Sometimes, finding the right fit for a role hinges on the candidate’s willingness to relocate. With a Q1 2023 report indicating a notable decline in job seekers willing to relocate for new opportunities, it’s increasingly important to identify candidates who are genuinely open to relocating. This guide provides insights on how to approach relocation questions, including what’s permissible and what to avoid, ensuring your company onboards the right candidates who will be a fit for your organization.
Identifying a Candidate Who is Willing to Relocate
You’ll need to identify a candidate who is open to relocating early on in the application process. To do this, follow the tips outlined below.
Job Description: Clearly state the job location in the description to inform potential candidates about the expected relocation. Include a section in the application process with the question, “Are you willing to relocate?” where candidates can indicate their willingness to move and specify if they are open to relocating to the job’s location.
Interview Process: After a candidate passes the initial phone screening, you can use the formal interview to verify their stance on relocation. Ask them to confirm the accuracy of their application responses regarding relocation and inquire if they are genuinely willing to move to the specified area, whether it’s a different state or country. Be prepared to discuss how their decision might be influenced by the relocation package and assistance your company offers.
Engaging With Candidates on Relocation
Determining if a candidate is willing to relocate requires insightful conversations about their career aspirations and a thorough explanation of the relocation process. Keep reading for more guidance on this topic.
Career Goals: Discussing career goals can provide insights into a candidate’s openness to relocation, especially for roles that may require moving. This conversation helps assess their interest in both the position and potential relocation as part of their career trajectory.
Relocation Process: If your company partners with a Relocation Management Company like CapRelo, outline the support provided, including assistance with selling homes, moving belongings, providing spousal support, and finding schools for children. Providing detailed information can alleviate candidate concerns. Cover aspects such as timeframes, stipends, perks, expense coverage, and whether the relocation package includes a lump sum or reimbursement. Clarifying these options can help candidates know that a relocation would be handled smoothly and make informed decisions.
Legal Considerations in Relocation Discussions
While discussing relocation, it’s essential to avoid questions that could be discriminatory. This includes inquiries about marital status, orientation, age, gender, religion, race, weight, or disabilities. Ensure that every question asked is directly related to the job responsibilities.
Avoid delving into personal matters, even if they seem relevant to relocation. For example, rather than inquiring about family support for moving to a new state, concentrate on the candidate’s ability to fulfill the job requirements. Respecting privacy and sticking to professional criteria in the interview process is crucial.
Negotiating the Relocation Package
As a hiring manager, you play a key role in negotiating the relocation package, aiming for an agreement that is advantageous for both your company and the candidate. It’s important to clearly explain to candidates what the package includes and excludes, ensuring they have a full understanding to make an informed decision.
Various factors influence the relocation package, such as the extent of the candidate’s move and whether they need to sell a house. It’s also crucial to thoroughly review and understand the company’s relocation policies to effectively guide candidates through this process.
Final Steps in the Hiring Process
In the final phase of the hiring process, the focus shifts to organizing the new hire’s start date and assessing any additional onboarding training requirements. Additionally, if your company partners with a relocation company like CapRelo, this is an opportune time to introduce the new employee to their relocation representative, ensuring a smooth transition and complete support for their move.
Let CapRelo Lend a Hand
At CapRelo, our dedication lies in delivering relocation solutions tailored to your company’s employees. We meticulously handle every aspect, from pre-departure visits and cultural training for smooth acclimation to assisting with school searches and storage in the home country.
Our extensive services, encompassing U.S. domestic, international, and intra-country relocations, are crafted to combine global expertise with local support seamlessly. Contact us today to begin exploring our relocation solutions. To make relocation smooth for new or existing employees.