In recruiting is relocation of candidates a bigger/smaller/no difference deal today than it was three years ago?
How?
Clarification added August 21, 2010:
Even a year ago. Have things changed?
Answers (10)
Dr. Prageetha G R.
HR and Organizational Behavior Research Analyst
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Now it is a small difference or sometimes no difference too.
Earlier, relocating indicated more pay for job aspirant as well as employer. This is because, though standards of living may be same, it is perceived that standard of expenses go up.
But now, the role expectations of individuals are compelling them to move out. For ex, an individual aspiring to be in automobile manufacturing has to move to a place where this industry is thriving. He/She has no choice. Thus, relocation is no big issue today given the money involved and the technology involved. There is a growing metamorphosis in thought. Some companies extend relocation expenses to the prospects to attract them.
no difference, I was relocated from Poland to France and back to Poland. everything depends on both the company and the employee's approach. it has to be well planned, well organised and fairly compensated. I see my colleagues relocating this year and nothing has changed for last 3 years.
Brenda R.
Attracting great talent and building leadership capability at Vancity
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I think there are many things to take into consideration, and can sometimes be difficult to determine. Here's a few examples:
- Relocating a candidate from the US to Canada is a challenge as many of our senior level candidates are locked into real estate. They are reluctant to sell in a tough housing climate, and may require other considerations with their relocation package - temporary housing, etc.
- Whereas, in some European countries, like Ireland, there are several younger generations trying to escape the low economic state for greener pastures. They may not be expecting as much, and are prepared to leave many possessions in order to establish a long-term career plan and financial stability.
At the end of the day, you will need to determine your candidate’s needs, against the need to have this candidate join your company. Nowadays, companies are taking a rigorous approach to top talent and will invest if the individual has a higher track record of delivering results.
Do your homework and find the best candidate. Then relocation won't seem like a BIG deal.
Beth M.
Implementation Manager at Curriculum Advantage
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In my view, it is less of an issue because competitive jobs are harder to find and candidates must look on a broader field than several years ago.
For example, a company I worked with several years ago was located in a small city in the South. It was difficult to recruit the talent needed to expand the company.
In today's more competitive marketplace, recruiting top candidates there is less difficult and not based on a less desirable location, but on the job and company itself.
I believe candidates are much more open to relocating to continue to grow their career.
The globalisation of the market place makes relocation essential and numerous companies over the last three years have woken up to the fact that to win their unfair share of talent in the market they need to look at providing relocation as part of a remuneration package.
More and more companies are assisting with in country and international moves and a number of new companies have sprung up over the last 5 years to support everything from Visa’s, language development and relocation assistance.
Unfortunately more and more governments are focusing on immigration and therefore some of the red taper to move from country to country isn’t changing at the pace that is required.
Rod S.
Director of Product Marketing at pVelocity Inc.
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ReloMary owns Moving Links 4 You which focuses on helping those who have no corporate relocation help.
She would be a great person to have in your network, on your team. I know she’s easily available to answer questions and ready to help.
Rod S. also suggests this expert on this topic:
Neha M.
Sr Manager - HR (Asia) at Mediascope Publicitas
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The entire relocation factor depends on the following -
1. Jr Level position - its a bigger difference to be considered for the cost is high and the pay level may be subsequently low. Plus such chunk is generally available locally
2. Middle Level position - its makes little difference for the cost and the pay level may be relatively at par. Hence only when one feels the right candidate is available somewhere else, relocation allowance is considered. However generally and typically at this level, the initiative from the candidate end is seen higher.
3. Senior Level position - necessarily gets considered due to the cost being worth it at that level and the position being very critical to the organisation. Moreover its here that an at par negotiation of benefits and package takes place at both ends - Company V/s Candidate.
Rob D.
Director Recruiting National Security Directorate at Pacific Northwest National Laboratory
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2007 = high house values, relocation was much easier.
2010 = much more difficult due to low real estate values. Can you sell a role if someone loses money in a move? That's tough.
Paige H.
Senior Communications and Social Media Strategist, Certified Relocation Professional, Global Mobility Specialist
Brenda's answer is fantastic. Regardless of the economic slowdown, employers still find it necessary to get the best candidates available, no matter where they are in the world. For this reason, relocation programs, though costly, support the recruiting process and selection when top talent is not immediately available. Further, from the candidate's perspective, the caliber of relocation benefits that are provided, especially in today's housing market, can serve a major differentiators from a competitor's offer. For companies that do provide relocation benefits, it's often a fine, but critical, dance to provide meaningful and competitive relocation services while keeping costs down.
Michael J.
Trades, Civil and Construction Sector Leader at Chandler Macleod
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Look I find for upper level roles it is not as big a deal even 3 years ago. I am paying $100,000. What $5000-$10,000 to help them relocate?
Helping lower skilled workers relocated has virtually stopped here. It will come back as we hit labour shortages (I am in Australia), but right now it is pretty non existant.
