Many people looking for positions are considering relocation and some of those people are finding difficulty from HR not wanting to do relocation (especially when a person can be found at the local level). Everyone (and I mean everyone) assumes it is the cost of relocation that is so off putting to companies. Let me tell you something: that’s not the (biggest) issue.

The biggest issues to me are threefold:

1. If the employee has no history with the organization and it doesn’t work out, it is going to be a long, resentful year or two before the person builds up their network enough to get another position. Also, considering relocation contracts typically require a year of service before costs are forgiven, it can be brutal for them.
2. If they’ve never lived in the area, there can be major issues. Perhaps they have kids or an ill parent in another state. If they have no connection to your area except the job, prepare for the worst. Even with any penalties for leaving early, they may be willing to move out.
3. You have a person who is excited but the spouse pulls the plug on the deal (this can be pre-offer, post-offer or even after they start). Don’t forget that these days, it is likely both spouses have careers to tend to and relocation can be extremely stressful on the person that is getting moved without a job.

In a past position, we had to worry about relocation all of the time because of the relative isolation of the company compared to major cities. Here are some ways to cope with the pains of relocation if you go down that path:

1. Target spouses relocating to the area already. If a wife is transferring to a new position in your area, you can target the husband and see if they fit into any of your positions. We made connections with real estate brokers and the chamber of commerce/relocation center to make sure we were top of mind whenever someone new moved to the area.
2. Partnerships with other companies. If you relocate a spouse, helping the other half find a position is vital. You can instantly increase their network with local companies that fit the person’s background by being able to introduce them to local businesses.
3. Helping during transition. So much emphasis is given to the act of relocating, some companies really deemphasize the transition once they are settled. Helping them with schooling (for children), real estate, rentals, storage, etc…

What other things do you think are important in relocation?