Where did your city land? AIRINC recently released its annual Global 150 Cities Index of top cities that have the ideal combination of high salaries, low taxes, goods & services costs, and quality of life. Here are some notable movers and shakers!
Jeff Hawk, AIRINC’s Vice President Americas, recently wrote about compensation challenges “How Does Your Job Offer Stack Up?”. My colleagues Adam Silver and Michael Joyce followed up with posts on how to attract talent if affinity between two locations is low.
A Selection of AIRINC Research Results This quarter’s cost of living research was conducted primarily in Europe, Asia, and mainland Southeast Asia.
Last week we mentioned the Euro Football Championship, but we would be remiss if we didn’t mention South America’s 47th Copa America, which is also taking place this month.
In a follow-up to Jeff Hawk's "How Does Your Job Offer Stack Up?" post, Adam Silver looked at the challenges of "Attracting Talent" to a city that may be a difficult sell to employees. Then, in "Understanding the level of affinity between two locations can determine the success of a move," Michael Joyce examined the obstacles and options companies have when transferring an employee to a higher tax location. In this post I will look at the other side of the coin, attracting talent to a location with lower income tax.
In a recent series of posts Jeff Hawk discussed compensation challenges of sourcing talent, affinity, and purchasing power in "How Does Your Job Offer Stack Up?" Adam Silver followed with a post where he discussed “Attracting Talent,” which focused on one of the challenges that companies face within the U.S.—attracting talent to what are often perceived as “dying” cities. Now, Michael Joyce delves deeper into affinity and the potential impact when it doesn’t exist between a home and host location
One of the challenges that companies face within the U.S. has been attracting talent to what are often perceived as “dying” cities, especially in the Rust Belt. Many people have a perception of these cities that may no longer match the reality on the ground and this can present a challenge for recruiting.
How does your job offer stack up? Increasingly, sourcing talent no longer means being confined by geography. Finding the right candidate for the job may entail a permanent transfer or cross-border hire, whether it be domestically or internationally. While this greatly expands hiring opportunities, it does present some interesting challenges.
During a recent survey quarter, I had the pleasure of surveying Athens, Greece. While I was on-site, I encountered several protests and demonstrations, which allowed me to really feel like an assignee, navigating the change of social disruption.
If it's not the most interesting job in the world, it's certainly one of them. AIRINC Cost-of-Living Surveyors travel all over the world for roughly six months of the year to collect pricing data. On the surface, this is the dream job for anyone that thrives on challenging global travel – the kind that takes grit and determination to grind through as you move cities on a seemingly daily basis. Instead of touring from site to site though, you move from store to store and source to source in each location, collecting data to populate a market basket of goods, services, housing, and hardship data.