Ready to Relo? I Don’t Think So
We’ve written about relocation issues in the past, yet missteps continue to plague our clients and the candidates with whom we’re working. I can’t stand when a deal falls apart because of relocation details – it’s one of the easiest issues to tackle before the interview process! But, everyone is caught up in the emotion of a great resume or portfolio, the ‘perfect fit’ that’s staring right back at you - and the damn devil and his details are out to screw us all. The tight talent pool that’s emerged over the past 2 years has made the ‘relo’ thing front-and-center to us as Recruiters.
Recently, we added a set of questions to our arsenal of pre-qualifiers when we profile new Talent who may be submitted to our clients for consideration. As an Employer, I think you will benefit from this list to insure that you have all of the information you need when considering a candidate for hire who will have to relocate.
Is the spouse/family involved already?
Has the spouse already started looking for work in the new city?
Have they looked at school systems in the city?
Can they move within 2 weeks of accepting a position? If not, when?
Rent or own? Can the lease be broken? What are the details?
Have they contacted a local realtor to discuss listing their property?
Is the family willing to stay behind after start-date if the house doesn’t sell immediately?
Have they committed to moving regardless of real estate issues?
Can they cover their own relocation expenses, and be reimbursed at a later time?
Do they know that closing costs for selling their home will NOT be included in any offer? Do they know they will have to research their own options and submit 3 bids to the potential employer from moving companies?
Do they realize if they leave their new position within 1 or possibly 2 years, they may owe back part or all of relocation costs incurred by the new Employer?
Have they committed to accepting an offer if all the relocation details have been confirmed ahead of time?
Have they verified they will not owe any fees back to their current employer which covered initial relocation or tuition reimbursement?
These questions are the minimum to cover with any candidate facing a physical move. They are just the tip of the iceberg though, as the answers almost always lead to more questions. Bottom line: don’t assume everything will come together at offer time just because the salary is on target. Your time will be wasted, disappointment could plague you for weeks, and your position will still be open – it’s lose-lose-lose. If you discuss your relocation policies thoroughly with your Recruiter from day 1, we will insure you win.
[tags]interview, relocation, client, hiring revolution[/tags]
Posted: January 11th, 2008 under Interviews, Miscellaneous, Offers, Relocation.
Comments
Pingback from Ready to Relo? I Don’t Think So at Relocation Services and Moving Companies Blog
Time February 5, 2008 at 10:19 am
[...] Original post by Hiring Revolution - Recruiting insight for advertising and communications professionals and sponsored by Moving Companies [...]
Pingback from Relocation - Food for thought « Recruitingbrains
Time February 4, 2008 at 8:30 am
[...] One of the solutions some recruiters follow are mentioned at the agency blog Hiring Revolution over here. (BTW this is a good place to get some insights into the recruitment agency life and how it really works.) [...]