"Will not relocate" - Implications for Recruiters in 2024

In recent years, recruiters and employers have seen a dramatic uptick in job seekers solely choosing remote work. 

While the perks and proven benefits of remote work environments rival those of on-site work, the lack of job seekers who are willing to relocate creates a challenge for recruiters.

Today, we will explore how the increasing pull of remote work affects recruiters. 

A Remote Work World

Many workers favor remote work because they feel more productive and engaged than they did with on-site work. Not to mention, remote work rarely requires relocation, parents can avoid expensive costs like daycare, and workers can attend their dream jobs from the comfort of their own homes.

Unfortunately, many jobs have begun reintroducing on-site or hybrid work environments, meaning relocation for job seekers. 

In the past, many workers would have jumped at a chance to relocate for their dream job. However, the downward trend of relocation hurts job seekers, hiring managers, recruiters, and the hiring environment as a whole.

According to a study conducted recently, in the 1980s and 1990s, nearly one-third of job seekers were willing to relocate. As of 2023, that number has shrunk to 1.6%.

While many professionals blame the pandemic for the increase in remote work and the lack of workers willing to relocate, on-site work was already phasing out in the early 2000s. 

The 27.39% decrease between the 1980s and the current day is a result of several factors including rising housing costs, inflation, a fluctuating job market, and more. 

However, employers are phasing out remote work environments. Several workplaces have issued company-wide statements reinstating hybrid or on-site-only workplaces.  

A recent study found over 39% of companies operate in a fully remote work environment as of 2023. This is a drastic change from the 73% of remote companies in early 2022. 

What does this mean for the future of recruiters?

The Future for Recruiters

If you feel the pressure to ‘sell’ a hybrid or on-site job listing, here are a few practical steps you can take to find the perfect candidate. 

Make the Expectations Clear

When interviewing candidates, clearly state the job’s on-site requirements. If you try to mask the fact that you’re recruiting for an on-site job, you might waste your time on someone unwilling to relocate.

Know the Facts

Mention if the job provides a relocation package or severance. You can also inform your candidate about any hybrid opportunities the company provides. 

Drive the Benefits and the Brand

Although the work might not be remote, let your candidate know about all the opportunities and benefits of working on-site versus remote. Maybe the position comes with benefits or is run by one of the most well-known names in your client’s industry. Note the benefits and inform your job-seeker about them. 

Don’t Force it

If someone is not open to relocation, cut your losses. No matter how wonderful the opportunity, packages, or benefits are, many job seekers are firmly against relocation. 

Remember there is a Right Candidate

Although it might be discouraging, you will find the perfect candidate for the job who is willing and excited to relocate or work on-site. Don’t give up and keep your head held high.