In the world of direct-hire staffing, relocating candidates is a common obstacle we all face. For the most part, candidates aren’t eager to relocate, and employers never prefer to relocate candidates if at all possible. Still, relocating candidates is a necessary part of staffing and recruiting. It’s an obstacle all candidates, clients, and recruiters face when building solid teams and workforces. Relocation is nearly inevitable when taking on some job requisites. For example, when recruiting at remote locations or looking for a particular skillset. Relocating candidates is an endeavor I have been very successful in and an area I take pride in my recruiting abilities. Recently I lost one… Not to say I haven’t before, because I definitely have, but it had been a while. I wanted to take a few moments to share why relocating candidates in the post-pandemic labor market is more challenging.
Interviewing and hiring strategies evolved
Throughout the majority of 2020, many of my senior-level positions came to a screeching halt due to the pandemic. As a result, most of my positions requiring a relocation were put on hold or eliminated for the time being as traveling became more complex. As the year progressed and hiring and interviewing practices evolved, these job openings started to come back. But candidates were uncertain about pursuing new opportunities requiring relocation due to the uncertainty of the job market. When working with candidates during this time, companies and recruiters had to be extra vigilant, detail-oriented, and safety-minded in helping to facilitate these relocations. I still successfully filled these job orders, but it became increasingly challenging working with a much smaller talent pool.
Candidates are going fast
With the competitiveness of the job market and one of the most competitive housing markets in decades, we see different obstacles facing relocation opportunities. Companies are hiring across the board, and we are experiencing a massive uptick in hiring with all our clients. Candidates are ready to make a move and are going fast. Many of my candidates are interviewing with multiple companies, creating a great sense of urgency with employers. If your hiring process is too slow, you will surely miss out.
And with a competitive housing market, you have to be three steps ahead to get the right candidate to relocate. While this is a daunting task, one thing remains true: you must be transparent with candidates on all relocation details as soon as you they enter the interviewing process. Your candidates have to understand everything from the housing market, cost of living, schools in the area, moving expenses, onboarding, and countless other details. As long as everyone is on the same page, we at JSG have still successfully relocated candidates in this market.
We can assist with relocating candidates
As I learned early this month, you can’t win them all; however, with the right relocation strategy, recruiting firms like Johnson Search Group can help bring you the right candidate regardless of the current hiring obstacles. Reach out to us today, and let’s work together to solve your hiring dilemmas!