How to Help Candidates Take Advantage of New Relocation Opportunities

The housing market is still dismal, at best, but it appears that relocations are beginning to rebound anyway.

Relocations took a dive during the recession because workers who might have otherwise considered taking a job elsewhere couldn't sell their homes. And companies that may have purchased potential employees' homes in the past no longer had the budget to do so.

But although the economy and housing market are still anything but stable, the Society for Human Resource Management is reporting that 9.4 percent of job seekers are relocating for their new positions, the highest percentage in two years. While this is still low, especially considering that the rate was as high as 16.1 percent before the recession, it's still a good sign.

It's unclear why this surge is happening despite continued uncertainty. One likely reason is that those who have remained unemployed have no other choice but to relocate, even if selling their home is going to be a problem. It's also possible that companies that have emerged from the recession are now more willing to help potential employees with their relocation expenses.

As a recruiter, you can make it easier for your candidates to take advantage of these opportunities by recommending contract-to-direct arrangements so they can try a new location and position before they commit. They can keep their home and their ties to their current location in case the relocation doesn't work out. And if they are temporarily living away from their "tax home," they may also qualify for per diem.

Incidentally, this is a good deal for your clients, too. They can try the candidate before spending a lot of money buying their home and paying for other relocation expenses.

Relocation can be a great opportunity for both your candidates and your clients. But it's also a huge commitment by both parties. As a recruiter, your job is to make things easier for your clients and candidates, and contracting allows you to make relocations as painless as possible!

Debbie Fledderjohann is the President of Top Echelon Contracting, Inc.

Comment by Tim Spagnola on September 20, 2011 at 4:05pm: As a physician recruiter that deals with relocation in every placement I make I agree with some points made, but 'try before you buy' does not always work in the best interest of all parties. I have encountered plenty of scenarios where it has just opened the door for the candidate to be under a bigger microscope and walk on egg shells in hopes the perm contract will come. On the flip side- since locums is not cheap this can also put off your client (depending on time frame) if the candidate at the last moment decides the location is just not for them. Part of my role as recruiter is to not only understand job order, organization culture, and ideal candidate fit, but also the location. Again since all of my placements call for relocation I need to spend a considerable amount of time knowing the schools, athletics, shopping, dining, arts, etc. Sure- I can leave it all up to me clients to sell, but my experience dictates that you leave little to chance in this game. I agree Debbie- huge commitment indeed by all parties. I would love to hear how others tackle relocation issues..especially if it comes down to being the main obstacle in making that placement.