Dan Horne’s Post

𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐑𝐞𝐥𝐨𝐜𝐚𝐭𝐢𝐨𝐧 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬? 𝐋𝐞𝐭’𝐬 𝐌𝐚𝐤𝐞 𝐈𝐭 𝐋𝐞𝐬𝐬 "𝐌𝐢𝐬𝐬𝐢𝐨𝐧 𝐈𝐦𝐩𝐨𝐬𝐬𝐢𝐛𝐥𝐞" As HR professionals, recruiters, and talent acquisition teams, you’re experts at finding the right talent. But convincing someone to pack up their life and move to a new region? Now that’s the real challenge. It’s like telling someone, “Hey, come and work for us in this amazing placed called The Humber!” and then realizing they’ve never heard of Hull, East Yorkshire, North & North East Lincolnshire and they’re picturing something like…......a lot of countryside and a single coffee shop in the middle of nowhere. 🐮 ☕ Well, it’s time to wave goodbye to the stress of relocation and turn “Mission Impossible” into “Mission Smooth Move.” 🚀 Enter Yorkshire & Humber Relocation! We’re here to take the headache and heartache out of relocating talent by providing a full range of services – from Look-See Tours (where potential hires get a chance to check out the local housing, schools, and shops – yes, as we know, Hull has more than one coffee shop but do they? 😉) to full settling-in support. We help your future employees see the area with fresh eyes, showing them that relocating here is more “Aww, this place is amazing!” 🤩 than “What have I done?!” 😔 Want to make relocating talent as easy as sending an email (okay, maybe a little more involved than that)? Contact us today at https://lnkd.in/eXncNZiw. 𝐋𝐞𝐭’𝐬 𝐦𝐚𝐤𝐞 𝐢𝐭 𝐡𝐚𝐩𝐩𝐞𝐧 𝐚𝐧𝐝 𝐡𝐞𝐥𝐩 𝐲𝐨𝐮 𝐠𝐞𝐭 𝐭𝐡𝐞 𝐭𝐚𝐥𝐞𝐧𝐭 𝐲𝐨𝐮 𝐝𝐞𝐬𝐞𝐫𝐯𝐞 – 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐭𝐡𝐞 𝐡𝐚𝐬𝐬𝐥𝐞! Picture credit - Gerd Altmann / Pixabay

To relocate or not to relocate - that is the question. As of late, one of the greatest obstacles in hiring has been a candidate's openness to relocation, and the number of those willing and able continues to dwindle. BEST's Harrison Downing writes on this trend's challenges and shares insight on mitigating this prevalent issue. #BestHumanCapital #BestBehaviors #Relocation #Hiring https://zurl.co/fhDs

Thinking of relocating for a job? 🌍 It's not a decision to take lightly. From family dynamics to cost of living, there's a lot to consider before taking the plunge. Get the lowdown on key issues to ponder in our latest blog. Read More: https://lnkd.in/gS4rx5eQ  #CareerAdvice #Relocation #eliteexecutive #recruitment #executivesearch

Why Companies prefer locally based candidates (and what to do if you are not local) 🌍 Finding your dream job (or any job) can be difficult, even more if the company prefers someone who stays nearby. What's the reason behind this ❓ 1️⃣ Logistics and Cost: 🛩 Bringing someone in from out of town involves relocation assistance, which can be expensive (most companies don’t cover this). Interviewing local candidates simplifies the process and saves time. 2️⃣ Start Date Flexibility: 📅 Local candidates often have more flexibility in their start date, allowing the company to fill the position quicker. No need to pack up and move. 3️⃣ Reduced Risk: 🏣 There's always a chance someone might not adjust to a new location and leave the company soon after. Local candidates are already familiar with the area, reducing this risk. 4️⃣ Culture Fit: 🧛♂️ Companies look for a good cultural fit, and someone who already lives in the area might have a better understanding of the work-life balance and vibe of the company's location. Does this mean you can't apply at all? Not necessarily. Here are some tips: 💡 Address relocation upfront: If relocation is a possibility for you, be upfront about it early in the process. Explain your reasons for wanting the job and your willingness to move. 💡 Show enthusiasm and commitment: Express strong interest in the company and the specific role. Highlight your willingness to relocate for the right opportunity. 💡 Be prepared to relocate at your own expense: Not all companies can afford to pay for relocation. Be prepared to pay for it yourself if you really feel it is worth it. Also, be sure you are ready for the commitment needed during this process. By understanding the reasons behind a company's preference and showcasing your value as a candidate, you can increase your chances of landing the job – even if you need to pack your bags (and pets)! 👜 🐈 🐶 🐦 #relocation #outoftowner #hiringtips

Applying to jobs where you'll need to relocate? Great.  🏠 🛫 As an applicant, the onus is on you to ensure employers it is not going to be a problem. Employers are naturally wary when there is relocation involved as it can lead to delays and there is added risk. It only takes one person changing their mind for the whole thing to unravel and undo weeks or months of hiring time. If you rent rather than own a home, say so. Emphasizing your ease of mobility goes a long way. If you have friends or family in the area you’re relocating to, say so. It can make relocation easier and less stressful. If you don’t have dependents that'll be impacted by the move, say so. Knowing that you have fewer commitments shows you can be more flexible and adaptable with moving. Making these points clear in your profile or interview can give employers confidence in your relocation readiness and commitment. #Jobsearch #Jobmarket #Interviews

I have been talking to a lot of candidates about relocation in the recent weeks The decision to relocate for a job opportunity involves more than just career considerations. It delves into personal aspects that can greatly impact not only the individual but also their loved ones. Questions arise about family, possessions, and schooling, highlighting the need to address the personal situation comprehensively. Moreover, discussions with all parties involved in the move are crucial to prevent any unexpected disruptions. Anticipating and addressing concerns, such as a partner's hesitation, is vital in ensuring a seamless recruitment process for the hiring manager. This emphasis on communication and consideration extends beyond relocation scenarios. Even minor changes, like a slightly longer commute, can ripple through to affect others significantly. Therefore, engaging in open dialogue and aligning expectations with those impacted is key to a successful transition, fostering a smoother hiring process overall. #recruitment #bestpracticehiring #relocation

𝗛𝗼𝘄 𝗰𝗮𝗻 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝘀𝘁𝗮𝗻𝗱 𝗼𝘂𝘁 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗮𝗿 𝗳𝗼𝗿 𝘁𝗮𝗹𝗲𝗻𝘁? 👀 In today’s competitive job market, it’s not just about offering the highest salary — it’s about creating a support system that helps employees 𝘵𝘩𝘳𝘪𝘷𝘦 🏡 💡Companies that go the extra mile with relocation and housing solutions set themselves apart, winning the loyalty and productivity of their employees. Here’s why relocation and housing support matters: ✔️ stress-free transitions: relocation can be overwhelming - simplify the process, and employees can focus on their new role from Day 1😎 ✔️ boosted satisfaction: happy employees = higher retention. A cozy, modern, and well-connected living space speaks volumes💛 ✔️ a global talent pool: show you’re ready to welcome talent from anywhere with meaningful relocation advantages🌍 At POHA House, we partner with companies to provide tailored coliving solutions for professionals: • move-in ready apartments with flexible terms; • vibrant communities to foster work-life balance; • streamlined processes so your employees can focus on what matters most. Let’s turn “workplace perks” into a competitive advantage that truly makes a difference! Reach out to learn how POHA House can help your company win the war for talent. #RelocationSupport #TalentAttraction #EmployerBranding #Coliving #POHAHouse

Relocation is unfair. At some companies, the same employee could receive different relocation support, dependent on the whims of a manager or hiring lead. Relocation policies could be unwittingly skewed to favour a specific demographic (e.g. wealthier backgrounds, no dependents), or not designed to cover all the unique challenges in a relocation from specific destinations. Research indicates that ethnic minorities are less likely to pursue relocation opportunities. That’s massive in terms of DEI! A Mobility Program needs to be designed to address the specific needs and priorities of each individual relocator. How can we do this? In my opinion, the best answer is data. Including but not limited to: Mobility Systems integrated with HRIS to give demographics. Ongoing satisfaction scores to monitor relevance.  Progress tracking to highlight localised challenges for specific cohorts. Vendor and market costs across all moves - so that we’re not undersupporting certain individuals/relocation routes. What other data are people finding essential in making relocations fair at their company?

Relocation

𝐋𝐞𝐭’𝐬 𝐟𝐚𝐜𝐞 𝐢𝐭: 𝐭𝐡𝐞 𝐛𝐞𝐬𝐭 𝐭𝐚𝐥𝐞𝐧𝐭 𝐢𝐬𝐧’𝐭 𝐚𝐥𝐰𝐚𝐲𝐬 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐛𝐚𝐜𝐤𝐲𝐚𝐫𝐝 🏠 While we promote the remote-first approach, we also know some roles e.g., in engineering 👷 require someone on-site.   But what if the local talent pool is limited? 🕵️   𝐓𝐡𝐢𝐬 𝐢𝐬 𝐰𝐡𝐞𝐫𝐞 𝐫𝐞𝐥𝐨𝐜𝐚𝐭𝐢𝐨𝐧 𝐜𝐨𝐦𝐞𝐬 𝐢𝐧𝐭𝐨 𝐩𝐥𝐚𝐲 — 𝐛𝐮𝐭 𝐚𝐫𝐞 𝐲𝐨𝐮 𝐫𝐞𝐚𝐝𝐲 𝐭𝐨 𝐦𝐚𝐤𝐞 𝐭𝐡𝐞 𝐦𝐨𝐯𝐞?   Here’s what candidates might ask: ❓ 𝘞𝘪𝘭𝘭 𝘺𝘰𝘶 𝘤𝘰𝘷𝘦𝘳 𝘮𝘰𝘷𝘪𝘯𝘨 𝘦𝘹𝘱𝘦𝘯𝘴𝘦𝘴? ❓ 𝘞𝘩𝘢𝘵 𝘢𝘣𝘰𝘶𝘵 𝘩𝘰𝘶𝘴𝘪𝘯𝘨 𝘰𝘳 𝘵𝘦𝘮𝘱𝘰𝘳𝘢𝘳𝘺 𝘢𝘤𝘤𝘰𝘮𝘮𝘰𝘥𝘢𝘵𝘪𝘰𝘯𝘴? ❓ 𝘈𝘳𝘦 𝘵𝘩𝘦𝘳𝘦 𝘢𝘯𝘺 𝘳𝘦𝘴𝘰𝘶𝘳𝘤𝘦𝘴 𝘧𝘰𝘳 𝘮𝘺 𝘴𝘱𝘰𝘶𝘴𝘦/𝘱𝘢𝘳𝘵𝘯𝘦𝘳’𝘴 𝘫𝘰𝘣 𝘴𝘦𝘢𝘳𝘤𝘩? ❓ 𝘞𝘩𝘢𝘵’𝘴 𝘵𝘩𝘦 𝘵𝘪𝘮𝘦𝘭𝘪𝘯𝘦 𝘧𝘰𝘳 𝘵𝘩𝘦 𝘳𝘦𝘭𝘰𝘤𝘢𝘵𝘪𝘰𝘯 𝘱𝘳𝘰𝘤𝘦𝘴𝘴? 𝘐𝘴 𝘵𝘩𝘦𝘳𝘦 𝘧𝘭𝘦𝘹𝘪𝘣𝘪𝘭𝘪𝘵𝘺 𝘵𝘰 𝘦𝘢𝘴𝘦 𝘵𝘩𝘦 𝘵𝘳𝘢𝘯𝘴𝘪𝘵𝘪𝘰𝘯?   𝐓𝐡𝐞𝐫𝐞’𝐬 𝐧𝐨 𝐨𝐧𝐞-𝐬𝐢𝐳𝐞-𝐟𝐢𝐭𝐬-𝐚𝐥𝐥 𝐟𝐨𝐫𝐦𝐮𝐥𝐚 𝐟𝐨𝐫 𝐚 𝐫𝐞𝐥𝐨𝐜𝐚𝐭𝐢𝐨𝐧 𝐩𝐚𝐜𝐤𝐚𝐠𝐞. It depends on the company’s size and financial performance, the role’s importance and its impact on the organization. So, what should you consider when creating a package?   𝐑𝐞𝐥𝐨𝐜𝐚𝐭𝐢𝐨𝐧 𝐟𝐮𝐧𝐝𝐬 𝐨𝐫 𝐫𝐞𝐢𝐦𝐛𝐮𝐫𝐬𝐞𝐦𝐞𝐧𝐭? Offer a one-time payment to cover moving, transportation and accommodation expenses, or establish a reimbursement policy where employees submit claims with receipts.   𝐓𝐞𝐦𝐩𝐨𝐫𝐚𝐫𝐲 𝐡𝐨𝐮𝐬𝐢𝐧𝐠 𝐨𝐫 𝐬𝐮𝐩𝐩𝐨𝐫𝐭 𝐢𝐧 𝐟𝐢𝐧𝐝𝐢𝐧𝐠 𝐚 𝐧𝐞𝐰 𝐡𝐨𝐦𝐞? Will you cover temporary housing costs, provide a corporate apartment for the first few months, or help with permanent housing? Supporting the house-hunting journey can make a big difference.   𝐌𝐨𝐯𝐢𝐧𝐠 𝐋𝐨𝐠𝐢𝐬𝐭𝐢𝐜𝐬 Consider offering direct assistance with moving services, like hiring a moving company or organizing vehicle transportation. Alternatively, provide a moving allowance, giving employees flexibility in handling the logistics.   𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐧𝐝 𝐂𝐮𝐬𝐭𝐨𝐦𝐢𝐳𝐚𝐭𝐢𝐨𝐧 Each employee’s situation is unique. Tailoring packages to individual needs, whether it’s prioritizing housing or education support makes the offer more appealing.   𝐒𝐨, 𝐰𝐡𝐞𝐧 𝐬𝐡𝐨𝐮𝐥𝐝 𝐲𝐨𝐮 𝐜𝐨𝐧𝐬𝐢𝐝𝐞𝐫 𝐫𝐞𝐥𝐨𝐜𝐚𝐭𝐢𝐨𝐧 𝐚𝐬 𝐚𝐧 𝐨𝐩𝐭𝐢𝐨𝐧? ✅ When local talent isn’t meeting the specialized skills or experience you need. ✅ When a critical role remains open too long, impacting business performance. ✅ When offering relocation sets you apart in a competitive talent market.   Relocation is about bringing in fresh perspectives and skills that can drive innovation and growth.The right approach could transform your hiring process and lead you to success.   𝐑𝐞𝐚𝐝𝐲 𝐭𝐨 𝐦𝐚𝐤𝐞 𝐫𝐞𝐥𝐨𝐜𝐚𝐭𝐢𝐨𝐧 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐲𝐨𝐮𝐫 𝐡𝐢𝐫𝐢𝐧𝐠 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲? 💭