Top hires may require relocation expenses

Once you invest the time and money to find the right person, your final hurdle is transplanting him and his family to this area. A great deal will easily go sour if a company does not follow sound relocation practices.

Housing

A top concern is housing. Myriad questions will be running through your prospect’s mind. Does the company have a relocation package to help with the move? Until a home is found, is sound, affordable rental property available? How is the housing market at this point in time? Will housing be available comparable to which he is accustomed? Will an even better home be attainable because the cost of living is less? Will the family’s standard of living decline because the cost of living is higher?

Unless you are in the real estate business, you will not be able to intelligently answer all of your dream employee’s questions. Locate a qualified real estate agent prior to arranging for any applicant interviews at the organization’s location. Pick the agent’s brain to expand your understanding of the real estate market. Share the fact that you want the agent to become part of your sales approach to be able to close the deal with your candidate of choice. Encourage the interviewee to bring his family so they will be able to explore the area. Be sure the agent is available on the day the candidate arrives in town. Provide the agent with a brief bio on the applicant to aid in the preparation of some specific information in advance. If you find you are interested in the interviewee, immediately link him with the agent you selected to ensure personal attention. Be sure to make the housing aspect of the candidate’s decision-making process as smooth and stress-free as possible.

Schools

A second worry is schools. Obtain literature prior to the interview regarding everything the school district has to offer. Do not assume the information on the Internet or standard literature provided will be complete. Personally contact the school district to ensure you have a comprehensive listing of all activities and programs, especially as they relate to the needs of the job seeker’s family. Determine what awards the school and various organizations have received that are not mentioned.

Ask if someone could be available on the day of the interview to conduct a personal tour with the candidate and his family. Explain your goal of wanting the entire community to put its foot forward.

Day care

A third strain is day care. Secure information from numerous day-care facilities in the area. Conduct research within your organization to obtain referrals regarding the best. Contact the top three and explain your situation to the director or staff member in charge of sales. Request a private tour with your prospective staff member and his family.

Community

A fourth issue is the community as a whole. Visit the Web site of the local chamber of commerce and talk with a chamber team member to obtain literature concerning the vicinity. Preserve articles from regional newspapers and magazines regarding the positive aspects of the city. Ask your real estate agent for any relocation packets available.

Housing

A fifth stress factor is cost of living differences. Log onto a salary comparison Web site such as Salary.com for salary conversions between different geographic areas. This intelligence will arm you with knowledge during salary negotiations. Share the site with your candidate so he will be able to confirm the facts you present.

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

Lynne Haggerman is president/owner of Haggerman & Associates, a firm specializing in management training, retained search, outplacement and human resource consulting. She can be reached at lynne@haggermanandassociates.com.[[In-content Ad]]