May 9, 2019

Resources For You To Hire Relocation Candidates

by Mary Newgard

The unknown is the scariest part of the hiring process, right? What is the person really like in their current job? Is everything on their resume accurate? Will they be able to perform successful with our company?

Relocation compounds these fears for a lot of employers. It’s a whole other ball of wax in terms of logistics, cost and commitment. However, do not let concerns about relocation:

  • Prevent you from expanding your geographic reach to source talent
  • Force you to choose a less experienced candidate just because they are local
  • Adopt stereotypes that relocation candidates cost more to hire with poorer retention

It is common within the insurance industry for people to relocate for their next career opportunity. This comes through internal promotions, acquisitions and changing employers. The following information will position you to understand a candidate’s unique situation and allow you to identify the property resources once an offer is accepted.


  1. Do you have any ties to our area?
  2. Please define the characteristics you’re looking for in a community.
  3. Are there any particular interests (recreation, academic, etc.) within your household that factor into the decision?
  4. What economic factors need to be considered? For example, will a spouse or dependent need to find a new job. What is their profession?
  5. What is your residence situation? Do you own or rent?
  6. What are your expectations on relocation assistance from an employer?

Remember to continuously check in on the candidate’s expectations to be certain nothing has changed. Also, these conversations help you explore where things stand on buying power between their current and prospective location.


AVOID SALARY SURVEYS. Utilize cost of living comparison resources. Here are three you can review and share with job seekers.

  1. Bankrate: Cost of Living Calculator
  2. CNN Money Cost of Living: How far will my salary go in another city?
  3. Cost-of-Living Wizard

As the authority on the local market, candidates may have the impression that you will cover cost of living differences. Unfortunately, that is simply not realistic. That’s where having resources, an understanding of the buying power and motivation is hugely important.


Once you move into an offer pending situation, schedule time to discuss details surrounding relocation. Revisit the previously discussed questions from above. Ensure everything remains consistent to avoid surprises in the final hour.

Lease Versus Own: 

  1. LEASE:Is there an early lease termination clause? If yes, what is the financial impact on the candidate? This could be offset in an offer by way of sign-on.
  2. OWN:Do you have resources to help the candidate sell the house more quickly?

Special considerations for the family: Significant other/spouse, children or adult dependents that need considerations like a career move, finishing out the school year, assisted or medical care, etc.

Relocation assistance: Will you offer any? If there is a big gap between what they request and you can offer, address the issue head on. Firm requirements and a wide chasm may end the process. If it’s inevitable it’s better to know this before formalizing an offer.

Trusted Resource: Schedule a visit for the candidate and their family to visit the area prior to extending the offer. You can always extend a contingent offer too. Connect them with trusted resources (realtors, school administration, faith and community based contacts) to address issues important to them understanding the viability of the move.


If all continues to match up well, this is a good time for the introduction of a Relocation Coach. Candidate relocation support can be provided through third parties, companies such as Recruiter Relocation:

Pre-decision Program and Pre-Hire Tools: No cost to employers. The program gets involved very early in the relocation process before a final decision to move occurs. The program helps prepare potential transferees and their families for the impacts of relocation. Adding the pre-decision to your relocation program will reduce failed relocation and help discover any potential home sale issues, streamline house hunting trips, and minimize policy exceptions.

Post-Offer Program: No cost service menu for candidates who have accepted a new job and now must relocate to a new destination. The program provides a dedicated Relocation Coach who manages every aspect of the move and eases the administrative burden of relocation for the candidate. This program saves the hiring company and candidates time and money and greatly reduces the stress of moving.


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