To remain competitive and gain an edge, more and more companies are pursing the best and brightest talent around the world. While any move is stressful, an international assignment can be exponentially tougher. Choosing an expert international relocation company can reduce stress, increase satisfaction and reduce the risk of miscommunication and failed assignments. Read More
You’re relocating and have a few days to find your dream house – or at least a house you can call home. New homes sparkle, but older homes have character. Plus, you’ve been watching DIY shows on TV that have convinced you to give one a try.
Before you sign on the dotted line, there are some things everyone should consider when buying an older home.
Lead paint: If the home was built before 1978, the year lead paint was banned, it should be tested by a certified lead inspector. Lead dust is released when you sand or scrape old paint. Read More
Let’s face it: Relocating consistently ranks as one of life’s most stressful experiences. But in our global economy, relocating employees seamlessly is more important now than ever before.
10 questions to ask a relocation company:
1. Talent mobility – a phrase that has quickly become part of our daily business jargon – is the key to keeping the best and brightest committed to a corporation. TRC Global Mobility defines talent mobility as the movement of employees to where they are needed most, sometimes across the world, sometimes right next door. Will your prospective relocation company strategize with you on how best to use talent mobility to help your company achieve its broader strategic objectives?
Date: November 4, 2014
Time: 2:00 P.M. ET
CE Credit: GMS, CRP-Intl.
TRC Global Mobility is pleased to present a new webinar, Managing the Cultural Considerations of Emerging Markets, hosted by Dean Foster, President, DFA Intercultural Global Solutions.
As the world becomes more interconnected and business more global, a growing number of companies are entering emerging markets. Whether they are seeking new customers, building facilities or deploying talent, their success requires an understanding of, and sensitivity to, the local culture. This session will explore the key cultural considerations that should be assessed before entering, and while operating, in these markets. It will include tips for effective business and personal exchanges that will help to increase the odds of success in these emerging markets.
Dean Foster President DFA Intercultural
According to the U.S. Census Bureau, in 2010 4.2 million more people worked from home than a decade ago, and no, they’re not all stay-at-home moms. The typical telecommuter is a 49-year-old college graduate — man or woman — who earns about $58,000 a year and belongs to a company with more than 100 employees.
At TRC Global Mobility, many of the employees we relocate spend at least one day a week – often more – working from home. Some more facts from the Census Bureau:
- About one in 10 employees who worked exclusively from home was 65 or older in 2010.
- About a quarter of home-based workers were in management, business and financial occupations.
- Home-based workers in computer, engineering and science occupations increased by 69 percent between 2000 and 2010.
- Mondays and Fridays were the most popular days to work from home for those who work both at home and at another location.
- Metro areas in the Southeast, Southwest and West had the largest percentage of workers who worked from home.
Looking to relocate? Then head to Raleigh, N.C., and avoid Atlantic City, N.J., at all costs!
At least that’s what Forbes magazine is saying. Annually, Forbes crunches the numbers on 200 metro areas to determine the best and worse business climates. In June, U.S. employers added 288,000 jobs according to the Bureau of Labor Statistics, and the unemployment rates fell to 6.1 percent, the lowest it has been since 2008. Although the overall numbers are looking good that does not mean every area of the country is experiencing gains. Read More
Just a little over a decade ago, traditional three- to five-year expatriate assignments were plum positions afforded to up-and-coming long-term employees. Generous relocation packages, compensation and perks for their family while abroad, combined with a top position when they returned home often spelled a financial boon.
Enter 2000: The very real threat of terrorism, down economies, cost-cutting measures, stricter tax and immigration rules, and exploding technologies that tie people together without leaving their offices all combined to make generous expat-assignment packages an easy target to slash.
The cost of traditional three- to five-year expat assignments is prohibitive for some firms. With increased globalization, companies are looking at local talent in emerging markets such as India, China and parts of Latin America to fill the jobs once the domain of expats. This practice not only saves money, it reduces cultural issues and incorporates local employees’ personal networks and experience. According to a survey by PriceWaterhouse Coppers, by 2016, 70 percent of companies plan to hire local talent overseas while only 19 percent plan to use expatriates to fill those jobs. Read More
Talent mobility is a phrase that has quickly become part of our daily business jargon. Our world is flat, many corporations have offices all over the globe, and the best and brightest candidates for a job might be scattered around the world, a fact we in the relocation business know all too well. Talent mobility is the key to recruiting the best talent and keeping a company’s existing brightest committed to the corporation.
At TRC Global Mobility, we define talent mobility as the movement of employees to where they are needed most, sometimes across the world, sometimes right next door. Employers correctly view their most valuable employees as corporate assets. They need to be capable of using them where they can provide the most impact, while being cognitive of and accommodating to each employee’s career interests. Read More
If the real estate crash taught us anything, it’s that the old rules don’t work anymore, especially for those dealing with a relocation. Recently, TRC has seen a number of transferees opting to rent in a new location rather than buy. Many more have stopped looking at a house as an investment, but rather the place they call home.
The New York Times recently conducted an analysis that found in many of largest metro areas in the United States – New York City, the San Francisco Bay area, Los Angeles, Boston, Miami and Washington, D.C. – prices have risen so quickly that buying property is beginning to look like a perilous investment, with some experts concerned that a price correction is in the offing. Read More
Job growth. New construction. When it comes to hot U.S. housing markets, the two go hand-in-hand. Although home prices are still creeping up, the latest Standard & Poor’s Case-Shiller 20-city index reports that they rose more slowly this February than a year ago. Many experts point to the harsh winter that kept home buyers in front of the fireplace rather than out buying another home, and are hoping that the spring market will heat up home sales.
Online real estate site company Zillow took a look at recent data and reports that this spring it’s a seller’s paradise in five areas of California, San Jose, San Francisco’s Bay Area, Riverside, Los Angeles and Sacramento, and two areas in Texas, San Antonio and Dallas-Fort Worth. Other cities enjoying robust home sales include Seattle, Wash., Denver, Colo., and Washington, D.C. Read More