Addressing Company Concerns

What would you do if you found the perfect job, but couldn’t convince the company that you were the best candidate simply because you had to relocate for the job?  This happens all too often because relocation candidates already may have one strike against them and may have to work that much harder to show that they are worth the added risk and investment.

Consider the scenario from a company’s perspective: relocation is not cheap. A company may pay a substancial amount of money to relocate a new employee, especially if the person is a homeowner. Companies also know that for a relocation to be successful, it requires a smooth transition for both the candidate and the candidate’s partner and family. With so much at stake, how can you overcome some of the objections that are involved with relocation from a company’s viewpoint, and convince a company that you are indeed serious about making the move?


Overcoming Companies’ Concerns
You may think that relocation issues are only the concern of the person seeking to move, but companies have immense apprehensions as well. Before committing to relocating a potential new employee, companies want to know:

Is the candidate serious about making such a move, or is the candidate merely window shopping?

Your reasons for moving need to be substantial to convince the company that you are not simply testing the water. “You must be able to clearly articulate to a company your reasons for the relocation,” says Sue Kanrich, Sr. Operations Consultant of FPC. Is the economy better where you are looking? Are you and your family seeking a change of pace or believe that the new area offers a better environment? “The candidate has to effectively establish that they are serious and committed about the move.” notes Kanrich. Remember—no company will dedicate its time and resources to a relocation effort just because “the weather is nicer” in the new location.

To further impress the company of your serious intention, make sure that it knows if your partner is actively seeking a new position as well.   Communicate to the company that you have thoroughly researched all the benefits the new area has to offer for your entire family.  A company is less likely to be concerned that you and your family will stay in your new locale if it knows that you have looked at the long-term picture.

Has the candidate taken into consideration cost-of-living issues?

Companies want to know that you have examined the financial ramifications of moving and can afford the new locale.

• What is the average income of your job in your targeted area?
• What is the average income of your partner’s job, if he or she works?
• What are the costs of housing and everyday living expenses?
• Can you and your family continue to maintain your current life?
• Are you willing to make adjustments if necessary?
  

“If the cost-of-living will be lower in the new area, then that is a plus that should be pointed out during the interview,” Kanrich says. But what if it’s higher?   Kanrich suggests that a candidate presents to a company the advantages to be gained from the move. For example, Kanrich offers, a candidate can say something like “We’ve researched the comparable cost of living from where we are to your location, and the higher cost-of-living is offset by (fill in the blank): better schools, better environment and the career advancement your opportunity will offer me.” If you can show that you researched the area and believe that the move is worth it in spite of a concern and that you are able to make the necessary adjustments, you’ve eased the company of one of its chief concerns.

Will the candidate and candidate’s family like the new area? How much do they know about it?

Another major worry companies have is the impact of relocation on not just the candidate, but the candidate’s family. Companies know that for relocation to be truly successful, all parties involved must be satisfied. If the candidate is in a dual-career relationship, relocation often means that the partner will most likely be giving up a job to make the move. If the candidate has school-age children, the quality and process of adjusting to a new school may be a concern which should be addressed.

Companies prefer relocation candidates who have knowledge of the targeted area and who can convince them that both the candidate and the family will be comfortable in their new surroundings. “There are many things a candidate can bring up to alleviate a company’s concern in this area,” Kanrich points out. “Candidates can say to a company ‘In researching information about the area, we became very excited about a number of things (fill in the blank): more cultural activities, more outdoor activities, the high level of education available at public schools and better higher education options.” Include whatever makes the area more attractive to you and your family.

If you already have contacts in your targeted area or are a frequent visitor, it would be smart to introduce that in the conversation—“I travel (or have traveled) here frequently to visit my sister (or any family member, friends and business associates) and am familiar with the area.” If your research shows that the area is growing in terms of your industry, comment “My sector is projected to grow by 12% here in the next couple of years, and my family and I are excited by the future prospects.” You want to convey that you have some familiarity with the new place and believe it provides robust opportunities for you and your family.

As you can tell, answering these questions requires research and a bit of soul-searching. But taking the time to do this illustrates to the company how seriously committed you are about the relocation, thereby potentially catapulting you to the   top of its list. Make sure that you bring up these issues during the interview, even if the interviewer doesn’t. These are genuine concerns that many companies have about relocation candidates; by allaying their fears you should be able to convince a company that your interest runs more than skin deep.

Wrong Moves to Make (What You Should Not Do)
You’ve done all the research on the targeted area and are convinced it’s perfect for you and your family. You may even have been offered the chance to relocate. You are ready to move! But before you do, make sure you do not make some of the following mistakes.

Offering To Pay All Relocation Expenses

Don’t volunteer to pay relocation expenses. Remember, if you have the right qualifications and have proven to the company that you’re fully committed to the move, chances are great the company will want you. And companies that want you are more likely to pay your relocation expenses. Also, keep in mind that when you work with a recruiting firm such as FPC, potentially sensitive topics can be discussed with the company on your behalf.

Overplaying Your Enthusiasm for the Job Based on the New Location

“It sometimes is a matter of concern if a company feels that you are more enthused about the geographical location rather than the opportunity to work for them,” says Kanrich. So while it is certainly essential that you make known your interest in the new area, don’t forget that that’s not why a company wants you there. Make sure that you express how and why the job will be a positive step in your career and what you look forward to contributing to the company.

Moving Without Your Family

Here’s something companies do not want to hear: you will be moving first, followed by your family later. Why? Because you still have emotional ties to your old home and a company investing in you by extending you an offer wants to be reassured that you are equally committed to them. So whenever possible, make the move together. Remember that your FPC recruiter can be an invaluable intermediary in arranging for a time to relocate that will be mutually beneficial for both you and your family as well as your new company.


The Final Word: How FPC Can Help
As you can see, relocation involves many facets, but it need not be stressful if you partner with the right recruiting firm. When you work with an FPC recruiter, you can become knowledgeable about all the factors in job relocation. With FPC’s nationwide network of recruiters, you get assistance not only with all the information on relocation for your new career opportunity, but also for the needs of your family members so that everyone feels ready to make this move.

FPC has relationships with relocation experts and access to accurate cost-of-living information. And, your FPC recruiter will work with companies to reassure them that you are ready for your next career step. We will negotiate any sensitive topics that may arise, such as relocation expenses, salary and when to move. 

Read the article, "Relocation Assistance."
Read the article, "Overcoming Your Family's Fears When Relocating for a Job."