Tag: workforce mobility management

What are the Countries That Rank High for Ease of Doing Business in 2019?

In its annual report on the ease of doing business in 2019, the World Bank Group provides a ranking for 190 countries. This ranking reflects quantitative measures on several important business indicators. For example, regulations, protection of property rights, and access to capital are important for businesses to be able to grow and expand markets.

Business Regulation

The 11 specific areas impacting ease of doing business in 2019 that the report covers are:

  1. Labor market regulations
  2. Business startup requirements
  3. Credit availability
  4. Ease of construction including permits
  5. Taxes, rates, and payments
  6. Protections for minority investors
  7. Contract enforcement
  8. Access to utilities such as electricity
  9. Property registration
  10. Cross-border trade
  11. Resolving bankruptcy and insolvency

What does Ease of Doing Business in 2019 Mean?

Across the 11 specific areas impacting ease of doing business in 2019, the World Bank Group notes a number of differences. Some indicators give a higher score for more regulation when it provides for institutions that function better for business activities. For example, a country will receive a higher score in one indicator if it has stricter requirements for related-party transactions that in turn protect minority investors.

What does Ease of Doing Business in 2019 not Include?

The World Bank Group states that the ranking does not account for several important areas. Some of these factors may have a significant impact on business activity. Some factors that the report does not include:

  • Labor force quality measures
  • Infrastructure inadequacies (lack of access to rail, air, ocean, or road transport options)
  • Communication limitations (lack of access to internet, phone, cable, communication options)
  • Financial system development
  • Security issues
  • Costs of tariffs
  • Size of market
  • Pervasiveness of bribery and corruption
  • Costs of international transportation
  • Macroeconomic stability

Top 10 Countries that Rank High for Ease of Doing Business in 2019

The top 10 countries that rank high for ease of business in 2019, and their rank, are:

  1. New Zealand
  2. Singapore
  3. Denmark
  4. Hong Kong SAR (Special Administrative Region), China
  5. Korea, Republic of (South Korea)
  6. Georgia
  7. Norway
  8. United States
  9. United Kingdom
  10. Macedonia, FYR (Former Yugoslav Republic, recently renamed in 2018 to Republic of Northern Macedonia)

New Zealand’s Ease of Doing Business in 2019

The New Zealand economy is stable and robust, with many thriving sectors and a stable system of government, finance, and markets. However, it ranks as only the 53rd largest in the world. The service sector contributes 63% of the country’s Gross Domestic Product (GDP). The largest industries in New Zealand are:

  • Agriculture, including beef cattle, dairy farming, sheep farming
  • Fishing, including trout, oysters, salmon, mussels (often raised at aquaculture farms)
  • Forestry, including timber for the paper-making industries
  • Horticulture, including fruits, wheat, vegetables
  • Mining, including iron ore, silver, gold, coal, limestone

What Does This Mean for Ease of Doing Business in 2019?

Employers in countries that rank high for ease of doing business in 2019 benefit from policies and structures that promote business activity and growth. Growing businesses tend to generate a number of job opportunities. Local communities grow in population and support services and businesses benefit as main industry sectors continue to expand. Demand for employees may be strong, with several solutions such as immigration and favorable provisions for foreign job seekers. Several countries that rank high for ease of doing business in 2019 also rank high as one of the world’s best countries on a number of measures.

What should Employers do?

Employers in countries that rank high for ease of doing business in 2019 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 review their talent acquisition and management programs to ensure they remain competitive to attract and retain new hires and transferees. Relocation Management Companies (RMCs) can provide expert assistance to employers to benchmark their relocation policies and add enhancements that attract talent. Also, RMCs can provide guidance on using the services of International PEO to help companies quickly expand into countries that rank high for ease of doing business in 2019.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees to help your company increase its ease of doing business in 2019. As a result, our team can help your company determine how to attract and retain new hires for talent acquisition and management programs.

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 who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation program needs, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Global Mobility Relocation Best Practices Relocation Management Talent Mobility

What are the Top 5 Reasons to Outsource Global Mobility Management?

There are several reasons why a company would move to outsource global mobility management. Often these programs require a level of expertise that is not inherent within an organization. Issues regarding international visas and work permits can be particularly vexing and cumbersome. Consistency in application across departments, divisions, and throughout locations is an important consideration for fair and equitable treatment of all employees.

The Top 5 Reasons to Outsource Global Mobility Management:

1. Compliance

Companies that choose to outsource global mobility management gain significant advantages in tax and compliance related to national regulations.  Programs may offer benefits to both employers and relocating employees. The importance of compliance cannot be understated, as noncompliance may include penalties.

2. Cost Management

Relocation Management Companies (RMCs) may offer industry-leading technology solutions that provide easy and simple tracking and reporting capabilities for mobility costs. Companies gain accuracy and simplicity for reporting and budgeting purposes.

3. Core Responsibilities

When a company chooses to outsource their relocation program, it frees internal departments to focus on corporate objectives. Mobility management often is not a core competency within a company. Eliminating costly and excessive administrative burdens by moving to outsource global mobility management lets organizations pursue valuable goals.

4. Courtesy Enhancements

RMCs with significant knowledge and experience will offer a number of complimentary solutions that are extremely valuable to companies and their relocating employees. Programs such as Pre-Decision Services result in employees that start work sooner, stay longer, and are a better fit in the company’s culture.

5. Cost Savings

RMCs can help a company identify a number of cost savings upon their move to outsource global mobility management. Relocation Policy recommendations from courtesy mobility consulting often generate significant savings in areas such as in-house costs versus fees, household goods moves, and home sale programs.

What Does This Mean for Companies That Want to Outsource Global Mobility Management?

Companies can achieve significant operational improvements and cost savings when they outsource global mobility management. As a result, internal departments can focus on achieving company objectives while reducing administrative costs and burdens.

What Should Employers do to Outsource Global Mobility Management?

Employers should work with a qualified Relocation Management Company (RMC) that can provide a full range of relocation programs. Employers should consider a move to outsourcing their relocation program to achieve significant operational and cost advantages. This will help increase relocation success.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients manage the transition to outsource global mobility management. As a result, our team can help your company understand how to benefit from the advantages such a move affords.

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 who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s need to outsource global mobility management, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Employee Development Job Market Job Seekers Labor Force Talent Management Talent Mobility

How Diversity and Inclusion Initiatives Deliver Results

Many companies want to develop diversity and inclusion initiatives. However, employers may not be fully aware what these initiatives entail. They also may not understand the link that such initiatives have to their business growth plans and profitability targets.

Why do Companies Need Diversity and Inclusion Initiatives?

To understand why companies need these types of programs, it is helpful to understand workplaces of the recent past. Personnel Today’s spotlight on the 1980s workplace shows:

  1. Many workplaces with a higher number of male workers
  2. A personal recruiting process lacking technology
  3. Less variation in candidate educational backgrounds
  4. Job seekers presenting qualifications with little confirmation by way of background checks
  5. Higher levels of employee loyalty

Clearly this time period was less understanding of the benefits relating to diversity and inclusion initiatives. Since then, greater emphasis alongside regulations have been implemented to promote diversity in the workplace.

What is the Situation Today?

In the 2000s, technology is changing the workplace in several ways. Additionally, companies are responding to changing demographics, global expansion, and competition for labor with greater skillsets and technical training. The Winters Group’s review of corporate diversity training programs from 1964 to the present highlights changing corporate objectives. Many industry best practices for diversity training are driven by corporate growth plans and profitability targets.

McKinsey & Company’s research shows there is a strong business case for diversity and inclusion initiatives. Many corporations understand that diversity and inclusion initiatives are vital to achieving objectives, given these facts:

  1. Top performing companies on both profitability and diversity exhibit higher gender diversity on executive teams
  2. Diverse leadership teams result in higher financial performance
  3. Higher performing companies exhibit higher levels of ethnic and cultural diversity
  4. Local context with regard to diversity measures matters in understanding corporate performance
  5. Companies with the least gender, ethnic, and cultural diversity are least likely to attain average profitability performance

What do Diversity and Inclusion Initiatives Entail?

The 2018 Worldwide ERC® Global Workforce Symposium session on diversity and inclusion initiatives shows several levels of diversity to consider.

Basic diversity includes:

  • Age
  • Gender
  • Nationality
  • Race

Expansive diversity includes:

  • Historical Influences
  • Cultural Influences
  • Political Views
  • Educational Differences
  • Lifestyles
  • Pace of Life Variations

Deeper consideration of diversity and inclusion initiatives cover:

  • Value Systems
  • Personality Traits
  • Sexual Orientation
  • Languages
  • Heritages
  • Gender Identification
  • Mental/Physical Abilities
  • Economic Position
  • Family Status
  • Religious Belief Systems

Diversity and inclusion initiatives require levels of understanding and clear expectations. Employees need to understand laws and rules that govern workplaces. They should understand how different social behaviors impact the workplace, and the effect of local cultures and norms on employees and their performance.

Companies that want to develop these types of programs should work with global mobility professionals. A Relocation Management Company with knowledge and experience can provide expert guidance on various aspects of programs. As a result, companies will be better able to attract diverse and inclusive new hires and retain highly skilled talent.

What Should Employers do for Diversity and Inclusion Initiatives?

Employers should understand the value of these types of programs. They should consider examining their current corporate structures and employment situations as they relate to diversity and inclusion. Employers should determine how diversity and inclusion initiatives that impact talent acquisition and management may increase their ability to reach corporate objectives.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers through diversity and inclusion initiatives. 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 across all levels of diversity.

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 diversity and inclusion initiatives, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Job Market Job Seekers Labor Force Talent Management Talent Mobility

Baby Boomers Increasing in the United States Job Market

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

December 2018 Job Growth by Sector

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

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

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

2018 Job Growth by Age Distribution

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

Age Distribution of Workers in New 2018 Jobs

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

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

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

Why are Baby Boomers Taking New Jobs?

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

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

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

Jobs for Baby Boomers

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

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

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

Occupations Requiring Artistic and Creative Skills

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

Occupations Requiring Great Care and Attention to Detail

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

Occupations Requiring Openness to Working with the Public

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

Occupations Requiring Unique and Significant Leadership Skills

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

Other Factors Driving Baby Boomers to Remain in the Job Market

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

What Should Employers do to Attract Baby Boomers?

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

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

Conclusion

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

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

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

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

Request your complimentary relocation policy review

Categories
Domestic Relocation Domestic Relocation Tips Job Seekers Labor Force Talent Management Talent Mobility

What are the Fastest Growing Jobs in North Carolina?

What are the fastest growing jobs in North Carolina? Many job seekers look to find opportunities in regions that experience positive economic growth. North Carolina has the 15th highest percentage change in Gross Domestic Product in the nation through mid-2018. The Southeast region as a whole continues to experience high economic growth, including North Carolina. North Carolina’s two largest metropolitan areas, Raleigh and Charlotte, are among the fastest-growing cities in the nation.

Fastest Growing Jobs in North 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:

Mathematics and Finance Jobs

  • Statisticians
  • Credit Counselors

Information Technology Jobs

  • Operations Analysts

Healthcare and Medical Jobs

  • Nurses
  • Occupational Therapists
  • Physical Therapists
  • Physician Assistants
  • Home Health Aides
  • Diagnostic Medical Sonographers
  • Physical Therapy Aides

Highlight on the Fastest Growing Jobs in Charlotte

Charlotte is the largest city in North Carolina. As a result, it offers the most opportunities for job seekers seeking the fastest growing jobs. Charlotte has a diverse industrial base and is the county seat of Mecklenburg County.

A few of the largest Industries in Charlotte include:

  • Manufacturing
  • Retail Trade
  • Hotels
  • Finance
  • Restaurants
  • Healthcare
  • Social Services

Recently, Charlotte has become the second largest financial center in the nation, following New York City. However, the title for second and third largest financial center changes frequently between Charlotte and its close rival San Francisco. Much of this growth is due to Bank of America, the nation’s second largest bank by assets. Bank of America has been increasing its assets and maintains its headquarters in Charlotte. The Charlotte Chamber of Commerce President Bob Morgan notes that the number of banking and finance jobs in the metropolitan region rose 16.2 percent over a ten year period. These are a few of the fastest growing jobs in Charlotte.

What Should Job Seekers do to Find the Fastest Growing Jobs?

Job seekers should investigate the fastest growing jobs in North Carolina for opportunities. A number of resources are available to learn about jobs and careers in North Carolina. Professional networks such as Linkedin provide information on companies and contacts. Job seekers may want to focus on a specific location such as Charlotte, and then narrow down their search by industry to 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 program that promotes global talent acquisition.

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 the fastest growing jobs in North 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, 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 Tips Domestic Relocation Trends Employee Development Labor Force

What is Generation Z in the United States Job Market?

What is Generation Z in the United States job market? Generation Z employees are those born between the mid-1990s through the 2010s. This group of employees exhibit different characteristics than other groups such as Baby Boomers and Millennials. Generation Z employees are often highly sought by companies seeking to tap into new markets.

Generation Z Employee Characteristics

Employees from Generation Z are often known for several characteristics that make for valuable workplace contributions. For example, these employees are usually very comfortable and adept with newer technologies and communication platforms. Companies seeking these employees may be looking to capitalize on this group’s experiences and skills in several areas:

  • Mobile Technologies
  • Social Media Platforms
  • Text and Messaging Communications

Generation Z Personal Characteristics

Members of this group have different interests and priorities than previous generations. The United States economic evolution and population changes over the past several decades are key to understanding this group. Their life experiences differ greatly from Millennials, Baby Boomers, and other generations. As such, this group’s characteristics include:

  • Acceptance of Alternative Family Dynamics
  • Alternative Spiritual and Religious Inclinations
  • Conservative Approach to Risk
  • Greater Racial Diversity
  • Innovative and Entrepreneurial
  • Open to Alternative Economic Systems

Occupations That Appeal to Generation Z

Many traditional workplace structures are not conducive to this group of employees. For example, many Generation Z employees expect less formal structures, so hierarchical manager to employee communications may not resonate well.

However, this group is likely to enjoy jobs that allow employees to work with technology. Jobs that provide opportunities to make a significant difference in people’s lives or the environment also are highly desirable. Typical occupations that appeal to Generation Z employees include:

  • Environmental Engineers, Assistants, and Managers
  • Healthcare Workers, Licensed Practical Nurses, and Registered Nurses
  • Human Resource Assistants and Managers
  • Information Technology and Security Analysts, Developers, and Managers
  • Marketing Researchers, Analysts, and Content Managers
  • Mathematicians, Statisticians, and Financial Planners
  • Translators, Interpreters, and Communication Positions

What Should Employers Expect?

Employers should expect that Generation Z employees will have much higher expectations for their jobs than previous generations. This group wants the company’s purpose to align with their own values. They expect greater opportunities for engagement and involvement in company activities and community outreach. These employees want to share their ideas and have freedom to make workplace decisions. Generation Z employees expect full and broad connection with their employer. Continual feedback is critical, and this helps to keep this group feeling connected to the company’s purpose.

What Should Employers do?

Employers should learn what Generation Z employees are looking for in their employment choices. While other generations may appreciate traditional employment models, this group of employees often seek greater flexibility, accountability, engagement, and interaction.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers across all generations. Our team can help your company by using industry best practices to design your relocation program with a particular focus on Generation Z. This will increase your company’s ability to attract and retain Generation Z employees.

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

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

Request your complimentary relocation policy review

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

HR Teams Should Prepare for New FY 2020 H-1B Visa Lottery Process Opening on April 1, 2019

visa application - approved

What is the new FY 2020 H-1B visa lottery process? Many employers in the United States rely on foreign national talent to fill highly technical positions. As a result, they offer H-1B visa sponsorship to prospective employees for specialty occupations such as scientist or engineer. Employers submit hundreds of thousands of petitions each year. However, cap limits are in place so they must plan accordingly.

Additionally, the United States Citizenship and Immigration Services (USCIS) has changed the lottery process effective April 1, 2019. These changes may impact the selection of certain petitions. The Department of Homeland Security posted the rule in the Federal Register on January 31, 2019.

Current H-1B Visa Cap Limits:

  • 65,000 visas per year
    • 1,400 of these visas are reserved for residents of Chile
    • 5,400 of these visas are reserved for residents of Singapore
  • 20,000 for applicants with advanced degrees from U.S. institutions of higher education

What was the Previous H-1B Visa Lottery Process?

The USCIS previously would conduct a random lottery process if cap-subject H-1B petitions exceed the cap limit. The steps in the previous lottery process would follow this pattern:

  1. The first lottery would include all petitions from applicants with advanced degrees from U.S. institutions of higher education for the 20,000 cap limit visas
  2. If eligible petitions exceed the 20,000 cap limit in the first lottery, they become eligible for the second lottery
  3. The second lottery would include all eligible petitions that were not successful in the first lottery and all other petitions subject to the country-specific reservations (Chile, Singapore)

What is the New FY 2020 H-1B Visa Lottery Process?

The new FY 2020 H-1B visa lottery process reverses the order that USCIS uses to select H-1B petitions under the H-1B regular cap and the advanced degree exemption. Also, it introduces an electronic registration requirement for petitioners, but this requirement will go into effect after the FY 2020 process.

Now, the steps in the lottery process would follow this pattern:

  1. The first lottery includes all petitions and is subject to the 65,000 cap limit
  2. Once the first lottery has chosen the 65,000 petitions subject to the cap limit, the remainder are eligible for the 20,000 visas for applicants with advanced degrees from US educational institutions

The Department of Homeland Security believes this change will lead to an increase in the selection of beneficiaries with a master’s or higher degree from a U.S. institution of higher education for further processing under the new FY 2020 H-1B visa lottery process.

What Happens to Petitions not Chosen in the FY 2020 H-1B Visa Lottery?

Due to the high number of petitions, some are likely not to be successful in the lottery. During FY 2019, 190,098 petitions were submitted to that year’s lottery. There is no set cutoff date for petitions to the lottery. Also, the number of petitions that employers will submit is unknown. Employers that do not prepare may miss the cap and not be able to fill their positions.

Employers who miss the cutoff must wait until next year’s lottery. Another option is to consider an alternative visa for the foreign national, subject to qualification. The cap for FY 2019 was reached in only four days, by April 6, 2019. This in turn illustrates the importance of submitting petitions for the H-1B cap-subject visas as soon as the lottery opens.

What Does This Mean for You?

As prior years experiences have shown, unprepared HR teams thinking they had several days to file were not given the opportunity to hire the foreign national employee they hoped to sponsor. With issues such as prevailing wages, Labor Condition Applications (LCAs), and possible site visits, the process should start as soon as possible so HR teams can submit applications at the start of the lottery.

Where Do You Start for FY 2020 H-1B Visa Lottery?

Global Mobility Solutions has a team of global relocation experts who can help you with the new FY 2020 H-1B visa lottery process. Our team’s knowledge and access to visa and immigration resources is unparalleled in the industry. We have helped thousands of companies with the H-1B visa lottery process reach successful results.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients prepare for the H-1B visa lottery. Our team can help your company understand the process and prepare for the new FY 2020 H-1B visa lottery process.

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 H-1B visa lottery plans, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

Categories
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

Categories
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

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

Accessibility by WAH

Looking for something?