Top Recruiting Considerations to Help Sell Candidates on Relocation
Top Recruiting Considerations to Help Sell Candidates on Relocation

Top Recruiting Considerations to Help Sell Candidates on Relocation

Mobility Trends and Hot Topics

Published: Nov 3, 2022

Finding and recruiting enough qualified people to hire has risen to the forefront as the top concern for businesses. 

A recent PWC survey found 77 percent of surveyed executives said the ability to hire and retain talent is their most critical growth driver in 2022 and 48 percent said it is the biggest risk to their business this year.

The reason is that candidates today remain in the driver’s seat for this job market.

Candidates Right for Relocation

Recruiters find it takes more time and effort to fill positions requiring a relocation – especially if candidates may be:

  • mature in their career,
  • settled in their communities,
  • homeowners,
  • have children in schools, and
  • have dual-income spouse/partners.

According to LinkedIn, 70 percent of the global workforce is made up of “passive candidates”, meaning they are not actively looking for a job, but would consider a new opportunity if it were presented.

Recruiters can use several strategies recommended by Reveal Global Intelligence - a leader in talent sourcing, research, and acquisition - to see if job candidates are right for relocation and to offset concerns:

Policy & Benefits:

  • Companies may need to offer strong relocation packages, effective assistance for spouse/partners and maybe larger signing bonuses to convince some candidates to seriously consider relocating for a new position.

Comparing Roles:

  • Candidates are typically more willing to consider a job with a clear path for advancement.
  • When passive candidates view detailed descriptions of new job opportunities to compare against their current roles, they may realize moving for the new position is worth it.

Attractive Locations:

  • Identify attractive geographic areas to which candidates are interested in relocating.
  • Consider that it may be more difficult to recruit candidates willing to relocate for a job across the country from a state with the largest drops in relocation rates, such as Oregon, Wyoming, Washington, South Dakota, Montana, Idaho, Alaska.
  • Conversely, states with higher relocation levels, such as North Carolina, South Carolina, New York, New Jersey, Illinois, may have candidates who are more open to moving

Trust: Because candidates seek both job security and trust when considering a prospective employer’s offer, companies can:

  • Help candidates see themselves in the job,  learn why employees chose to work at that company, and why they stay.
  • Point to an absence of layoffs or, if there have been past layoffs, explain why they occurred and why they are not likely to happen in the future.

Proactive and Prepared for Anything

According to the iCIMS 2022 Workforce Report, 90 percent of business leaders said their organization would not meet goals without the right talent, as posted by Astrix, a staffing services firm for science-based businesses. Surprisingly, only 29 percent of employers prioritized internal mobility to attract and retain employees amid talent shortages.

With candidates more in control, employers and corporate recruiters should be proactive and prepared for anything. Staying flexible on benefits to help sell a candidate on a new position – as well as being up to date on emerging trends and best practices – is key for adapting quickly and overcoming challenges to fill important open positions.

To discuss how NEI can help your mobility, talent management teams, and relocating families, please reach out to your NEI representative at any time. We would be pleased to discuss your specific needs.