Once upon a time, I worked for a company in a small town in eastern Washington state. While it is a beautiful area of the country it is, how do you say… isolated. Like 150 miles from an international airport isolated. Like an hour from the closest interstate isolated. 35,000 people living in a virtual island.
What was my connection to the area? Well, my dad lived there. I had friends close by and I went to college fairly close too. So when I was looking for my first real world HR position, it was on the table as an option. When I was offered the position, it was accepted with ease.
Now I was the recruiter/HR person (or HR/recruiter depending on the day) so when it came to recruiting high level candidates, it came down to three options:
- Getting lucky – We made our own luck of course too but when you’re talking that small of an employment base, it often comes down to timing and luck that there is an available candidate.
- Poaching other high level people – There were only a couple of businesses in town we could poach talent from and you can’t go to that well too often for political reasons.
- Relocating candidates – Moving people from Seattle, Portland or Spokane typically.
Relocating people to our town (especially from a big town) always made me nervous. Like biting my fingernails, tapping my foot, sweating in my office before I made the call nervous. Starting a new job is life changing on its own. Starting a new job in a new city with no established support group outside of work? You’re stacking the cards against them.
Now that I live in Portland Oregon, I’ve heard stories of many people relocating here without a job. That’s nuts to me. Oregon’s unemployment rate is over 10% (worse than the national average). As far as an industrial base, Portland has very little to offer (we have two companies in the Fortune 500 that are based in Portland). People that come without a job come because they want to live here. When I get asked about companies relocating candidates to Portland, I ask two questions:
- Do you have an incredibly unique skill set that can’t be filled by the talent in Portland already?
- Are you a director level or higher in your organization right now?
Companies that aren’t looking for either one of these have a hard time relocating a person (or even hiring a person who wants to relocate on their own dime). So if you’re a web designer or marketer or green energy fanatic or whatever, it is going to be a tough road especially when there are a glut of candidates out there.
Of course, most candidates don’t understand the hesitation (or severely underestimate it) but really is a shared risk factor. It is risky for you to move someplace for a job. It is risky for someone to move you out there for a job. Logical jumps for high level talent still will happen (as an example, a VP from a Fortune 100 company moved to Portland to take a COO gig at a mid-sized company) but some of the stretch relocations I’ve seen done when unemployment was hovering around 5% probably aren’t going to be done now.
Still want to relocate but want to reduce some of the gamble? Here are a couple hints:
- Spouse has a job there – If you are married and your spouse has a job in your relocation target already, this is a huge risk reducer. It may be the most effective way to reduce risk out of anything.
- You’ve been there before – If you’ve lived in a place for a significant time before and are relocating back, you have another big in too (and probably a network in place already).
- You have big time connections there – I’m talking a dozen or so connections already in place before talking relocation. If you have people in your target city on the look for you, this can help dig out unlisted or lightly listed jobs.
- You make big time connections there – Social media is a great place to start the search for relocation connections. If you are establishing contacts from scratch via social media, more effort to reach out by telephone or email is necessary.
For those who have relocated candidates before, what do you think? Has it become harder to relocate candidates in this environment?
March 8, 2010 at 9:22 am
Lance,
I think that you’re spot on with your assessment! I, like many others, have found myself RIFed and a little on the desperate side. I’ll go anywhere in the world for a job, on my own dime and I’m cheap. The problem is that I completely understand the risk and competition in the marketplace from a HR Pro’s perspective. So even though I’m putting the full court press on relo jobs I have little hope.
I’ve also noticed that the standard social networking techniques are being overused by under qualified people which are making HR Pros less open to discussion. The trick is to find some way of helping your networking target with a problem that they have. I’ve gone so far as to source candidates for their openings just to start the conversation.
Great Blog and congrats on your new gig!
Phil
March 10, 2010 at 8:58 am
Thanks Phil!
I think your assessment about social networking is true. Certainly connecting with people through introductions is key to getting in the door (just like almost everything else). The shortcut is the tool, not the technique. I don’t think many people realize that.
March 8, 2010 at 12:28 pm
As an upcoming college who is willing to relocate anywhere in the world (where I can at least tolerate) and often (to keep myself open to opportunities), your article has brought wisdom into my plan. I am a person who is willing to relocate on my own dime for the right opportunities, although I prefer to as I’m fairly broke like a lot of new college graduates. I think the risk factor for the job seeker depends on the comparable likelihood of finding at least half-decent opportunities in either the city/town where the college is located, and also hometowns. For the HR, I think the risk factor for moving candidates over depends on how the city is perceived as a destination living city. For example, a firm located in Rapid City, South Dakota may have a problem where desperate candidates are hired initially, only to find out that they couldn’t stand the place anymore and leave for other places afterwards once experience and reputation have been built up. Just my 2 cents.
March 10, 2010 at 9:19 am
Yeah, when you’re in a remote location, you have to do some reading between the lines when it comes to desperate candidates. I don’t want to stigmatize candidates who would do anything for a job because I think if they found the right job in the right place, it could be a great fit. Employers have to also be considerate of their long term goals. Turnover in a place like Rapid City is going to be even more costly and you’ll have longer time to fill.
March 8, 2010 at 5:16 pm
Lance – Great post on a topic that is not spoken about that much. The other factor that I have seen in why relocations do not always work as planned is that the relocated employee underestimates the impact of not having friends and family close by. You can have the greatest job in the world, but if you don’t have an established social network moving to a new city can be islolating experience. However, in this economy if you do get a new gig that requires relocation it is probably worth rolling the dice and making some new friends…
March 10, 2010 at 9:16 am
The friends and family part is something that Penelope Trunk has mentioned several times in posts and I think that is generally true too. It seems like if there is easy accessibility (via air travel), it is more doable but for remote locations where you might have to drive hours just to get to the airport, it is something you have to think hard about.
March 9, 2010 at 5:33 am
I recruit for a $20B company located outside of commuting distance from any surrounding metropolitan area. An area tour for candidates and their families is a typical part of our interviewing process, and we relocate a great number of our high-level hires. There are many times when a candidate will say that they are interested in moving to NH, but we can tell (based on a number of the factors you list above) that this really won’t be a good fit. The biggest obstacles have become the current housing market and the potential job prospects for a candidate’s spouse.
Thank you this post highlighting a large part of my recruitment process!
Kristen
March 10, 2010 at 9:07 am
Yeah, the spousal job question has to be a huge burden too. Just looking at my own situation, there are only a few places in the country suitable for the type of work my wife does. Relocating to NH wouldn’t mean just a job change but a career change too.
March 9, 2010 at 8:00 am
There were times in my career that I made moves based on one consideration, i.e., salary or opportunity or assuming management responsibility. Location rarely entered into my decision except for one time – when I moved to Florida in 2004 after “quitting” my job. (I actually moved to FL six months before the job ended), and that turned out to be the best of the moves that I made.
Your choice of job location and career is a complicated formula that should include a number of factors, such as location, company culture, salary, career opportunities, degree of cultural activities available, housing options, transportation options (auto, air, rail, public transit) and many others.
Relocation is indeed a risky proposition, but can also be greatly rewarding if done correctly.
March 10, 2010 at 9:11 am
Yeah, there is a high risk/reward factor in all relocations. And certainly when you find that sweet spot and you get someone that works out perfectly, there is nothing better.
March 9, 2010 at 8:52 am
Thanks for all the informative posts Lance – from an unemployed MBA in the death-spiral Sate of Michigan that lost 3 jobs in 22 months (bankruptcy, downsizing, restructuring) I am more afraid of taking another job in MI than in another state.
I understand that companies have reservations about candidates from other areas but if I didn’t think we couldn’t build a new life/support system/friends in that location I wouldn’t be applying.
We would desperately love to relocate to a new location (outside MI) but don’t have the guts to do it without a job, plus I am lucky my wife is a MSW that can get a job in any city in less than 30 days.
March 9, 2010 at 8:59 am
@Mike,
I wanted to respond to you comment. I think that employers are just as concerned about hiring you from MI for a IL job as you are to just move without a job. Sometimes you have to put your $ up to get in. Maybe another option is to get a UPS Store mailbox in the city where you want to live. It gives you a local mailing address. Sure someone will Google it and you might bet burned but most won’t.
Also, If your spouse can get a job anywhere and you’re out of work why not move and have your spouse work while you look? It can’t be a worse situation than you are in now.
Good Luck!
Phil
March 9, 2010 at 9:25 am
Thanks Phil, may try to local address for a couple choice locations.
She has a good job here so that is why we haven’t made the big leap yet.
March 9, 2010 at 10:38 am
@Mike
Keep the faith Brother!! I’m in the same boat in Phoenix where its probably not as bad as MI but its still BAD!
March 10, 2010 at 8:04 am
What you’re describing is quite similar to the challenges Rob Dromgoole (he is speaking at ERE in the Spring) faces is getting people to move his way. He’s in Richland, WA … was that near where you were?
March 10, 2010 at 9:04 am
Yeah, Richland is about 45 miles away from Walla Walla where I was relocating candidates to. My wife went to school right by PNNL too so I definitely understand the challenge. I’ll have to introduce myself at the expo for sure.
March 10, 2010 at 8:08 am
A company relocated me 2 yrs ago to small community in Western WI, and I fell into the situation Stanley Lee described, in less than a year I was disatisfied with the job and my location, and resigned out of frustration. Looking back there were several small signs there might be a problem – the management team turned over while I was interviewing, my visit to the community/job site with HR was brief – I spent more time in a car and airport than on the ground site seeing and meeting key staff, then the relo company tried to put me in corporate housing near Madison, on the other side of the state as they were not geographically savvy on the area. I spent 3 weeks in a suite hotel, with no local relo support since I was not in the market to buy.
With regards to the location, though safe and cozy, the town didn’t offer the lifestyle I was accustomed to, and the timing was right when airline prices went up and baggage fees instated, and it made personal and business travel ugly. Looking back I should’ve stayed in the region because when I initally felt the “buyers remorse” regarding the job, many midwest recruiters where interested in my skills before the height of the recession, but instead I went home for the support system but the best jobs for me were not here and its been tough . Now I am ready to get back out there, and I am using some of the tools described to make myself more marketable and am prepared to make a move without corporate assistance.
March 10, 2010 at 9:01 am
Good on you. While unfortunate for both you and the company that the first experiment didn’t work out, my guess is you learned a ton about the types of areas and opportunities that will actually be more likely to succeed over the long term.