Global recruitment and relocation

Anyone who doesn’t ask about relocation support in the interview could experience a nasty surprise

When recruiters consider what potential talent around the world wants, they typically focused on pay, development opportunities, work/life balance, the level of challenge, job profile-personality fit, increased influence, greater job security, or a more attractive location. Everyone understands that career paths have become more fluid and that soft factors have gained in importance.

According to the LinkedIn study "2015 Talent Trends," the proportion of candidates actively looking for a job has increased by five percentage points to an astonishing 30% in just one year. Well-educated and experienced workers around the world are actively seeking a way to improve their lives. And we're talking about globally available job candidates.

Active job seekers aren't always unhappy, but they can become so if they accept a cross-border offer. After all, there are five main reasons why global relocations fail. The LinkedIn study shows that applicants from Saudi Arabia (51% of all applicants), the United Arab Emirates (48% of all applicants), and India (45% of all applicants) in particular predominantly exhibit active job search patterns when it comes to finding a job. They find good schools and universities in their countries, but too often too little room for personal growth and development opportunities. Societies are too rigid and inflexible for this. But even in Japan (20% of all applicants), the Netherlands (19% of all applicants), and Taiwan (19% of all applicants), a significant proportion turn to the search for improvement.

Professional social networks have taken a surprising second place among search channels used by young and experienced professionals to seek new opportunities (56% of the total). However, traditional job boards retain their leading position (60% of the total). Most people looking for a new position expect precise information when a recruiter contacts them: role responsibilities, reasons why they are interested in this particular company, salary range, company culture, and much more.

But why do so many forget to ask: Where is the relocation assistance? As word of mouth becomes an increasingly important source for gathering information about global job opportunities, it's hard to understand why this aspect of applicant acquisition remains untouched. Young professionals moving to a foreign country shouldn't fool themselves into thinking that their new, fantastic income will be enough to cover all the expenses of obtaining a visa, moving, finding accommodation, and settling in. Many people only realize the true, and often disappointing, purchasing power of their income when they start looking for an apartment. For those with families, it's a real bummer. After testing yourself to see if you're a suitable candidate for going abroad for a job, it's inevitable not to forget that Bangalore isn't Berlin, and Cairo isn't Munich—even if it's the best job ever!

Job applicants should ask about relocation support. The modern recruiter will not avoid this question, but will address it head on. The alignment of culture, ethics, and mission to serve people makes it inevitable that an employer also addresses the technical and psychological aspects of relocating newly recruited employees. In fact, this is not a minor matter; it is part of a welcoming culture and a sensitive and effective onboarding strategy for employers who hire professionally.

Applicants should ask for support in their new location and make this an integral part of the interview. It's not uncommon for startups to offer no assistance at all with finding accommodation or settling in; they rely on the "survival of the fittest." Anyone who truly wants the job and proves themselves within the company has to take care of themselves. But here, too, a shift in thinking is emerging; the best candidates can now choose their employer. And anyone who can offer candidates relocation services has a clear advantage.

If, according to the LinkedIn study "2015 talent trends," 411% of applicants say it's important to them to get to know the company culture on the day of the interview, then these applicants should ask themselves: Who will support me in getting a visa, finding an apartment, and settling in with my partner/family? It's about focusing on my job from the very first day.

If you'd like to learn more about the efficiency of today's relocation services, attend one of our free workshops. We're currently offering "Relocation 2.0," which provides insights into the latest relocation trends, and "Visa & Immigration." Contact us for current information or register now!