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How to Inspire Job Candidates to Relocate:

Some thoughts from Globedesk

Attracting top talent to your business usually implies offering a range of competitive benefits. But what happens when the candidate you’re targeting isn’t local? How do you convince them to pack up and relocate for a role in your firm? This endeavor can be quite challenging, however, with careful planning and a show of genuine care, you can significantly boost your chances of inspiring job candidates to relocate.

Relocating for a job is a huge step, one that often involves uprooting one’s life and starting again in a new location. So if you’re seeking to motivate a candidate to take this leap, it’s critical to understand the potential concerns they may have. 

This not only involves a generous relocation package but also providing support in terms of information, resources, and reassurances. Let’s delve into various strategies you can employ to inspire a candidate to make this significant move.   

4 steps to inspire job candidates to Relocate

  1. Offer a competitive relocation package: This should cover moving expenses and, if feasible, some costs related to settling into a new home. This will alleviate much of the financial burden that comes with relocation.
  2. Provide information about the new location: Share resources about the local community, housing, schools, amenities, and cultural environment. This will help the candidate get a feel for the new area and perhaps ease some uncertainties.
  3. Provide a tour: If possible, arrange a visit for the candidate to the new location. Allow them to explore the area, experience the company culture first-hand, and visualize a life there.
  4. Offer support beyond the monetary: Consider offering services such as relocation consulting or coaching to help with adapting to the new environment.

The key is to show that you are not only interested in the value they bring to your company, but also in their welfare and seamless transition into their new environment.

Employees are more likely to relocate if they perceive the new location as having a higher quality of life, including factors such as cost of living, climate, and cultural opportunities. In addition to that, career advancement opportunities are a key motivator for employees to relocate. This includes promotions, new challenges, and the chance to acquire new skills.

Why do some candidates hesitate to relocati?  

One common reason employees resist relocation is due to family ties and commitments. This could be due to having school-aged children, a spouse with a stable job, or caring for elderly parents. Moving to a new location could disrupt these established routines and relationships.

Another significant factor is the fear of the unknown. Employees may be uncertain about the new location, its culture, lifestyle, and opportunities. This uncertainty can cause anxiety and reluctance to relocate. 

Financial considerations also play a crucial role. The cost of living in the new location, moving expenses, and potential changes in salary can all influence an employee’s decision. If the financial benefits do not outweigh the costs, employees may be hesitant to relocate.

Job security is another concern. Employees may worry about the stability of the new position, especially if the relocation is to a less established branch or a new market. The fear of job loss in an unfamiliar location can be a deterrent.

Lastly, the quality of life and work-life balance in the new location can impact an employee’s willingness to relocate. If the new location does not offer the same or better quality of life, or if the work demands in the new location are expected to be high, employees may resist relocation.

Relocation programs

According to Business Insider, several regions, from states to small towns, are willing to pay individuals to move and work there. However, it’s important to note not all cases fall under this umbrella. Independent contractors, gig-workers, and self-employed individuals, for example, may not be eligible for specific programs like the Choose Southern Indiana relocation program. 

Remember, the key to motivating a candidate to relocate for work is providing clear, value-driven incentives that meet their personal and professional needs. Paint a picture of the new life and opportunities that await them in this new location and help them visualize success, belonging, and growth. This approach, combined with financial and other incentives, might just get them packing.

What are the sucessful case studies about work relocation?

One successful case study of employee relocation is that of the global technology company, IBM. In 2009, IBM launched a program called ‘Project Match’ which aimed to help US employees who were facing layoffs to relocate to emerging markets where IBM was expanding, such as India, China, and Brazil. The program offered financial assistance for relocation, visa support, and language training. The result was a significant reduction in layoffs, and a boost in IBM’s operations in these emerging markets.

Another case study is that of the multinational professional services firm, Ernst & Young (EY). EY has a global mobility program that encourages employees to take on assignments in different countries. The program includes comprehensive support for relocation, including housing, schooling for children, and language training. EY reports high levels of employee satisfaction with the program, and it has been successful in retaining top talent and fostering a global mindset within the company.

Lastly, the case of the global pharmaceutical company, Novartis, is worth mentioning. Novartis has a ‘Global Assignee Program’ that encourages employees to take on roles in different countries. The program provides comprehensive support for relocation, including housing, schooling, and language training. Novartis reports that the program has been successful in developing global leaders, increasing diversity, and improving collaboration across different parts of the company.

Thinking of relocating or offering it to a potential employee but you don’t know how to go about it? Feel free to reach out to us.