|
Relocation_Issues_ _Who_Will_Pay
| Relocation Issues -- Who Will Pay?
In light of recent unemployment figures, and a continual
downturn in the labor market, many unemployed professionals are
finding themselves in a bind when their benefits or severance
packages are depleted. It is not easy to compete with 300-600
resumes for one job. Those seeking jobs through postings on the
web or through a professional recruitment service must consider
a new place to live as well as a new employment situation -- if
they are serious about the jobs they are applying for. For 14
years, Steve Hall has made a career in connecting great
companies with great people in the IT industry, which is famous
for turnover. Job seekers and companies in the post-911,
post-dot.com and post-Enron business environment rely upon Hall
and Find Great People (FGP) International, for worldwide
recruitment services. Find Great People relocates to a new
office in late October with complete with state-of-the-art
equipment at 150 Executive Center Drive, B-82, Greenville, South
Carolina in October. Steve Hall has been a recruiter with the
same company since 1989. He counseled and placed job seekers in
positions through the downturn of the early Nineties, when
another war was raging in Iraq. Despite the fact that
politicians and business leaders may not be calling this
downturn a recession, from a recruiter’s standpoint, these are
definitely tough times. “In April 2001, the severity of it hit
everyone around the country,” said Steve. He continued, “Since
April 2001, it’s like being buried in mud. You have rises and
falls. For a month or two there is hiring, like the flame is lit
– then suddenly it drops back. This all weighs heavily on the
minds of those in the labor force.”
Some professions, like health care, seem to be booming. But
others, like IT, are on a long swing down. Job seekers are
looking for an edge to be more competitive. Steve Hall believes
relocation issues may be one key to unlocking the corporate
mentality behind hiring in these times. “Differentiating factors
between likely candidates for a job are important,” says Mr
Hall. “Does the person have a two year or four year degree or a
Master’s Degree? Is the potential candidate located within
reasonable proximity, or will he/she have to relocate – and at
whose expense? In addition, what are the costs of bringing
someone in for an interview?" As dastardly as it may sound, many
companies are forgoing interview and relocation expenses for new
employees since budgets are tight. “Let’s face it, relocation
adds cost to a company’s recruiting efforts,” said Mr. Hall,
“and the financial decision makers do not want to spend extra
money on relocation.” So how do companies still manage to hire
top talent onto their team? “They often look locally for
employees first,” noted Steve. “Then a company may cover a one
hundred mile radius, which is considered a commutable distance.
Once these outlets are exhausted, they may launch a search in a
multi-state area.” Knowing these tactics exist, perhaps job
seekers would be better served to seek employment within these
distances first. Or, if the job hunter is willing to relocate,
then the individual must entertain the idea of paying their own
relocation expenses. Costs for company relocation can range from
$3,000 to $20,000. “Some companies are still willing to pay
relocation fees,” said Mr. Hall, “because they see a good
employee as a wise investment. But it is not uncommon for
potential employees to pay for their own relocation these days.”
It’s a hard pill to swallow, especially for job seekers who are
on tight budgets themselves after a six-month to one-year or
longer stint of unemployment. But cutting costs for companies
now means passing it on to the job seeker. Perhaps sensing
desperation on the job market, companies have decided they can
now ask this of potential employees, without even a nod of
disapproval from anyone. What is the best approach for the job
seeker who is willing to relocate in order to continue to work
in their profession? “Speak to your family or those you
cohabitate with first before applying to other areas, and see
how they feel about the move,” advises Mr. Hall. “Ask some
important questions of yourself. For instance, Is it within your
financial budget to consider paying to move yourself and your
loved ones?” If the answer is yes to all of these questions, Mr.
Hall recommends the job seeker proceeds with an interstate
search. “Don’t wait until the job offer appears before weighing
these considerations,” he reiterated.
About the author:
Steve Hall has been a professional recruiter with Find Great
People International (http://www.findgreatpeople.com), in
Greenville, South Carolina, for 14 years. He specializes in IT
and manages consultants in apparel, finance and health care.
Steve has averaged a 3 to 1 interview to hire ratio, while the
industry standard is 7 to 1.
|
|
| |
| |
