the United States.

What can a company do when it is unable to find candidates with the requisite skills? There are several avenues a company can explore when seeking to fill job opportunities. Many companies are able to continue growing by expanding their talent recruitment program’s capabilities. Creative solutions to hiring challenges can help a company achieve success.

What is the Skills Gap in the United States?

Examining the skills gap in the United States shows that technology is driving a need for workers to have knowledge of computers in order to perform what used to be basic job functions. Basic job functions such as following a written set of instructions to mix materials now require computer knowledge to perform the same task. As a result, automation may increase speed and accuracy. However, it also requires a higher degree of knowledge to operate computers and machinery. This is one aspect of the skills gap. Politicians, educators, and employers increasingly focus on STEM programs to address this part of the skills gap. STEM curriculum educates students in science, technology, engineering, and mathematics in a cohesive approach based on actual applications.

Another aspect of the skills gap relates to human interaction and social skills. While much of society increasingly focuses on STEM programs, technology such as powerful Artificial Intelligence (AI) is more likely to automate at least some of these areas. Employers increasingly want written communication, oral communication, team-building, and leadership skills. These soft skills are unlikely to be easily overtaken by AI. As a result, they offer the promise of job stability for employees over a longer period of time.

How Can Employers Mitigate the United States Skills Gap?

There are several ways employers can recruit top talent in a tight job market, and mitigate the impact of a skills gap in the United States:

  1. Leverage social media to expose job opportunities to prospects on these platforms. Passively posting positions or actively presenting via digital ads when seekers enter specific terms into a search engine are all shown to have a positive effect.
  2. Global relocation can be used to fill open positions. The healthcare industry has been facing a critical talent shortage for several years. As a result, healthcare employers focus on several unique solutions such as providing exceptional candidate experiences and creating a superior employer brand. Employers can highlight their company’s relocation program benefits in their recruiting materials to attract talent for global relocation.
  3. International Professional Employer Organization (PEO) lets employers grow their business quickly in international markets. Through this employer of record solution, the International PEO acts as an extension of a company’s Human Resources Department, with a focus on immediate international employment solutions. This lets a company meet demanding business objectives quickly and efficiently.

What Should Employers do?

Employers facing a skills gap impacting their hiring plans should review their talent recruitment programs to ensure creative solutions are in place. A knowledgeable Relocation Management Company can provide valuable assistance to employers looking for robust and effective solutions to hiring challenges.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to mitigate the impact of a skills gap. Our team can 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 and mitigate the effects of a skills gap.

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 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

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Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Relocation Challenges Talent Mobility Visas and International Travel

Brexit Impacts Job Seekers from the European Union

European Union flag and map

The United Kingdom’s (UK) upcoming Brexit impacts the labor market in many ways. As a result, job seekers from the European Union (EU) may be responding to the uncertainty and the upcoming departure from the EU by reducing their search for positions in the UK. Net long-term migration to the UK from the EU fell in July of 2018 to its lowest level in over four years.

Brexit impacts other areas as well, and may be related to persistent weakness in the British pound relative to other European currencies since 2015. Consequently, a weaker UK currency reduces migrant’s purchasing power back in their home countries.

UK Net Migration Target

The UK government had set a target in 2010 to reduce net migration, however that target has never been met. Part of the failure was due to migration into the UK from countries located outside the EU, including (in alphabetical order):

  • Australia
  • Bangladesh
  • Canada
  • India
  • Jamaica
  • Kenya
  • Pakistan
  • South Africa
  • United States

How Brexit impacts job seekers may actually help the UK government reduce net migration into the country. The reduction, however, could have negative impacts in other areas.

Impact of Net Migration Reduction on Industry

The various ways that Brexit impacts job seekers may disproportionately affect certain industries in the UK. As a result, construction and health care are most at risk as job seekers reduce their willingness to migrate to the UK. These two industries rely heavily on migrants to fill open positions. The UK’s strong economy as well as its changing demographics had been driving up demand for workers in these two industries. Additionally, changing economic conditions in migrant’s home countries such as Romania, Poland, and Ireland may allow them greater opportunities to remain in their country of origin. These changing economies may allow them to find jobs that offer sufficient pay and benefits for their needs.

What Should Employers Expect?

Employers seeking to fill positions in the UK should expect that Brexit impacts job seekers from the EU. They should also expect that they may need to review their talent recruitment program to attract job seekers from other regions as the global economy dynamically changes where migrants seek new jobs.

What Should Employers do?

Employers in the UK finding difficulties in hiring and recruiting for positions in specific industries should consider highlighting their relocation program’s benefits in their recruiting materials. Talent shortages can be mitigated with global relocation. Helpful tips for employers facing talent shortages include:

  1. Provide an Exceptional Candidate Experience
  2. Use Data to Enhance Recruiting Efforts
  3. Recruit for Cultural Fit to Your Organization
  4. Create a Superior Employer Brand
  5. Speed the Process to Keep Candidates Engaged

Relocation Management Companies (RMCs) can provide expert assistance to employers in the UK looking to enhance their company’s global candidate recruitment and relocation.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their talent recruitment programs. As a result, we can help your company understand how Brexit impacts your company’s talent recruitment processes. We can also help your company leverage its relocation program to attract and retain highly skilled and talented job seekers.

Learn how your company can benefit from highlighting your relocation program to job seekers 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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Labor Force Talent Management Talent Mobility

China’s Labor Force Declines While Economy Transforms

Portrait of happy engineer. East Asian ; Japanese, Chinese, Korean engineer looking at camera, smile. Engineering people concept.

China’s labor force is in decline. After fifty years of continued expansion, the labor force in China declined last year. Although China still has over 20% of the world’s labor, the decline is indicative of how China’s economy is transforming.

Several other countries with major economies have declining labor forces similar to China’s labor force decline. Countries with declining labor forces include:

  • Italy
  • Japan
  • Russia
  • Spain

Since 2013, many other countries and regions with major economies, as well as several developing countries, have seen their labor forces expand. Countries and regions with expanding labor forces include:

  • European Union
  • India
  • Mexico
  • Turkey
  • United States

Additionally, China is increasingly expanding its level of capital stock. Whereas in 2000 the U.S. capital stock per person was 12 times the level in China, by 2014 the ratio had fallen to 3 times. Recent investment by China has probably pushed the ratio even lower. China is quickly moving on par with the U.S. level of stock per person, even as China’s labor force declines.

What does this mean?

The government in China continues to promote the nation as one that mainly exports lower-value consumer goods and finished products. However, this does not reflect the reality of China’s investment in capital stock. The decline in China’s labor force will further erode the country’s ability to use labor to support its growth as a trading partner of lower-value consumer goods and finished products. The U.S. is currently a trading partner that exports higher-value capital goods and intermediary goods to China. The future for China’s economy will be in this same higher-value market of goods.

What should employers expect?

Employers in China should expect to find it increasingly difficult to recruit and hire as China’s labor force continues to decline. Those with plans to expand into new markets should take this into account as they develop their hiring plans and corporate objectives. Employers should also expect the economy in China to increasingly expand into higher-value capital goods and intermediary goods. There may be significant opportunity in China for companies looking to expand in this market of goods.

What should employers do?

Employers finding difficulties in hiring and recruiting for positions in China should consider highlighting their relocation program’s benefits in their recruiting materials to counteract the effect of China’s labor force decline. The healthcare industry has been facing critical talent shortages for several years. Healthcare employers have responded in several ways, including:

  1. Providing Exceptional Candidate Experiences
  2. Using Data to Enhance Recruiting
  3. Recruiting for Cultural Fit
  4. Creating a Superior Employer Brand
  5. Speeding the Process to Keep Candidates Engaged

Relocation Management Companies (RMCs) are ideal sources for information on global candidate recruitment and relocation. Pre-Decision Services are critical for employers as they provide valuable information about a candidate’s ability to accept a position and be successful. Assessment data can be paired with structured interview questions to better understand the candidate’s interests, goals, and motivations.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company by using industry best practices to design your relocation program for the greatest appeal to positions in China. This will increase your company’s ability to attract and retain new employees as China’s labor force declines and its economy transforms.

GMS was the first relocation company to register as a .com. It 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 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

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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

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

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

Portrait of young software engineers using digital tablet

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

Fastest Growing Jobs in the USA for 2018

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

Major industries that have the fastest growing jobs include:

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

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

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

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

Labor Force Dynamics Reinforce the Fastest Growing Jobs

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

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

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

What Should Employers Expect?

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

What Should Employers Do?

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

Conclusion

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

Learn how your company can benefit from programs and policies that are designed to attract qualified candidates from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Business Services Employee Development Talent Management

International Employment Through PEO Lets Your Business Grow Quickly

Group of happy young people of different nationalities working together

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

What Does an International PEO Do?

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

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

What are the Benefits of Working with an International PEO?

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

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

When Should Your Company Work with an International PEO?

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

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

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

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

Conclusion

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

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

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

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Global Relocation Tips Global Relocation Trends Visas and International Travel

India’s Economic Growth Continues and Becomes Sixth-Largest in World, Surpassing France

Mumbai skyline view from Marine Drive in Mumbai, India

According to the World Bank’s data for 2017, India’s economic growth has now pushed the country forward to become the world’s sixth-largest economy. With a 2017 Gross Domestic Product (GDP) of $2.597 trillion, India’s economy surpasses France’s 2017 GDP of $2.582 trillion. India’s economic growth is further enabled by its surplus of highly skilled professional workers. According to the Centre for Economics and Business Research, India is on track to also surpass Britain in 2018, becoming the world’s fifth-largest economy.

Where is the growth in India?

India’s economic growth is accelerating across several sectors of its economy. The growth of India’s population adds further accelerant to its rapidly expanding economic growth. Sectors experiencing the greatest growth rates include:

  • Agriculture
  • Banking and Insurance
  • Business Investment
  • Construction
  • InfoTech Industry
  • Manufacturing
  • Mining
  • Real Estate
  • Retail/Consumer Spending

What does this mean?

As Global Mobility Solutions has previously noted, Korn Ferry’s study “Global Talent Crunch” highlights the skilled talent shortage that is impacting countries and specific industries around the world. This same study, however, notes that India is the only country in the analysis that will maintain a surplus of skilled talent through 2030. India’s economic growth is accompanied by a surplus of skilled talent that will provide the nation with a highly vibrant economy and bright prospects for continued success. The government of India will have more resources to invest in infrastructure improvements. Therefore, the population of India will benefit from plentiful job opportunities throughout the nation, across several industries.

What should employers expect?

Employers should expect India’s economic growth will continue to increase. If they are currently selling to India-based customers, this business should be on track for future expansion. Additionally, India offers good prospects for business investment and joint ventures. Employers should examine their business objectives to see how their company can benefit from India’s continued economic success. Since India also has a significant surplus of highly skilled workers, employers should expect that the country will be a good source for talented workers.

What should employers do?

Employers should review their business objectives and hiring plans related to their projects in India, or that result from sales trade with customers based in India. They should also examine the India government’s policies related to work permits and visas, so they can understand and respond to future growth and investment activities in this country. Employers should review their relocation policy to ensure it is designed to attract transferees and new hires from India’s skilled labor force. They should also examine the work permit and visa guidelines in the countries in which they have business locations that would benefit from relocating India-based transferees and new hires.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment and visa requirements. As a result, we can help your company understand how to gain the most benefit from India’s economic growth and favorable business prospects. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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