Changing Workforce, Domestic Relocation, New Technology are Major Trends to Watch in 2020
By Capital Soup // February 24, 2020
Generation Z is entering adulthood and the workforce in increasing numbers
(CAPITAL SOUP) – The first year of the new decade will be very busy – our nation will see a presidential election, a new generation of workers and new technologies are just over the horizon – and the economy is seeing the longest period of uninterrupted growth in its history.
Are you ready for 2020? These are the relocation trends you should be watching.
Changing Workforce: Generation Z Enters the Job Market
Generation Z (Gen Z) are entering adulthood and the workforce in increasing numbers. 2020 will be influenced by how the relocation industry moves these workers into their roles.
While Millennials (Gen Y) will form the largest cohort of workers in 2020, Gen Z will begin entering the workforce at an accelerated rate. These adults born in the mid-’90s and later are often considered to be even more Millennial-ish than Millennials themselves. However, early studies may be revealing that Gen Z has significant differences from their Millennials counterparts.
Notice that the qualities of Gen Z are not inherently negative – qualities in this combination can be leveraged to cultivate a worker that is exceptionally engaged in their career.
The keyword being ‘cultivated’. These qualities likely mean that a Gen Z worker will likely be more willing to accept relocation than prior generations, but due to higher digitalization and a higher likelihood of early workforce entry, it may also be less ready-made for any particular position.
Despite the differences between Millennials and Gen Z, these disparities might not be so great as to require major restructuring in onboarding and relocation.
For instance, short-term assignments (STAs) may be repurposed for young workers. STAs are temporary transfers, sometimes across national borders, that lasts between three months to a year.
STAs are especially useful for knowledge transfers, project-based work, and providing an international experience. While these transfers might stereotypically be associated with upper-management, STAs may serve multiple purposes for young workers to prove themselves ready for future, larger-commitment relocations, but also be used to remediate skill-gaps.
For 2020: The relocation industry should consider whether it can help move these workers into their new careers by integrating mentorship connections into their programs – thus ensuring that a skills gap doesn’t prevent the right person from getting into the right place.
Be sure to remember that like Millennials before them, Gen Z is going to be a diverse cohort of workers – do not limit your relocation candidates to any particular demographics.
Also, like Millennials, Gen Z may tend to prefer do-it-yourself and cash programs, or at minimum programs that allow significant flexibility such as a Core/Flex approach.
Technology: Artificial Intelligence Still Too New to Have Broad Application
Artificial Intelligence (A.I.) is being presented as the new panacea to all business challenges. However, while one can acknowledge that A.I. will eventually extend into all areas of work, 2020 is perhaps still too early to reorganize your HR and relocation programs around A.I. solutions.
Twitter bots going rogue (TayTweets), and facial recognition only being accurate for a single demographic should serve as warnings against poor applications of this burgeoning technology.
Another caution against A.I. – While the digitally native Generation Z is likely to easily understand and use new technologies like A.I., their discerning eyes will more readily criticize poorly implemented technologies.
An alternative to A.I., consider robotic process automation (RPA). Where A.I. is very new, RPA is established, reliable, and proven. RPA can be used to alleviate the burden on relocation professionals of tedious data-entry and filling out forms, and instead, allow them to focus on more client-oriented tasks.
Implementing RPA processes can still be complicated, however, so be sure to commit extra time to understand exactly where and how RPA can support your relocation and talent programs.
For 2020: Be skeptical of accepting A.I. solutions at face value. This technology requires an educated eye to implement, and an expert to upkeep. It may be more worthwhile to prefer new hires with computer science skills to provide the necessary filter and insight into incoming A.I. technologies. Fresh talent may give you the edge needed to adapt in the face of disruption.
Economy: Strong Growth Overall, but Real Estate Sales Stagnant
The United States is currently experiencing the longest period of uninterrupted real estate growth in its history. The previous record for longest growth lasted from the post-war slowdown in March 1991 to the burst of the dot-com bubble in March 2001 – a period of 120 months. The last recession ended June of 2009 – over 126 months ago.
The real estate market is filled with signs of unmet demand. Mortgage rates are expected to remain below 3.9% and may drop as low as 3.5%.
Housing prices are expected to continue to rise. And home tenure-ship, the length of time one owns a home between moves, is as high as 23 years in some metropolitan areas. These trends are causing younger homebuyers to look for homes in the suburbs.
The increasing trend of home tenure-ship is another way of saying a decreasing trend in domestic migration. While during the ’50s and ’60s, as much as 20% of American families per year migrated to new homes, that number has dropped to 9.8%. This phenomenon is likely being driven by three general factors.
First: As said before, increasing home tenure-ship, especially by older generations will tend to shut younger generations out of the housing market. Second: Incomes, adjusted for inflation, have remained mostly flat for the last 35 years. This has a double-effect – not only are Americans having to work harder to improve their standard of living, but flat incomes have led to a swift increase in the number of dual-income households.
Anybody familiar with the relocation industry will know that relocating a dual-income household comes with a great deal more involved than relocating a household with only one income earner.
Finally, third: With the increase in telecommunication and telepresence technologies, the requirement for on-site presence is relaxed, which further reduces the need to relocate.
While the yearly domestic migration rate isn’t expected to rise above 12%, the relocation industry may be able to alleviate some of the complications preventing Americans from migrating by offering more sophisticated relocation packages aligned to the trends and market forces described here.
The economic environment within the relocation industry appears to be on an ongoing trend of consolidation with the $400-million acquisition of Cartus Relocation by Sirva Worldwide, Inc. in 2019.
In the past, consolidation in the relocation industry has occurred sporadically, but in recent years, consolidation has greatly accelerated. We see this trend continuing in 2020 and will likely require the relocation industry to be prepared for further disruption and change.
For 2020: relocation professionals will want to keep their eye on the 2020 housing market and economics news. A recession usually causes business shrinkage and increasing unemployment – a double-edged sword for relocation.
While business restructuring may increase relocations, business shrinkage may reduce them. Similarly, unmet demand in the housing market tends to anchor homeowners in place and make real estate difficult to acquire – even in spite of low mortgage rates.
2020 is shaping up to be a year full of exciting challenges. New talent, new policy approaches and new technologies are disrupting an already-tumultuous industry, and the U.S. economy is primed for further rapid changes.
Whatever challenges or opportunities 2020 presents to you and your business, you can rely on Sterling Lexicon.
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