Wednesday Wisdom: The Relocation Runaround - RecruitingBlogs2024-03-29T01:13:21Zhttps://recruitingblogs.com/forum/topics/502551:Topic:294789?commentId=502551%3AComment%3A294955&feed=yes&xn_auth=noHello,
While I agree with ev…tag:recruitingblogs.com,2008-10-28:502551:Comment:3040252008-10-28T19:11:16.918ZKristinhttps://recruitingblogs.com/profile/Kristin30
Hello,<br />
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While I agree with everyone regarding not "wasting your time" when a manager or candidate isn't flexible, I need to ask if you identified upfront that relo wasn't an option. As a recruiter (both search and corporate recruiter), I have bumped into this situation many times. However, one way to overcome an objection to relocation is to identify if the job really needs to be done at one particular location upfront. Typically, you won't be successful if you push this issue after you find…
Hello,<br />
<br />
While I agree with everyone regarding not "wasting your time" when a manager or candidate isn't flexible, I need to ask if you identified upfront that relo wasn't an option. As a recruiter (both search and corporate recruiter), I have bumped into this situation many times. However, one way to overcome an objection to relocation is to identify if the job really needs to be done at one particular location upfront. Typically, you won't be successful if you push this issue after you find the ideal candidate. Plus, if you sold a manager they will be required to sell their manager and various organizational stakeholders. A lot of times it may be corporate policy to not allow anyone to work virtually.<br />
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You may find more flexibility if an organization has a nationwide presence, or the team is housed at different locations. Additionally, getting the manager to be more flexible can be done by additional probing during the needs analysis. For example if a hiring manager states they need xyz skills and the position is located in MN, prob to see if they will consider someone that matches 95% of the requirements, but as a telecommute employee.<br />
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Kristin Bolinske<br />
Bolinske Consulting & Recruiting<br />
<a href="http://www.bolinskeconsulting.com">http://www.bolinskeconsulting.com</a> Rayanne said:Timely feedback…tag:recruitingblogs.com,2008-10-22:502551:Comment:2956002008-10-22T17:07:50.652ZClaudia Fausthttps://recruitingblogs.com/profile/ClaudiaFaust
<cite>Rayanne said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topic/show?id=502551%3ATopic%3A294789&page=1&commentId=502551%3AComment%3A295421&x=1#502551Comment295421"><div>Timely feedback may change the client'/hiring manager's mind (or loosen the purse strings) if the possibility of finding a local candidate is proving an arduous task.</div>
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Rayanne, you are so right about transparency of what you're finding in the talent pool; this communication…
<cite>Rayanne said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topic/show?id=502551%3ATopic%3A294789&page=1&commentId=502551%3AComment%3A295421&x=1#502551Comment295421"><div>Timely feedback may change the client'/hiring manager's mind (or loosen the purse strings) if the possibility of finding a local candidate is proving an arduous task.</div>
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Rayanne, you are so right about transparency of what you're finding in the talent pool; this communication alone has the power to plant seeds for widening the search geography. Keeping a search contact list, including reasons for every close-off, is also helpful as the search progresses; such a list has saved me more than once when I've spoken to hundreds of potential candidates and the boss wants to know why it's taking so long. Understanding the percentage of contacts unable or unwilling to relocate tells a really interesting story about where the skills are, and where they're not. pam claughton said:... in thi…tag:recruitingblogs.com,2008-10-22:502551:Comment:2955092008-10-22T16:53:02.845ZClaudia Fausthttps://recruitingblogs.com/profile/ClaudiaFaust
<cite>pam claughton said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topic/show?id=502551%3ATopic%3A294789&page=1&commentId=502551%3AComment%3A295421&x=1%23502551Comment295421#502551Comment294955"><div>... in this market, relocation could be even more difficult as companies generally will only do full relo for very senior level roles as the cost can easily run 60-80k once you factor in all the components such as home sale assistance, temporary housing, flights to…</div>
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<cite>pam claughton said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topic/show?id=502551%3ATopic%3A294789&page=1&commentId=502551%3AComment%3A295421&x=1%23502551Comment295421#502551Comment294955"><div>... in this market, relocation could be even more difficult as companies generally will only do full relo for very senior level roles as the cost can easily run 60-80k once you factor in all the components such as home sale assistance, temporary housing, flights to look at homes, etc. So, a more common relo is a lump sum of 10-25k and if someone has a home to sell, that will help, but may not work if the individual is in a bad housing market.</div>
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Pam, great real-time information about the costs associated with relocation. All the more reason to respect a budget where it exists, and clarify the expectations of all parties on the front end. Claudia,
Agree with you tota…tag:recruitingblogs.com,2008-10-22:502551:Comment:2949552008-10-22T13:28:09.679Zpam claughtonhttps://recruitingblogs.com/profile/pamclaughton
Claudia,<br />
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Agree with you totally on this. Why make things harder than they need to be? Personally, I avoid seeking out candidates who require relocation unless there is a compelling reason for them to make the move...and just needing a job doesn't cut it for me. I've been burned a few times by candidates who when it came down to it, really didn't want to move, and would do everything they could not to do it, such as continuing to interview and getting something else close to home or getting a…
Claudia,<br />
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Agree with you totally on this. Why make things harder than they need to be? Personally, I avoid seeking out candidates who require relocation unless there is a compelling reason for them to make the move...and just needing a job doesn't cut it for me. I've been burned a few times by candidates who when it came down to it, really didn't want to move, and would do everything they could not to do it, such as continuing to interview and getting something else close to home or getting a counteroffer and taking it. When this happens it's a huge waste of time and energy for everyone involved. So, now in order for me to work with a candidate out of area, there needs to be a compelling reason, maybe there's family here, or they've lived here previously and are only looking at this area and want to move back. If they're looking anywhere, but have lived in Texas all their life, I will have a hard time believing that they would seriously make the move to Boston for example, where cost of living is higher and weather is colder.<br />
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Companies are usually straightforward on this too. They will almost always prefer a local candidate unless the role is so unique that it's obvious they'll have to broaden the search geographically.<br />
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Especially in this market, relocation could be even more difficult as companies generally will only do full relo for very senior level roles as the cost can easily run 60-80k once you factor in all the components such as home sale assistance, temporary housing, flights to look at homes, etc. So, a more common relo is a lump sum of 10-25k and if someone has a home to sell, that will help, but may not work if the individual is in a bad housing market.