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3. They Prioritize Their Spouses and Families
If someone is married with children, their relocation is going to affect everyone, and in a pretty big way. They’re not going to make a selfish move if they’ve got a family to consider. This potential employee is keeping everyone’s best interest in mind, and you can’t fault them for having their priorities right.
What You Can Do
Include spouses and families in the relocation plan. They need to be part of everything if you want any hope of relocating this person. Individuals with children will want to know what schools and childcare are like in the area, and if necessary, where their spouse can potentially work after relocation. Keep in mind, this spouse may have to quit their current job because of the move and start over with a new one. Is there anything you can provide to help the spouse, such as job finding assistance or access to networking groups? Any help will be appreciated and can help make a difficult decision a bit easier.
4. They’re Overwhelmed By The Idea of Adapting
A new job, a new house, a new town, and a fresh start are all going to happen at once. That’s a lot of change in a very small amount of time. Some people don’t handle change well, and relocating will turn their whole world upside down. This will cause serious stress.
What You Can Do
Don’t expect the employee to relocate one day and dive head first into their new job on the next. Give them time to relocate, adjust, and then begin working. You can do this by providing a guided timeline and being realistic with expectations. Give them time to adjust both mentally and physically, and it will pay off for both of you in the long run.
Allowing relocating employees to take things one step at a time can also reduce the stress associated with a relocation. You need to be accommodating if you want someone to not only relocate, but stay.
5. The Pay Doesn’t Justify The Move
Since relocating is so complicated and stressful, why would someone put themselves through that for a negligible pay bump? Most likely, they won't. It’s easier for that person to stay where they are, continue the life they're comfortable with, and explore higher paying opportunities that don’t involve throwing their life into temporary chaos.
What You Can Do
Take a good, hard look at what you’re requesting of this person. Would you go through everything they have to go through for the compensation you’re offering? If you wouldn’t, you can’t expect them to do the same. Relocating employees should be paid at a premium, offered excellent benefits, and have a promising opportunity to climb the ranks in their new workplace.
Successfully relocating an employee can be difficult, but it's also an incredible tool in recruiting and growing a business. Try to approach the subject with empathy and understand who each candidate is as a person, what their core values are, and what's most meaningful to them. You need to shape your approach, and your relocation package, around the person rather than the business proposition.
Clare Hawkins is a small business marketing specialist who shares her knowledge at Local – one of Australia’s most reliable online business directories. In her free time, she likes to forget about business related topics and spend time traveling.