One of the biggest challenges for building materials organizations is the sourcing of talent that is outside of their geographical landscape.
For many of our clients, the risk and variables involved in this proposition are simply too high to accept. (Let’s face it…most companies are risk averse, and this seems to only increase in proportion with the size of the company.)
Will the cost and effort incurred by the company, candidate, and all involved, lead to a successful long-term employee?
As the construction and building products market continues to strengthen and surge in North America, and competition for people with specialized skills continues, relocation will inevitably become something more and more organizations will have to consider. The pandemic has made many organizations consider virtual solutions but, in many cases, “boots on the ground” is still the preferred option.
On the employee side of the equation, the risk is certainly magnified more on the personal side– life sometimes gets in the way! Relocating your family, adjusting to a new community, and physically moving home are obviously big ‘life decisions’.
Here are some quick tips to keep in mind from Rebecca Knight – “How to Decide Whether to Relocate For A Job” (Harvard Business Review 12/18)
Principles to Remember:
Do:
- Think about the decision as an identity choice. Ask yourself: Who do you want to become? What kind of family do you want to be?
- Make your partner’s happiness a priority.
- Propose a temporary stint or job swap to test out the new location.
Don’t:
- Only focus on the immediate consequences of the move. Consider how it will impact you, your partner, and your children in the long-term.
- Ruminate all alone. Solicit advice from trusted peers.
- Overthink the decision. If you go for it and you’re unhappy, you can come home. If you decide against it, have faith there will be another opportunity down the road.
In the end, there is a much higher Risk – Reward Quotient for both parties involved in a relocation. With the increasing demand and limited simply of talent, it is inevitable relocation will become more common. There is always a multitude of variables to consider for both employer and employee. Having an open line of communication between both parties accentuated by a neutral, third-party professional Recruitment Agency is often the best solution. Experience in these situations is often the determining factor in creating a successful long-term. DMC Recruitment has proven experience moving candidates regionally, nationally, and internationally. If you would like to discuss how we can assist in the identification, sourcing, and relocation of talent please call us today for a confidential conversation.
