Mastering the Move: Effective Strategies for Discussing Work Relocation

You've found the perfect candidate for that role that has been open for months. Her background and experiences check all the boxes. She interviews well. The team loves her. 

There’s just one problem. 

She lives two thousand miles away. And though the job opportunity interests her, she’s not sold on relocating. 

Here’s how to handle that conversation. 

As an executive recruiter, I have filled hundreds of jobs in the last decade. At least 75% of those placements have required relocation. Sometimes relocation would mean moving a few towns over, and sometimes a few states. In every instance, the candidate and I have discussed what that move might mean and the concerns accompanying it. According to Forbes: 

• 31% of relocating professionals stress about securing new housing 
• 26% about acclimating to a new community 
• 18% about securing new services (schools, medical, etc.) 
• 17% about making new friends 

With these statistics in mind, here’s how I direct the conversation: 

• “Would you be open to relocation to [Job Location]?” 

Sure, someone might apply for a job located in Dallas, but that doesn’t necessarily mean that they want to live in Dallas. It’s easy to submit an application but much harder to actually pack up and move. Asking this question on the phone or face-to-face via a video call can help gauge a candidate’s true enthusiasm (or lack thereof!) for a move. 

• Relocation expenses. 

Most employers will provide an appropriate stipend to cover associated moving expenses (closing costs on a house, truck rentals, etc.) but some situations are unique. Even if a candidate seems excited to relocate, it’s important to explore whether such a move would be financially feasible. 

• “What concerns or obligations might complicate the move for you?” 

Relocating one person often also involves relocating a spouse and/or children. If a candidate has a working partner, then she or he may also have to consider switching jobs. Would the new location provide the right opportunities? If children, then what about schools? Is it the right time to switch? Other circumstances—an aging parent, volunteer or religious commitments, friends, quality of life, a favorite hobby—might provide obstacles too. Posing an open-ended question like this encourages candidates to reflect on potential problems without violating their privacy. 

That’s the difficult conversation. Now let’s talk the positives. Even the most qualified and excited candidates will experience some doubts when making such a major life decision. As an industry veteran, I’ve come to believe that the most successful relocations happen when the recruiter and prospective employer commit to maintaining excitement for the candidate. Some recommendations include: 

• Prioritize a positive in-person interview experience. 
• Share resources about potentials for community involvement (schools, events, volunteer programs, etc.) and the quality of life. 
• Emphasize the potential for career growth and/or innovative learning experiences that are unique to the role or company 

And remember to pitch the opportunity as an opportunity. Relocation can be a big step, but it’s also an exciting one. Keep positive for positive candidates.  

The right hire will relocate—you just need the right process.