Finding the right candidates is challenging, but securing those willing to relocate is even more daunting. According to a recent survey by Allied, 37.25% of 25-34-year-olds are open to relocating for work. However, this willingness drops significantly among older age groups, with only 9.49% of 45-54-year-olds and 6.59% of those aged 54+ willing to move for a job.
Recruiting executive-level candidates, who are not actively seeking new roles, requires a more strategic approach. To attract these individuals, especially if relocation is necessary, you must present a compelling offer that goes beyond salary and job title. These candidates often have significant professional and personal commitments, so the proposition must include substantial incentives and reassurances to justify the move, addressing the considerable changes they will face.
In this article, we’ll explore the obstacles employees and candidates face regarding relocation and how businesses can effectively address and overcome these challenges.
Understanding the Challenges of Candidate Relocation
Challenges for Employees
- Spouse Employment Opportunities: Relocating spouses often face difficulties finding new employment.
- Cost Considerations: The expenses associated with moving can be substantial, covering everything from transportation to housing.
- Work-Life Balance: Adjusting to a new environment can disrupt an individual's work-life balance.
- Family Concerns: Ensuring a smooth transition for children in new schools and dealing with other family-related concerns.
- Compliance and Legal Issues: Navigating visa requirements and local regulations can be complex and time-consuming.
Challenges for Employers
- Losing Top Talent: Poor relocation support can result in losing valuable employees who are unwilling to move.
- Filling Specialised Roles: Finding candidates willing to relocate to fill specialised roles can be difficult.
- Relocation Costs: The financial burden associated with relocating employees can be high.
10 Ways to Support Candidates Through the Relocation Process
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Start Early with a Clear Relocation Plan
Develop a detailed relocation plan well in advance. This plan should cover all aspects of the move, from logistical support to personal assistance. Starting early allows for better preparation and reduces last-minute complications.
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Clear Communication Channels
Maintain open and consistent communication with the relocating candidate. Provide regular updates and establish clear points of contact to address any questions or concerns. Effective communication helps alleviate stress and ensures that everyone is on the same page.
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Provide Comprehensive Relocation Support
Offer extensive support that includes financial assistance, logistical help, and access to resources. This support might cover moving expenses, temporary housing, and more. Comprehensive support demonstrates your commitment to the candidate's successful transition.
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Offer Housing Assistance
Assist candidates in finding suitable housing in their new location. Provide information on the local real estate market, offer temporary housing solutions, and connect them with real estate agents who can help them find permanent accommodations.
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Arrange for Professional Moving Services
Hiring professional movers can significantly reduce the stress of relocation. Ensure that your candidates have access to reliable and efficient moving companies that can handle all aspects of the move, from packing to transportation and unpacking.
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Address Family and Personal Needs
Consider the personal and family needs of the relocating candidate. Provide information about local schools, healthcare facilities, and community resources. Helping families settle in smoothly can make the transition easier for the candidate.
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Provide Cultural and Local Orientation
Help candidates acclimate to their new environment by offering cultural orientation sessions and detailed information about the local area. This might include social norms, key locations, and local customs, helping them feel more at home.
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Assist with Settling In
Support candidates in setting up utilities, finding local services, and connecting with community groups. Assistance with these practical aspects can make the settling-in process much smoother and more comfortable.
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Offer Continuous Support Post-Move
Provide ongoing support even after the move is complete. Regular check-ins can help address any lingering issues and ensure the candidate is fully settled in their new role and environment.
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Solicit Feedback and Improve
Encourage feedback from relocated candidates to understand their experiences and identify areas for improvement. Use this feedback to refine and enhance your relocation process for future candidates, ensuring a better experience for all involved.
The Importance of Having a Process in Place
Sourcing top talent at all levels of an organisation is becoming increasingly challenging. Many businesses lack compelling relocation offers and established processes, making it harder to attract and retain the best candidates. By providing robust benefits, a well-defined relocation process, and showing empathy towards the challenges candidates face, businesses can enhance their chances of securing top talent and ensuring successful placements.