Ten Steps in Successful Relocation Recruitment.

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An experienced managed services provider will bring this, and other critically important value-adds, to the table

TA-related location analysis

“Location, location, location” also applies very much to talent acquisition. The recruitment consultant needs to provide honest advice and design the project around your specific objectives and within the constraints. A company’s new location, while bringing other benefits, may present recruitment challenges. For example, a life sciences company that is located relatively far from a sector hub will have greater difficulty in filling roles within a short timeframe: first of all because there are fewer local candidates and secondly because there is a greater risk (or at least, perceived risk) for candidates who relocate: what happens if things don’t work out?

 

These are the potential “negatives” but there are many potential “positives” that recruitment consultant like M3S can help you identify. Not all candidates want to be in a sector hub: in fact, top professionals are confident of progressing their careers wherever they are, and often choose to relocate based on quality-of-life considerations.

 

Second, the nature of the work on offer may be a major incentive: again, if we take science companies, working on a niche project where the candidate feels s/he could make a real difference will be a compelling reason to pursue an opportunity.

 

Third, many high quality overseas candidates may be attracted by the opportunity to experience a new culture. And fourth, financial considerations such as cost of living could make all the difference. These last two factors are often critical to acquiring talent for demanding hourly paid roles, such as in a customer or shared services centre.

 

Employer branding

A challenge that is frequently encountered when companies relocate is that they have a good brand reputation in existing geographies but not in the new one. Your project recruitment partner can work to define the company’s employee value proposition and fully understand its corporate story. It can then serve as your brand ambassador and sell the benefits of a career with your company to candidates who might not have considered it in the first instance. For example, in the IT sector this might involve explaining that you are using the latest technologies and/or that the role will involve working on large or interesting development projects in areas such as data analytics.


As well as direct engagement with candidates, blogging and social media can help spread the word within target professional communities.

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