Smart employer educates relocating job seekers

Persuading a job seeker to relocate can be a challenging task. Once a company invests the time and money required to find the right person, the final hurdle is transplanting the individual and his or her family to the job location.

Even a great job offer deal can go sour if a company does not follow sound relocation practices.

A top concern is housing, about which myriad questions will be running through the prospect's mind:

Does the company have a relocation package to help with the move?

Is sound, affordable rental property available until a home is found to purchase?

How is the housing market at this point in time?

Will comparable housing be available?

Will better homes be attainable be-cause the cost of living is less in the new location?

Will the family's standard of living decline because the cost of living in the new location is higher?

Unless the hiring company is in the real estate business, it will not be able to intelligently answer all of the dream employee's questions. Prior to arranging any in-house interviews with applicants to be relocated, it should locate a qualified real estate agent to expand its understanding of the real estate market. The employer should share the fact that he or she wants the agent to become part of the process to close a solid deal with the candidate of choice.

Encourage the interviewee to bring his or her family to examine the new town or city during the interview. Be sure the Realtor is available on the day of arrival. Provide the agent with a brief bio on the applicant to enable him to prepare some specific information in advance. If interested in the interviewee, immediately link him with the agent so he can receive personal attention.

Be sure to make the housing aspect of the candidate's decision-making process as smooth and stress-free as possible.

A second concern is the school system. Obtain literature prior to the interview regarding everything the school district has to offer. Do not assume that facts on standard brochures will be complete. Instead, contact a school official, such as a counselor, to obtain a complete listing of all available activities and programs. Determine what awards the school and various organizations have received that are not mentioned. Ask if a school official will be available on the day of the interview to conduct a personal tour with the job seeker and family. Explain the goal of wanting the entire community to put its best foot forward.

Make clear how you desire the counselor's help in sharing all the wonderful aspects of the school.

A third concern is day care. Secure information from numerous care facilities in the area. Conduct research within the company to obtain referrals on the best of the best. Contact the top three day care facilities and explain the situation to the director or staff member in charge of sales. Request that he or she be handy during the time you interview to provide a private tour with the new prospect and family.

A fourth issue is the community as a whole. Communicate with the area chamber of commerce to obtain literature on the region. Preserve articles from regional newspapers and magazines reporting on the positive aspects of the city. Ask a Realtor for copies of relocation packets created by the realty firm. Provide all of these handouts to the applicant.

A fifth stress factor is cost-of-living difference. Log onto salary.com for sal-ary conversions among different geographic areas. Share the site with the candidate also, so he can confirm the facts.

Finding quality new employees is no picnic, so be sure to protect the recruiting investment by thoroughly and properly closing the relocation aspect of the deal.

(Lynne Haggerman is president/ owner of Haggerman & Associates, a retained search, outplacement, management training, and human re-sources consulting firm.)