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A commitment to hiring the most qualified candidate possible means a candidate may have to relocate to take the position. For some companies, this is commonplace. While for others, a relocation may only be approved under extreme circumstances. In either case, a relocation process requires skillful management to ensure that a candidate shifts into the role as smoothly as possible. What elements need careful attention during a relocation? And how can you manage this process for an easy transition?

What About Housing?

Whether your candidate is leasing or owns a home, moving can be complicated. Will they sell? Will they purchase a new home or lease? Add the following to your checklist during the process:

If the candidate owns the home:

  • Contact a real estate broker and request a comparative market analysis (CMA), to get an estimate of what the house may sell for.
  • Gather data such as the monthly mortgage rate, equity, potential closing costs or brokerage fees.
  • If the mortgage rate will increase with the purchase of a new home, consider including a mortgage rate differentiator in the offer.

If the candidate is leasing a home:

  • Find out the terms of the lease, including date range and monthly payment, as well as any deposits to be returned.
  • Research any penalty for early termination of a lease, and if there is any way to avoid that by finding new renters.

In either case:

  • Find out the square footage of the home and storage areas to calculate the approximate cost of a pack, ship, and move.

The Moving Reimbursement

One of the tricky aspects of a relocation is in the details of the reimbursable expenses. Sometimes there is a set reimbursement based on the level of the position being filled. Other times the reimbursement is more nuanced.

  • If there is not a set reimbursement, what additional expenses will be reimbursed?
  • Will interim housing be reimbursed? What about home-hunting trips prior to the move?
  • What about incurred expenses? (cable deposit, house cleaning service, the cost of a rental car)
  • Will financial assistance be provided for double mortgage or double rent payments?
  • Will the company cover tax liabilities associated with the reimbursement benefits, or is it the candidate’s responsibility?

Considering the Family

In the case of family, there are many things to consider. The candidate’s inner circle will have a big impact on the decision to move.

  • If the candidate is married, get to know that spouse.
  • Find out if the spouse is employed. If so, what do they do and what is their income? Will they continue to work in a similar capacity in the new location?
  • These questions should be answered early on in the relocation process.
  • If the candidate has children, be sure to consider their needs in the information you share with them.
  • It’s helpful to let the candidate know about the local school system, daycare options, opportunities for community involvement, sporting activities, and local healthcare facilities.

What is the Recruiter’s Role?

When preparing a candidate for a relocation, a recruiter plays a vital role in managing this process.

  • They assist in putting together a cost of living comparison, investigate public transportation and commute details and share information about the area which will help support them during a move.
  • Recruiters are connected to numerous reputable companies that they have “at-the-ready” for assisting in a relocation.

Recruiters build relationships with all those involved in making (or breaking) the decision, and can provide insights and feedback throughout the vetting process to make the move flow as smoothly as possible.

Get the highest return on your recruiting investment – let BrainWorks find the most qualified candidates in your next Consumer Products search.

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