Tag: Workforce Mobility

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

Emergency Repatriation? GMS Experts Provide Guidance for Any Situation

Businessman checking in at the counter

Sometimes situations such as an emergency repatriation can present difficult challenges for even a seasoned relocation management professional. Such was the case on a recent request for assistance from a client. A small group of their employees on short term assignment in another country needed to return to the US as soon as possible. GMS was able to quickly assess all of the issues and provide clear guidance to help the client.

Health Precautions Drive Emergency Repatriation Needs

With many nations grappling to control the spread of COVID-19, a number of changes impact employees. Those on business travel face alternate arrangements. Others on assignment find themselves dealing with rapidly changing restrictions on movement.

Responses to COVID-19 across the world include several of the following:

Immediate Need Prompts Quick GMS Action

For the GMS client, the need for emergency repatriation rose quickly. Both the US Department of State and the government of the nation where the assignees were located acted nearly simultaneously to announce border closures and further travel restrictions. The client’s relocation services team contacted GMS with a request for immediate assistance.

Once the call came in to GMS, the team was able to act quickly and schedule a needs call within a few hours. Prior to the needs call, the GMS team worked together to determine the optimal solution.

During the needs call, GMS presented the necessary steps for an emergency repatriation. These necessary steps include:

  • Visa deregistration
  • Flight bookings: GMS contacted our in-house travel desk to identify the latest travel alerts and learn about any additional hurdles that may arise
    • GMS discovered that US citizens were being allowed reentry into the US but only at certain entry points and upon arrival they may need to self-quarantine
  • Lease negotiation
  • Interim medical benefits
  • School assistance to help get children out of their current school and registered into a school in the US
  • Household goods move – virtual consultation to estimate amount of goods
  • Storage of household goods
  • Auto shipment
  • Virtual departure services including area tour and orientation, home finding, spouse/partner career support, and settling in services
  • Temporary living arrangements upon arrival, including solutions if employee would need to self-quarantine

GMS promptly sent a proposal of these services for the client. The client’s leadership team held an emergency repatriation meeting that evening. GMS provided special discounted pricing in order to help the client with a focus on providing immediate service and appropriately filling their needs.

What Does This Mean for Situations such as an Emergency Repatriation?

GMS has a team of experts that help clients address nearly any relocation issue, including an emergency repatriation. Clients should work with a Relocation Management Company (RMC) that has extensive knowledge and experience to help them navigate all of the critical issues surrounding employees on assignment in other nations.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond to changing travel conditions and international border closures. Our team can help your company understand how to effect an emergency repatriation quickly, while identifying all aspects that should be addressed.

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.

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 for any issue related to an emergency repatriation, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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Career Services Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Job Market Job Seekers Talent Management Talent Mobility

Working From Home: Tips for Success

Is the new norm for your career working from home? If you answer yes to this question, you are not alone. Millions of employees around the world are now changing their workplaces. The previous norm may have been to be working at a corporate office, in a cubicle, or even at a coffee shop. Now, many employees are working in a room made up as an office in their own home or apartment. Such a dramatic shift entails many logistic challenges. If you can successfully pass all of those hurdles, how can you ensure that working from home will allow you to be as successful as before?

GMS Experts Share Their Success Tips

As a corporate relocation services provider, GMS has extensive experience with the challenges of our clients’ transferees who often work in remote locations. In the United States, clients have transferees assigned in places such as Dickinson, North Dakota and Jarrell, Texas. Globally, clients have transferees assigned in places such as Acuña, Mexico, and Trondheim, Norway. Whether working in a small town, mid-sized city, or a megalopolis such as New York City, employees working from home often face the same issues.

GMS has several employees with experience working from home. These employees know what it takes to be successful at work in their own home environment. Several of them had been asked by clients how they made working from home a winning proposition. Recently, four of these employees got together to share their top tips for success.

GMS Experts: Tenure Working From Home

Ana Barros: Senior Global Account Manager, 8 years

Tricia Davis: Senior Relocation Coach, 13 years

Sam Hoey: Senior Vice President, Business Development, 15 years

Danielle Sanzobrino: Senior Vice President, Account Management, 13 years

Working From Home: Top Success Tips

1. Establish your hours and stick to it!

2. Set your alarm, shower, and get dressed in the morning. You can still wear your fuzzy slippers – no dress shoes required.

3. Find a room to work where you can shut the door. Do not set your office up in your bedroom or you may find yourself with narcolepsy. If your office location is not 100% quiet, use headphones.

4. Turn off distractions such as television and notifications on social media. Consider listening to quiet music in the background. Any Kenny G lovers out there?

5. Consider making a lunch the night before so you can easily and quickly warm it up the next day. This is much healthier than binging on your Hot Cheetos because you have run out of time between calls.

Take Care of Yourself

6. Go for a walk at lunch, get some fresh air, and clear your head. Strike a yoga pose. Downward-Facing Dog anyone?

7. You may have the mindset of “They need to know that I’m working from home.” Take breaks and eat your lunch somewhere other than your office. To avoid “the work from home 15” (gaining 15 pounds), set out daily snacks and stick to them. Note: this is much easier said than done.

8. Set timers and outlook reminders to help you stay on track. Make lists at the beginning and end of each day and check them off as complete. Seeing all these checkmarks can be very rewarding!

Woman with dark hair wearing a yellow sweater looking at computer working from home
STOP Sign helps prevent interruptions when you’re working in your home office

9. When in doubt, call your coworker before you send an email. One email can turn into 400 emails but often a quick call can solve it all. Feel free to post this on your wall!

Etiquette Tips for Working From Home

10. Be thoughtful about email etiquette. Do not “reply to all” unless necessary. If you have something to communicate on a particular client, email the entire operations team. Don’t rely on just the team lead to forward along your communication.

11. Stay connected. Call at least one coworker every day to keep in touch. Anyone else singing the “Reach Out and Touch Someone” jingle from the 1987 AT&T Commercial?

12. If you’re attending a webex, login/dial in at least 5-10 minutes prior to ensure you work through potential technical difficulties.

13. Attend all meetings and speak up. You still need to share your opinion and be heard. If you are dialed into a meeting and can’t hear very well, let the in-person attendees know so they can adjust their phone. When you are not speaking, put your phone on mute. I heard a lady once yell, “Do you want mayo on your sandwich, ma?” Don’t do that if you are working from home.

14. Take a sick day when necessary. Email your manager when you need to go to the doctor over lunch.

Woman with dark hair wearing a yellow sweater looking at computer working from home
Sam Hoey’s dog, Macy, dressed as a UPS delivery driver for Halloween

15. Set boundaries with your kids and spouse/significant other on your work hours. Make them aware that if the door is shut you cannot be interrupted. Try posting a STOP Sign, or something else to notify them.

Meet Macy, Sam Hoey’s Dog

16. If you have a dog, she may bark and that’s ok. But try to minimize the dog interruptions. When you see the UPS delivery driver pull up to your home, you should run to the closet and shut the door so your barking dog does not interrupt a phone call.

17. Dust off your crockpot, air fryer, and instapot. Marinade the meat at lunch or in the morning so making dinner is quick and easy!

18. Tell your family that nighttime and weekends are reserved for family fun time to do laundry and cleaning. Can you think of a better way to bond? Group effort people!

19. End the day working from home with a scheduled routine. Take your dog for a walk, go on a bike ride, enjoy an ice cold beverage, start making dinner, or play with your Guinea pig. Anything that makes you smile and helps you re-engage with your home life.

What Should Employers do About Working From Home?

Employers should provide a wide range of support for employees who are newly working from home. Training on new communication methods is important. Offering expert assistance in setting up home office systems can help employees who do not have technological skills in this area. Providing tips for success that other employees working from home can share will give employees peace of mind.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients navigate issues that impact employees working at remote locations. As a result, our team can help your company share tips for success at working from home with your employees. Companies should take a proactive approach to helping employees during transitions between corporate office and home office locations.

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 how your company can share tips for successful working from home, or give us a call at 800.617.1904 or 480.922.0700 today.

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

Asia Relocation Trends: What Does the Future Hold?

Petronas Towers, also known as Menara Petronas is the tallest buildings in the world from 1998 to 2004.

As global economics combine with geo-political forces, Asia relocation trends reflect changing business priorities. Past trends led China to become a major destination for manufacturing, jobs, and relocation. However, recent trends show multinational companies are moving production outside of China. The US-China trade war is often cited anecdotally as a reason for this shift, and there is some evidence to support this claim.

The US-China trade war is only part of the reason for changes in Asia relocation trends. Economic factors in China such as rising costs as well as shifts in company market shares also impact talent mobility. Changing demographics also impact how companies might pursue global expansion. These forces lead companies to find new locations for manufacturing facilities in Asia.

Asia Relocation Beyond China

There are several countries, regions, and zones seen as viable alternatives to China for manufacturing and operating facilities. Several of these countries are members of the Association of Southeast Asian Nations (ASEAN), consisting of ten members:

  1. Brunei
  2. Cambodia
  3. Indonesia
  4. Laos
  5. Malaysia
  6. Myanmar
  7. The Philippines
  8. Singapore
  9. Thailand
  10. Vietnam

Spotlight on Malaysia: Asia Relocation Trends

Kuala Lumpur is the national capital and largest city in Malaysia. The city of Putrajaya is the seat of the federal government. Malaysia has an estimated population of over 30 million people. The country is multi-ethnic and multi-cultural. Approximately 50% of the population is ethnically Malay, and there are large segments of Chinese, Indian, and native populations.

Malaysia Economy and Growth Supports Asia Relocation Trends

Malaysia is a relatively open state-oriented and industrialized market economy. The country has a strong economic record, with Gross Domestic Product (GDP) rising on average 6.5% from 1957-2005 on an annual basis. Malaysia’s economy in 2014–2015 was one of the most competitive in Asia, ranking 6th in Asia and 20th in the world.

In 2014, Malaysia’s economy grew 6%, the second highest growth in ASEAN behind the Philippines’ growth of 6.1%. The economy of Malaysia in terms of gross domestic product (GDP) in April 2019 was estimated to be $999.397 billion, the third largest in ASEAN and the 25th largest in the world. Malaysia is projected to achieve high-income country status by 2024.

Overview: Kuala Lumpur Industrial Sector

Most of Kuala Lumpur’s industrial sector consists of facilities that are comparatively small in size. Larger facilities are located outside of the city, due to the high cost of land and buildings. Costs are often significant drivers of Asia relocation trends. Manufacturing constitutes about two thirds of the city’s industrial establishments, with service industries accounting for the other one thirds.

Kuala Lumpur Manufacturing Industries include:

  • Foundries
  • Metal and fabricated metal products
  • Paper and paper products
  • Plastics and plastic manufacturing
  • Printing and publishing

Kuala Lumpur Service Industries include:

  • Motor vehicle repairs
  • Storage facilities
  • Warehouses

City Plans: Become an International Commercial and Financial Center

Kuala Lumpur has a vision to become a world-class city. To do this, the city is focusing on the knowledge economy, and this will affect Asia relocation trends. As a result, Kuala Lumpur is investing in new technologies, examining building and infrastructure requirements, and developing a highly skilled labor force. Training facilities are noted as available in the Technology Park Malaysia, and other educational venues such as the German-Malaysian Institute. Overall, Kuala Lumpur remains highly competitive in terms of costs as compared to nearby cities such as Singapore and Hong Kong. The city has been following the Kuala Lumpur Structure Plan 2020, and the economy has grown significantly, benefiting from Asia relocation trends.

What Does This Mean?

Kuala Lumpur is one of many dynamic and successful cities in Asia competing for investment, jobs, and technology. As these cities compete with each other, many are investing in the necessary infrastructure to attract knowledge economy firms. Also, skills training and education for the local workforce are increasing. Cities are also focusing on design and amenities to attract workers and firms that will help transform their economies.

What Should Employers Do About Asia Relocation Trends?

Employers pursuing global expansion plans should review Asia relocation trends. Several ASEAN countries may have positive economic aspects and desirable locations for a variety of operations, including manufacturing and services. Cities such as Kuala Lumpur are actively pursuing investments within the knowledge economy. Nations in Asia are increasingly becoming viable alternatives to China for corporate expansion.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to determine a number of optimal locations for global corporate expansion. Our team can help your company understand how to leverage Asia relocation trends to support corporate growth initiatives.

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 learn more about Asia relocation trends, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

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Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Relocation Challenges United States Economy Visas and International Travel

Skills-Based Immigration Plan in United States on Target for 2020’s FY 2021 H-1B Visa Lottery Process

visa application - approved

The Trump administration’s skills-based immigration plan is on target for implementation in 2020 and will impact the FY 2021 H-1B visa lottery process. Acting Director of U.S. Citizenship and Immigration Services (USCIS) Kenneth Cuccinelli II notes the immigration system is for the benefit of the nation. According to Cuccinelli, the approach is to improve the economy and the nation’s overall experience with immigration.

Basic Elements of the Skills-Based Immigration Plan

The Trump administration’s approach is similar to other points-based systems in use by countries such as Australia and Canada. The new merit-based plan provides opportunities for immigrants provided they have:

  • Specific skills sets
  • Current job offers

The administration’s goal is to increase the number of legal immigrants who are selected based on skill from 12% of the total to a much larger 57%. These immigrants must also meet the following requirements:

Of particular note, the administration believes that modernizing the current immigration process will create a fair system. As a result, the new skills-based immigration plan will promote equality and opportunity for all. The administration believes giving preference to skills over family ties increases the country’s competitiveness. Also, the approach gives the needs of employers and the skilled employees they seek higher priority over other immigrants.

H-1B Visa Lottery System Online Registration System Also on Track for 2020 Implementation

Cuccinelli also notes the USCIS’ new online H-1B visa lottery registration system, currently in testing, should be ready for use in 2020 as well. The new online system requires petitioners seeking to file H-1B cap-subject petitions, including any that are eligible for the new advanced degree exemption, to use the online system and register with USCIS. Petitioners must pay a $10 fee for every petition they submit that is subject to the H-1B cap.

What Does the Skills-Based Immigration Plan Mean for Your Company?

HR teams that are looking to hire foreign national employees through the H-1B visa lottery system should investigate and understand the new system’s requirements. The Trump administration’s skills-based immigration plan along with the new online registration tool and fees may present significant challenges without sufficient preparation.

HR teams should start the process of identifying employees that may be subject to the H-1B visa lottery cap as soon as possible. This with help ensure they can submit applications at the start of the lottery through the new online registration system.

Where Should You Start?

Global Mobility Solutions has a team of global relocation experts who can help you with the new FY 2021 H-1B visa lottery process. Our team’s knowledge and access to visa and immigration resources is without match in the relocation industry. As a result, we have helped thousands of companies with the H-1B visa lottery process reach successful results.

Conclusion

GMS’ 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 new skills-based immigration plan and fully prepare for the new FY 2021 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.

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 learn more about the new skills-based immigration plan and the FY 2021 H-1B visa lottery process, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

Categories
Employee Development Job Market Job Seekers Labor Force Talent Management United States Economy

Inclusive Employment: Necessary for Talent Acquisition and Future Corporate Growth

Handicap businessman discussing while sitting with colleague in creative office

Employers in the US should review their talent acquisition programs to ensure they focus on inclusive employment. With the signing of the United States-Mexico-Canada Agreement (USMCA), the US economy is poised for higher growth and an expansion of jobs.

Tight Labor Market Issues Make Case for Inclusive Employment

Currently, the US economy appears to be close to full employment. However, there are millions of working age adults who are not participating in the workforce. Over 90 million Americans are of working age but not working. While some of these adults are in retirement, large numbers may not be working due to other factors, such as:

  • Enrollment in school
  • Participating in job training programs
  • Providing home care for children or relatives
  • Unable to work due to disability or illness

According to Pew Research, additional factors influencing participation in the labor market include:

  • Lower numbers of teens participating in the workforce
  • Higher numbers of workers age 55 and older working and looking for jobs
  • Significant numbers of Americans are self-employed

US Economic Performance Requires Inclusive Employment

US economic performance is healthy with a forecast for continuing steady growth. Recent forecasts may not have taken into account the signing of the USMCA. This trade agreement may add significantly to the US economy’s future growth over the next several years. The United States International Trade Commission report, “U.S.-Mexico-Canada Trade Agreement: Likely Impact on the U.S. Economy and on Specific Industry Sectors” indicates the following:

  • S. real Gross Domestic Product (GDP) will rise by $62.2 billion (0.35 %)
  • S. employment will rise by 176,000 jobs (0.12 %)
  • Positive impact on U.S. trade with USMCA partners and rest of the world
  • Increases in wages, exports, employment, and output
  • Several industry sectors including manufacturing and services will benefit

What is Inclusive Employment?

Inclusive employment is often thought of with respect to individuals with disabilities. However, as noted by Johnny C. Taylor, Jr., SHRM-SCP, President and CEO of SHRM, the Society for Human Resource Management, an expansive definition of inclusion would cover many other individuals who may not have actual physical disabilities. A company that takes an expansive view of its workforce may dramatically increase the size of its prospective talent pool.

Individuals with Disabilities

The Professional Fellows Program on Inclusive Disability Employment notes that Inclusive Employment “…refers to individuals with disabilities working alongside their peers without disabilities in the competitive labor market (with access to the same benefits and career opportunities).”

  • Inclusive employment for individuals with disabilities provides many benefits for them:
  • Placement in a high-quality employment environment that may allow career advancement
  • Opportunity to become financially independent
  • Societal inclusion from an early age leads to acceptance and respect
  • Expands their range of skills, friendships, and interactions with others to help promote independence

A joint study by the Illinois Department of Commerce and Economic Opportunity and DePaul University identifies several benefits of workers with disabilities, including:

  • Participants with disabilities from the retail and hospitality sectors stayed on the job longer
  • Across all sectors, participants with disabilities had fewer scheduled absences
  • Retail participants with disabilities had fewer days of unscheduled absences

The U.S. Department of Education’s Office of Special Education and Rehabilitative Services has developed several resources to assist employers in developing inclusive employment practices. A new video on recruiting, training and employing individuals with disabilities highlights the success of CVS Health and their inclusive employment initiative.

Veterans

According to HRTechnologist, “When it comes to fostering diversity & inclusion (D&I) in the workplace, campaigns for hiring veterans are an absolute must-have.” Veterans often have many skills that are highly valuable to companies. As a result, an inclusive onboarding process for veterans and transitioning service members is a valuable resource for talent acquisition programs. Additionally, many veterans may also have service-connected disabilities. Many of these individuals share the same traits as able-bodied veterans, including:

  • Job-ready skills
  • Tested leadership abilities
  • Mission-focused work ethic

The U.S. Department of Labor promotes the hiring of veterans and inclusive employment initiatives with their Veterans’ Employment & Training Service (VETS) program. VETS helps veterans and service members that are leaving active duty in several ways:

  • Providing assistance to employers to find qualified transitioning service members and veterans
  • Employer Toolkit designed to assist and educate employers in their recruitment and hiring initiatives
  • HIRE Vets Medallion Program recognizes employers
  • Providing employment policy and compliance information for veterans and service members
  • Resources for Registered Apprenticeship programs to ensure those eligible can receive GI Bill benefits

Formerly Incarcerated Individuals

Individuals transitioning from incarceration to communities face challenges in finding employment. According to Prison Policy Initiative, the unemployment rate for formerly incarcerated people is nearly five times higher than the unemployment rate for the general United States population.

However, research also shows that companies with inclusive employment that promotes hiring of these individuals may benefit in several ways:

  • Military enlistees with criminal records were promoted more quickly and to higher ranks than other enlistees
  • Call center employees with criminal records had longer tenure and were less likely to quit
  • “Ban the box” laws prevent employers from asking about criminal histories on initial job application forms and require they make hiring decisions based on merit and the relevance of prior convictions to particular jobs results in hired applicants with criminal records who exhibit a lower turnover rate than those with no records

Research shows that companies can make a significant amount of money through an employee’s longer tenure. Turnover among staff costs companies a significant amount of money, time, and resources. Ultimately, employers should choose the candidate that is best for the job whether they have a criminal record or not.

Employers and Managers Support Inclusive Employment of Formerly Incarcerated Individuals

A survey conducted by the Society for Human Resource Management (SHRM) and the Charles Koch Institute (CKI) to better understand how people in the business community viewed hiring those with criminal records found:

  • 74% of managers are willing or open to hiring individuals with a criminal record
  • 84% of HR professionals are willing or open to hiring individuals with a criminal record
  • Over 80% of all groups surveyed are willing and open to working with individuals with criminal records
  • Only a small minority were unwilling to make the hire or work alongside these individuals

Companies such as Greyston Bakery in Yonkers, New York, have seen significant success with “Open Hiring®” and focusing on training and apprenticeship programs. The company has employed thousands of formerly incarcerated individuals.

Facility Programs Provide Valuable Skills to Support Inclusive Employment

Many individuals learn valuable job skills during their incarceration. For example, Unicor is the current name of the Federal Prison Industries program that was established by President Franklin D. Roosevelt in 1934. Unicor prepares inmates with job training and practical work skills for their successful reentry to the workforce.

Unicor notes there are several incentives and benefits available to companies that hire former offenders:

What Should Employers do About Inclusive Employment?

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

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers through inclusive employment initiatives. As a result, 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 with a focus on inclusive 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.

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 learn how inclusive employment can benefit your company’s recruiting, hiring, and relocation program, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

Categories
Domestic Relocation Challenges Domestic Relocation Tips Global Relocation Challenges Global Relocation Tips Relocation Best Practices

Video Destination Spotlights Show Transferees Their New Location

father showing daughter their new home on an ipad
Young father and his cute small daughter having fun with digital tablet on couch.

Video Destination Spotlights from Global Mobility Solutions’ MyRelocation® Technology Platform are an ideal solution. These spotlights show candidates and transferees all of the positive aspects of their new location. Visually demonstrating an area’s attractions, activities, and highlights helps showcase the best aspects of a city. Video Destination Spotlights also help give employees and their family members peace of mind as they consider relocating to a new city.

What Do Video Destination Spotlights Include?

There are many features that visually highlight the best aspects of a location. GMS Video Destination Spotlights include several major topics that are at the top of the list for new hires and transferees.

Major Topics in Video Destination Spotlights

1. Education and Schools

Employees, family members, and children of school age can learn about various public and private school options. Distinguished universities and colleges in the location are noted, as are cultural institutions with educational programs such as art institutes.

2. Transportation

Transportation alternatives including plane travel, light rail/commuter lines, ferries, and local highways help employees learn about the various ways they can travel to and from work as well as the local area. International airports that are nearby the location provide a sense of comfort for employees and family members who are relocating over a wide distance.

3. Housing and Cost of Living

Knowledge of the cost of living in the new location is one of the most important consideration for employees and transferees. Learning about the range of housing options helps employees make informed choices for their new home’s location. Families relocating to a dense urban area may prefer to find new housing near large city parks and recreational facilities. Video Destination Spotlights are an ideal format to show local amenities to families.

4. Geography, Climate, and Weather

For some transferees and new hires, the ability to be near mountain areas with great skiing is a significant draw for a new position. Alternatively, proximity to the ocean and warm weather can be a deciding factor. Weather in a new location may have a strong impact on an employee’s decision to accept a relocation assignment. Therefore, it is important to include this information.

The geography of a location might be one of the most important points in a decision to relocate. Video Destination Spotlights instantly show the local geography, letting employees see features such as mountains, hills, lakes, rivers, and oceans. Some employees may prefer to be situated among rolling prairies found in the Midwest. However, other employees may prefer to be surrounded by old-growth forests and rocky coastlines found in New England.

5. Sports, Attractions, and Lifestyle Easy to Show in Video Destination Spotlights

Outdoor enthusiasts may prioritize their decision on a relocation based on the range and breadth of sports opportunities. Major outdoor destinations such as Yellowstone National Park, Carlsbad Caverns, or Big Bend National Park may become a deciding factor for those who want to explore these natural attractions. Parks and trails draw hikers, bikers, walkers, runners, and are highly desirable community amenities.

Major sports teams such as the New York Yankees or the Dallas Cowboys often draw sports fans from throughout their respective metropolitan areas. Cultural Institutions such as the J. Paul Getty Museum or the Art Institute of Chicago are major destinations for tourists as well as local residents. Video Destination Spotlights focus on and highlight these and other lifestyle amenities within the community.

6. Dining and Shopping

Sampling local cuisine can be an exciting adventure. All Video Destination Spotlights include highlights of local restaurants, favorite dishes, and regional flavors. Southern California cuisine reflects the diverse cultural influences of many nations. New Orleans cuisine, by comparison, is known for Cajun and Creole foods such as Seafood Gumbo, Crawfish Étouffée, and Po’ Boy Sandwiches.

Relocating employees also want to know about the local major shopping venues. Being able to easily find their favorite stores and locate the services they need helps employees feel “at home” in their new location.

Conclusion

Providing a wealth of resources for employees with relocation assignments helps companies remain competitive in their industry. Our clients note how helpful our global and domestic Video Destination Spotlights are for their employees. GMS continues to extend the many valuable resources we provide to our clients into new technologies and easy to use formats.

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.

To see one of our Video Destination Spotlights, or to learn how our team of relocation program experts can help your company provide industry-leading resources to your prospective employees and transferees, contact us online or call us at 800.617.1904 or 480.922.0700 today.

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

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Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Job Market Job Seekers Labor Force Talent Management Talent Mobility

Silver Tsunami: How Aging Workforce May Impact Relocation

Many companies in the United States are facing the effects of a silver tsunami in their workforce. In essence, this term refers to a company’s workforce increasing in age. As a result, older workers are becoming a larger and growing segment of employees. Companies often their leverage relocation program to meet corporate objectives. Therefore, they should examine the possible impact of a silver tsunami as it relates to their workforce.

How the Silver Tsunami may Impact Relocation

Transferees may utilize several elements of a company’s relocation program. Companies experiencing an increase in the age of their workforce could find many of their relocating employees need more or less benefits, depending on their specific circumstances. As the silver tsunami begins to change its workforce, companies should initiate a review of their relocation program to ensure it addresses those elements important to older workers. Many workers want to work after they retire from their main career.

There are three major areas that companies should consider as they review their relocation program:

1. Bridge Employment Opportunities Help Mitigate Silver Tsunami

“Bridge employment” refers to paid employment opportunities for older workers. These workers may be transitioning out of their current career, but are not yet leaving the labor force. As a result, bridge employment may help companies leverage the silver tsunami. Companies should consider designing relocation opportunities for older workers so they can share skills and knowledge in other locations as part of the company’s overall bridge employment strategy. The healthcare industry has seen success through leveraging relocation benefits to attract and retain talented and highly skilled employees.

Opportunities in bridge employment should nurture meaningful work so older workers feel their contributions are making a difference. Older workers report satisfaction in their job and meaning in their activities as the main reasons they remain in the workforce.

2. Flexible Work Arrangements

Companies that offer older workers some flexibility with their work schedules and setup are more successful with talent acquisition and employee retention. Companies examining the structure of work to respond to changes brought by the silver tsunami should be sure to insert flexibility. Many workers identify specific aspects of flexible work as integral to their most desired job, including:

  • Home-based work initiatives
  • Part-time positions
  • Scheduling flexibility
  • Travel opportunities

3. Constructive Relationships

Many employment opportunities provide workers with a chance to interact, support, and engage with their co-workers. Older workers identify constructive work relationships as their top preference for a good quality job.

Companies should examine their workplaces to ensure they meet the conditions necessary to foster constructive work relationships. These conditions include:

  • Creating manager and employee relationships that are strong and built on achieving goals
  • Defining clear and understandable roles and relationships
  • Designing the company’s structure for clear accountability and authority
  • Focusing on social skills to enhance interpersonal relationships
  • Offering work systems and procedures that are effective and productive
  • Setting employee expectations and accountability

What Should Employers do About the Silver Tsunami?

Employers should review hiring plans and work structures to leverage the positive effects of the silver tsunami on their workforce. They should also benchmark their relocation policy to ensure it reflects industry-leading best practices. Companies should understand their industry’s competitive relocation landscape so they can design a policy that will attract highly skilled talent. Transferees that are willing to relocate for a bridge employment opportunity should have a range of relocation benefits. Also, these benefits should be designed to meet their expectations.

Industry Benchmarking Studies Help Employers Compare Their Relocation Program

GMS has recently published several Industry Benchmarking Studies to help employers learn whether their company’s relocation program is designed following industry-specific best practices. There are many benefits to a corporate relocation policy benchmarking. For example, employers can learn how benefits provided for older workers in their relocation program will help them leverage the silver tsunami as it leads to workplace changes.

Industry best practice is to schedule a relocation program and policy review every 12 to 18 months to ensure your company maintains its competitive position. This review will also help your company learn about how the relocation industry is evolving to meet changing employee demands due to the silver tsunami.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to leverage changing workplace dynamics to meet corporate objectives. Our team can help your company design a relocation policy with industry-leading best practices. As a result, your company will attract and retain talented and highly skilled employees that are part of the silver tsunami.

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 how the silver tsunami may impact your company’s corporate objectives, 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 Challenges Domestic Relocation Tips Domestic Relocation Trends Visas and International Travel

New York Legislation May Impact Various Aspects of Relocation

US Customs and Border Protection form to fill out

New York legislation termed the “Green Light Law” took effect on December 14, 2019. This law blocks US federal immigration and border control authorities from accessing the state’s Department of Motor Vehicles (DMV) database. As a result, federal law enforcement authorities can no longer access data that would help determine if a vehicle owner has a criminal history or outstanding warrants for arrest.

Three Federal Law Enforcement Agencies Lost Access to DMV Records Due to Green Light Law

The New York legislation was intended to let people who do not have legal immigration status apply to receive a New York driver’s license. The section of the law that prevents DMV officials from allowing access to data affects three federal law enforcement agencies, including:

Additional agreements are in place to prevent other agencies that still have access to DMV data from sharing it with federal agencies such as ICE.

Trump Administration Plans to Block Access to Trusted Traveler Programs Due to New York Legislation

The Trump Administration plans to block access to Global Entry and other Trusted Traveler Programs for New York residents. CBP administers participation in these programs. The Department of Homeland Security (DHS) has taken the position that the New York legislation limiting the DMV from sharing information with CBP will make it impossible for DHS to properly vet Trusted Traveler Program applicants. Trusted Travel Programs rely on New York state records to verify a participant’s identity and conduct thorough vetting on the participant.

DHS Announces Plans to Suspend Trusted Travel Program Enrollments

On Thursday, February 6, DHS announced it was immediately suspending enrollment in Global Entry and Trusted Traveler Programs for all New York state residents.

CBP expects this suspension to affect up to:

  • 200,000 New York residents seeking to renew Trusted Traveler Program membership
  • 30,000 commercial truck drivers enrolled in the Free and Secure Trade (FAST) program at four Canada/New York entry ports

The reason for the suspension is that DHS officials believe the New York legislation is a direct threat to public safety because federal officials cannot access the DMV records. Officials use these DMV records for criminal background checks. They also use these records to determine if applicants for Trusted Traveler Programs meet requirements of the programs.

What Impact Does the New York Legislation Have on Relocation?

New York residents who have become accustomed to the streamlined procedures under Global Entry and Trusted Traveler Programs may now face much longer timeframes and delays for entering into the US and departing for international destinations. Commercial truck drivers at entry ports for Canada and New York may also face delays on their routes without the ease of the FAST program.

For New York residents planning to export automobiles or other vehicles such as motorcycles, the process may also face significant delays. Documentation to confirm information about these vehicles may be difficult to obtain and confirm due to the New York legislation restrictions on sharing DMV information with CBP.

What Should Employers do About the New York Legislation?

Employers should review their relocation plans and timelines for any moves into and out of New York. They should also anticipate possible delays related to employees traveling to or arriving from international destinations. They should also inform transferees about the New York legislation, and how it might impact travel arrangements, exporting of automobiles, and other similar issues.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with business travelers and international assignees from the state of New York. As a result, we can help your company understand how to plan for the impact of the New York legislation as it relates to your relocation program, business travel, and automobile exports.

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.

Learn how to respond to the impact of the New York legislation 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.

We're Here to Help! Request a Courtesy Consultation

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

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

United Nations Report Show How Aging Impacts Country Demographics

happy senior asian couple looking at mobile phone at home, happy and smiling

The United Nations Department of Economic and Social Affairs/Population Dynamics report on World Population Prospects shows how aging impacts country demographics. The 2019 revision is the 26th round of official UN population estimates. Many countries will experience a dramatic shift in the proportion of people aged 65 and older. As a result, this shift will impact each country’s economy, politics, budget, immigration, and a number of other areas.

Aging Impacts Country Demographics in Japan More Than Any Other Country

The country of Japan will remain the world’s oldest country by demographics for several decades. In fact, the population of Japan that is 65 years and older will rise to 38% by the year 2050. Another trend during this timeframe is a decline in Japan’s total population. The report indicates the country of Japan’s total population will decline by 20%. Japan’s National Institute of Population and Social Security Research confirms these trends.

These two trends in Japan will lead to significant changes throughout the nation. The country’s aging population will increase the demand for nursing, health care, and products and services unique to this demographic. The declining population will impact the nation’s economic output and hamper employers’ ability to find qualified workers for open positions. Areas that face significant changes include:

  • Medical Care
  • Long Term Care
  • Nursing Care
  • Pensions
  • Social Services

Working-Age Population in Japan Also Projected to Decline

Along with the increase in Japan’s population of people aged 65 and older comes another significant population shift. Japan projects its working-age population to decline from 60% of the population as of 2017 to just 51.4% of the population by 2065. As a result, a smaller share of Japan’s population will support a larger share of elderly residents.

Japan Working to Mitigate How Aging Impacts Country Demographics

Japan has been working to increase immigration into the country by introducing a new work permit and two new visa categories for qualified foreign workers. Currently, foreign residents make up approximately 1.5% of Japan’s total population. The country’s amended Immigration Act in 2019 is expected to increase the nation’s pool of qualified workers.

However, Japan does not currently have structures in place to support a significant influx of workers from other countries. The Immigration Services Agency is considering a new Japan Public Certification System to support a rising number of foreign workers. Through June 2019, a record number of foreign people were registered in Japan as residents. The newly arriving foreign people in Japan have been entering the country on visas for engineers and international services, highly skilled professionals, and technical trainees.

Global Relocation can Help Employers in Japan Recruit Foreign Workers

Employers in Japan should consider highlighting their relocation program’s benefits in their recruiting materials. In the same way that aging impacts country demographics, aging also impacts industries. The healthcare industry has been responding effectively to mitigate critical talent shortages in several ways, including:

  • Defining a Superior Brand That Clearly Identifies the Employer
  • Focusing on Cultural Fit During Recruitment
  • Delivering Exceptional Candidate Experiences
  • Leveraging Data to Increase Recruiting Effectiveness
  • Keeping Candidates Engaged with Quick Processes

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. Data gathered with Pre-Hire Assessment tools can be paired with structured interview questions to better understand the candidate’s interests, goals, and motivations.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company mitigate the effect of how aging impacts country demographics. Our experts will use industry best practices to design your relocation program. As a result, this will increase your company’s ability to attract and retain new employees.

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

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

Contact our experts online to learn more about how global relocation can be used to mitigate how aging impacts country demographics, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Job Market Job Seekers Labor Force Talent Management Talent Mobility United States Economy

In the 2020 USA Job Market, Which Cities are the Best Places to Find a Job?

A scene from Downtown Scottsdale at dusk with a canal and reflections in the foreground. Scottsdale is part of the Phoenix Metropolitan area.

The 2020 USA job market is poised to continue its unprecedented growth. According to the U.S. Department of Commerce Bureau of Economic Analysis, the nation’s economic performance continues to perform strongly. The USA’s Gross Domestic Product (GDP) rose in the 4th Quarter of 2019 by 2.1%. Economists continue to forecast a future economic outlook of steady growth. This continuation of economic growth without negative impacts appears to be a “Goldilocks Economy.” Features of such an economy include:

  • Growth is not too hot to cause inflation
  • Growth is not too cold to create a recession
  • The ideal growth rate of 2-3% is in effect

The 2020 USA Job Market Benefits Cities Poised as Technology and Innovation Centers

2020 will see several job market trends impacting cities. Some of these trends include adoption of advanced technology, increasing global connectivity, and a workforce that continues to rise in average age. Cities that are positioned as technological innovation centers should gain significantly as corporations grow and their employee workforce expands.

Some forecasters predict that Artificial Intelligence (AI) will negatively impact jobs. PricewaterhouseCoopers published a report identifying several professions that may see significant impacts from AI, robotics, and similar technologies, including:

  • Bank Positions
  • Factory Jobs
  • Financial Services
  • Office Staff

However, all of these advanced technologies in turn create new employment opportunities. Employees who are comfortable with technology and rapid change should anticipate many new challenges and paths for future career growth.

What Characteristics do the Top 10 Cities in the 2020 USA Job Market Share?

The top 10 cities in the 2020 USA job market share several characteristics. Many of these cities exhibit several of the following traits:

  1. Business-friendly policies and incentives
  2. Pleasant climate and moderate weather
  3. Access to a wealth of amenities
  4. Significant job growth
  5. Highly educated and skilled local workforce
  6. Centers for technological innovation
  7. Close to other centers of employment

What are the Top 10 Cities in the 2020 USA Job Market?

According to WalletHub (the first website to offer free credit scores, reports, and additional financial information for consumers), the top 10 Cities in the 2020 USA Job Market are:

  1. Scottsdale, AZ
  2. South Burlington, VT
  3. San Francisco, CA
  4. Austin, TX
  5. Fremont, CA
  6. Chandler, AZ
  7. Boston, MA
  8. Tempe, AZ
  9. Portland, ME
  10. Boise, ID

Several cities from the 2019 ranking fell out of the top 10 ranking. These cities are:

  • Columbia, MD
  • Orlando, FL
  • Colorado Springs, CO
  • Plano, TX
  • Washington, DC

Conversely, several cities rose into the top 10 ranking. These cities are:

  • South Burlington, VT
  • Austin, TX
  • Fremont, CA
  • Tempe, AZ
  • Boise, ID

Scottsdale, Arizona and the 2020 USA Job Market

Scottsdale is the top city in the 2020 USA job market. This is the 2nd year in a row that Scottsdale has achieved the top spot in this ranking. In fact, two other Arizona cities are also in the top 10: Chandler is #6 (up from #10 in 2019), and Tempe is #8 (up from #14 in 2019).

WalletHub notes two significant factors that are driving Arizona cities to the top 10 ranking:

  1. Employment Growth
  2. Large Share of Engaged Workers

South Burlington, Vermont and the 2020 USA Job Market

South Burlington, VT rose to the #2 spot in 2020, from its #11 spot in 2019. Part of this rise is attributable to Vermont resident’s own migration patterns. Many Vermonters are relocating from remote locations to this metropolitan area.

Vermont as a whole is a small state, and South Burlington has an estimated population of over 19,000 residents. By comparison, Scottsdale has an estimated population of over 255,000 residents. Maricopa County in Arizona (where Scottsdale is located) added over 80,000 residents in 2018.

The University of Vermont’s location in Burlington helps draw residents to the city. Up to a third of Burlington’s residents are in their 20’s. As a result, this makes the city’s population much younger than the rest of the state. Residents are drawn to Burlington for quick and easy access to a wide range of urban amenities, such as:

  • Educational Opportunities
  • Fine Arts
  • Health Resources
  • Jobs
  • Public Transportation
  • Restaurants

What Does This Mean?

Job seekers in the 2020 USA job market should look at several Arizona cities as top places to find a job. Most of the job opportunities in Arizona are in the Phoenix metropolitan area. The leading job sectors in this area include:

  • Construction
  • Education and Health Services
  • Professional and Business Services

Several other cities in the USA are also great places to find a job. Job seekers have a wide variety of locations to consider when looking for a job, from Idaho to Vermont, and from Texas to Massachusetts. Employees looking for jobs should consider looking into the cities that rank high as a best place to find a job.

What Should Employers in the 2020 USA Job Market do?

Employers currently in a city that ranks as a best place to find a job should examine their hiring needs and identify candidates using pre-hire assessments. They should work with a qualified Relocation Management Company (RMC) that can provide a full range of pre-decision services.

Employers may consider relocating new hires or transferees to fill positions in these vibrant cities. They should provide transferees and their family members with as many valuable resources as possible to help increase relocation success.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients understand how to fill positions in the 2020 USA job market. Our team can help your company understand how to use pre-hire assessments to identify qualified candidates. Also, we can help your company design a relocation program following industry best practices that results in higher relocation success rates and greater transferee and family member satisfaction.

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 fill 2020 USA job market positions, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

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