Relocation Issues in Today's Tough Job Market -- Who Will Pay?Written by Elizabeth Kirwin
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As dastardly as it may sound, many companies are forgoing interview and relocation expenses for new employees since budgets are tight. “Let’s face it, relocation adds cost to a company’s recruiting efforts,” said Mr. Hall, “and financial decision makers do not want to spend extra money on relocation.” So how do companies still manage to hire top talent onto their team? “They often look locally for employees first,” noted Steve. “Then a company may cover a one hundred mile radius, which is considered a commutable distance. Once these outlets are exhausted, they may launch a search in a multi-state area.” Knowing these tactics exist, perhaps job seekers would be better served to seek employment within these distances first. Or, if job hunter is willing to relocate, then individual must entertain idea of paying their own relocation expenses. Costs for company relocation can range from $3,000 to $20,000. “Some companies are still willing to pay relocation fees,” said Mr. Hall, “because they see a good employee as a wise investment. But it is not uncommon for potential employees to pay for their own relocation these days.” It’s a hard pill to swallow, especially for job seekers who are on tight budgets themselves after a six-month to one-year or longer stint of unemployment. But cutting costs for companies now means passing it on to job seeker. Perhaps sensing desperation on job market, companies have decided they can now ask this of potential employees, without even a nod of disapproval from anyone. What is best approach for job seeker who is willing to relocate in order to continue to work in their profession? “Speak to your family or those you cohabitate with first before applying to other areas, and see how they feel about move,” advises Mr. Hall. “Ask some important questions of yourself. For instance, Is it within your financial budget to consider paying to move yourself and your loved ones?” If answer is yes to all of these questions, Mr. Hall recommends job seeker proceeds with an interstate search. “Don’t wait until job offer appears before weighing these considerations,” he reiterated.
Elizabeth Kirwin is a professional freelance writer and educator, based in Asheville, North Carolina. She has published articles natiionally in newspapers and magazines.
| | Three Ways to Transition to a New CareerWritten by Steve Hall, Certified Personnel Consultant
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Transferable Characteristics as an Employee: - complete projects on-time and within budget - work well with people - reliable and dependable - follow-through skills - computer skills Highlight Former Profession Do not overlook generic qualities of your former profession, when presenting yourself to a potential employer in a new field. These include verbal and non-verbal aspects of communication, and are considered portable skills. If you feel you are lacking in some of these key areas, then think about acquiring these skills through training. I have often recommended something like Dale Carnegie’s course, “How to Win Friends and Influence People.” If cost for this course is prohibitive, then consider acquiring some books or audio tapes which help to build these skills. To maximize success in your new field, I suggest that during education or retraining process, you become a member of a professional organization. Plug yourself into an association, either local or statewide, related to your specific industry niche. Go to monthly meetings. Get to know people. Start selling yourself by way of relationships and friendships. By time you’ve finished your education, you’ll have a network of people who will be aware of your skills and availability. Select any one of three methods I’m recommending, or combine aspects of all three. You’ll be well on your way to landing a new position. Your new field might not open up to you right away, but if you are persistent about it, you should be successful.
Steve Hall has been a professional recruiter with Find Great People, in Greenville, South Carolina, for 14 years. He specializes in IT and manages consultants in apparel, finance and health care. Steve has a 3 to 1 interview to hire ratio. Visit http://www.findgreatpeople.com to find out more.
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