3 tips to attract candidates who are moving
According to a survey, 20% of Americans who moved last year did so for employment-related reasons - for example, due to an internal transfer within their company or a position at a new company. This is perhaps not surprising, as it has been found that 44% of people are "willing to move for a career opportunity."
Despite the fact that people move for their work, a move is still a major life decision and can be a worrisome situation for many people. If you have found the perfect candidate for the new job but still need to convince them to move for it, this can indeed be a challenge. Read on for tips to make this option easier and more attractive for potential employees.
Provide the cost of living context for your salary offer
It is especially important to help a candidate who is moving to understand how the cost of living in the city he is moving to is structured. In an expensive city, candidates are easily impressed by the financially best offer. So it's your job to show the big picture. A high salary in a big city can be just as unattractive at the end as it can be in a smaller city with low running costs.
By providing a packet of information that includes data on average rental and property prices, state income taxes, and other living expenses, you can give job candidates a better idea of what your salary offer is worth. At the very least, you can direct them to an online tool that compares the cost of living in different markets.
Provide insights into life in the new city
Another great way to give candidates a better impression of your city and dispel fears is to provide helpful tips and recommendations for local life. For example, what are the best neighborhoods in your city? What about the best schools? What should people expect socially? How are the winters? Do you need a car or are public transportation options good enough?
A good way to fix this and build more trust between the candidate and your company is to introduce them to other employees who have also moved.
Offer flexibility to ease the transition
As an employer, how can you be more flexible to make the move more attractive? How open are you to a start date that also takes into account school schedules? Is there a way to work remotely while the move is being made? Can you provide temporary accommodation while the candidate looks for an apartment? Will you cover the cost of moving or part of it?
These are great ways to take care of the candidate from the start and make it easier for him to get started.
