Jeremy Johnson, an IT recruiter for EHD Technologies, has a new guest blog post this week about handling relocation in your job hunt.
Handling Relocation in your Job Hunt:
Let me start this off by saying this: if no one ever relocated for a job, the world would be a more boring place. The fact that people move around, meet new people, live in new places and experience new things is a cool thing. Not for me, anymore, thank you. I’ve done my moving and my family and I love Kansas City. This is home, and I’d like to stay. But, I digress.
Yes, I know some people move around, some people even like to move around, and still other people will never move around. But, as a recruiter, I deal with the relocation topic all the time. Not with people actually relocating, but I do get applications from people all over the country. How do I feel about that?
Well, it’s a mixed bag. If I find someone with great skills that would represent me and my company well, I’m pretty darn motivated to try and get them in front of my client. But, when I have a Desktop Support position in Kansas City, and someone out of Minneapolis applies to it, I don’t get too excited – even if they’re a perfect fit. Here’s why.
Hassle and risk.
That’s what my clients are thinking when dealing with out of town candidates. So, that’s what I think about, too.
The problem is that a lot of job seekers say they’re open to relocation, but they haven’t really thought it through that much. They’re open to the idea of it, but when the rubber meets the road, will they actually move? When they get the offer, and then start to think about all the logistics, of leaving family behind, of possible expenses, that tends to make things real pretty darn quick. The last thing I want is a candidate who’s committed to everything until the offer, and then reality sets in and they get cold feet. It happens and it ain’t fun – especially not for a recruiter telling a client that this candidate they swore was committed to moving actually isn’t.
Also, the whole interview process is way more inconvenient for a company when considering someone from out of town as compared to a local candidate. What if their interview process is two face-to-face interviews and then a final meeting with the whole team? Well, someone wanting the job from 500 miles away throws a huge wretch into that process. And if they do consider someone face to face, now they’re coordinating travel, thinking about reimbursement for that travel, and just the logistical and timing difficulties of it all. Then, there’s the whole moving part. Do you have to sell a house? Do you have to leave your family behind for awhile? Will it be a month – or two – before you could even arrive to start your new job? Lots of question marks that hiring managers don’t like to wrestle with.
Don’t get me wrong, for the right skill set – especially a coveted one that’s impossible to fill – companies are more likely to go through this. But, if it’s a position where the local candidate pool is pretty healthy, out of town candidates are going to have a tough time convincing that prospective employer to offer them the job – or even to spend time on them at all.
I understand that’s not the case for everyone. A lot of people have specific reasons for getting specific places. If that’s the case, say it loud and clear to the prospective employers in the area you’re targeting. If you have a selfish motive to get to that locale, your risk factor drops.
When I get an application from a well-qualified person who is out of town, I’ll respond and just ask point-blank, “Are you trying to get to Kansas City specifically?” If the answer is ‘no,’ then I’m going to have a hard time convincing a client to invest their time in that person, and I’m going to be afraid that if push comes to shove, they wouldn’t move here anyway.
Just because you’re open to relocation – whether it’s wanting a change of scenery or feeling it’s what you have to do to get a job – doesn’t mean that the person on the other side of the fence is going to give you the same consideration as someone local.
So, how do you increase your chances of getting considered?
First, know about that location and what attracts you to it. If there’s been no thought process behind it, you’re not going to get far.
Second, if you can relocate on your own, without relo expenses, offer up that information. Make it as easy as possible for that company or hiring manager. Take away all the obstacles you can. If you can’t, I get it. Moving isn’t cheap.
Third, if you’re within reasonable driving distance to the new location, offer that you’re more than willing to come to town for face-to-face interviews. Flying is a whole other can of worms. For lower to mid-level positions, companies are usually reluctant to foot the bill to fly you in for a visit. That can even be the case for higher level positions. Bottom line, the expense is an issue, and companies don’t want to pay it unless they feel they have to.
Fourth, do your best to be accommodating to interview schedules. I know this is easier said than done. I get that. But, this goes back to the hassle part of the equation for employers. If getting you through their interview process is going to be way more painful than other local candidates being considered, they’re going to lose interest in you. Remember, hiring managers’ real jobs aren’t to hire people. They actually have a specific job to do for that company, and that’s where they’d rather spend their time. They only hire because they have to. It’s necessary. So, they’re juggling time commitments, and interviewing takes away from all the other fires they have to put out each day. Don’t make it harder for them if you can help it.
Fifth, never forget that if you’re applying for a job out of town, that employer, hiring manager, HR manager or recruiter isn’t first concerned about your fit for the job. They’re first concerned that you’re out of town. Keep that in mind so you can try to take away those issues of hassle and risk that they’ll be mulling over when considering you as a candidate.