Two Key Things To Do When Relocating New Employees

Picture this: you go to the store to get ice cream, only to find they're out of the flavor you want. Then you go to every other store in the neighborhood, just to end up empty-handed.  You know the next city over may carry what you're looking for. But instead, you go home empty-handed or with something that you aren’t super excited about. You encounter a similar dilemma when you try to find your ideal candidate within a defined geographic area. Avoid this frustration. Broaden your search and be open to relocating new team members. Keep these two keys in mind when you begin this process:

1. Focus first on finding someone with roots.

Young people choose to leave their hometown for the big city, but roots have a strong pull. As they establish a family or as their parents age, a person may wish to return to their roots. Roots refers to any place with which the individual has a connection. This includes the place where they grew up, where their family lives, or where they went to college. Consider a person’s roots when relocating a new employee. If the new employee doesn’t have roots in an area, then there is a good chance they will move on and leave your organization after a couple of years. However, it can be difficult to find people who already have roots in your area. If you can’t find someone with roots in your area, minimize the risk of of losing a relocated employee by implementing Key #2 below. 

2. Intentionally create connections.

A person may not have roots in a new area. In this case, it is important to create local connections. After relocating, a person forms a sense of belonging by integrating into the community. However, it is often easier for your new employee to settle in than it is for their family. When your new hire first relocates, they likely will be excited about their new work community and the new challenges the role offers. Long hours at the office may be standard for awhile. While this may be great from a business perspective, it can leave their family feeling disconnected. In order to help everyone integrate into the new area, be intentional in helping both the new team member and their family get connected. Inform them about interesting things to do in the area. Or, provide tickets, coupons, or gift cards to encourage them to experience new things. Consider having other team members reach out to the new member and their family. Early action and connection is important because, as with most things, it is hard to overcome first impressions.  

Final Thoughts

In conclusion, when it comes to relocating, first try to find someone with local roots. If you can’t find someone with local roots, be purposeful in connecting your new employee and their family to their new home. This will make the transition easier and will ultimately help you retain great new talent. If you’d like to discuss your recruiting challenges, feel free to contact us.

Written by Mark Whitman

Mark Whitman is the founder of TeamBuilder Search. Mark’s mission is to help clients recruit the top five percent of digital marketing executives, taking great satisfaction in helping clients out-recruit their competition. In the process of fulfilling his mission, he takes great care to help digital marketing leaders elevate their careers. People say Mark owns a recruiting and staffing company. He says he owns a life improvement company. To learn more about Mark visit our Leadership page.
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