More productive work time, and Less non-productive face time.

Companies Getting More Creative To Relocate Unwilling Execs
CLO - Magazine

Radnor, Pa. — Dec. 10
With executives increasingly reluctant to relocate for a new job, employers are being forced to become more proactive and creative in their efforts to persuade top talent to move for a new position, according to Salveson Stetson Group, a full-service retained executive search firm.

“Over the last decade or so — and especially since 9/11 — it has become increasingly challenging to get employees to relocate for a job,” said Sally Stetson, co-founder and principal of Salveson Stetson Group. “Not only does the position need to be compelling, but candidates are requiring the total relocation package to be outstanding, as well.”

One new wrinkle having a major impact on relocations is the current depressed state of the housing market, said John Salveson, co-founder and principal with Salveson Stetson Group. “One of the first questions we often hear from an executive presented with a relocation opportunity is, ‘Great, but will they buy my house?’”

Companies interested in moving an executive may find that part of the price needs to include the purchase of the candidate’s home, or creative funding to compensate for the poor real estate market, Salveson said.

Other trends that relocating candidates are likely to see from companies courting them include:

• A strong push to pre-sell the new location. “Companies are finding they must become much more proactive in helping candidates understand the features and benefits of a new city or community,” said Stetson. “It’s important that a job candidate get a full picture of the quality of life in the new location early in the process. Employers don’t want to find at the eleventh hour that a candidate is never going to warm up to a new region of the country.”

• An effort to identify and engage all stakeholders in the decision to relocate. “It’s important for employers to identify all of the parties who are participating in the decision to relocate,” said Salveson. “Is it the candidate? The candidate’s spouse or partner? Both of them? Many employers have discovered too late the veto power that a high school junior can hold over a decision to uproot an entire family.”

• Employers’ willingness to consider telecommuting as an alternative for employees who are unwilling to relocate. As the talent shortage intensifies, more employers are considering flexible arrangements that don’t always require executives to work out of the headquarters location, Stetson said. But, she added, employees often end up traveling more in order to have “face time” with their employer and colleagues.


For more info: http://www.ssgsearch.com