Imagine this scenario- one day you get a call out of the blue from a recruiter who wants to talk about the perfect position for you. You’ve heard this one before except this time- it actually appears to be true. Sourcing Director at X Fortune 500 company!
The role is your ideal vehicle out of middle management: the chance to hire and lead a large global team, double the spend management and decision-making responsibilities of your current role, and a tangible career path that allows for rapid advancement within a growing, yet established organization. Not to mention, this role offers a hefty bump in pay. Opportunities like this don’t come along often, but there’s a catch the position is on the other side of the country! Nevertheless, you decide to interview.
Fast forward a month or so- you have just completed the interview process and now your interest level is at an all-time high, when you receive word that a job offer will be coming soon! All signs are pointing to an acceptance, but there’s one question left to answer- will you relocate your family for the role? Relocating for a new job can be a scary topic to broach. Like any major change, moving to a new area is a risk- one that can pay off or come back to bite you.
When faced with a situation like the one above, there are several factors at play when you consider making a move. A few big ones come to mind like cost of living adjustment, landscape (major metro, suburbs, rural), and future growth opportunities within the organization or elsewhere in this location. When family is involved, those questions/concerns can multiply: school rankings and safety, quality of life, career opportunities for spouse, proximity to parents, etc. all are important. That’s certainly a lot to swallow so it is important to discuss the implications early and often with those affected by the potential move to gauge whether it’s feasible.
Looking at it from the other side, top talent is hard to find and companies often have to look out of market to find it. By doing so, they incur a lot of risk as well by often making significant investments in relocation assistance and taking a chance by transplanting someone in hopes that they’ll flourish in a new environment. We are seeing companies and prospective employees both take the risk because it can be worth it.
When all of the factors we’ve discussed on the candidate side have been evaluated, the internal stakeholders are on board, and an opportunity truly fits, relocation can be an EXCELLENT move for one’s career. From our experience, most Sourcing executives have changed cities, states and sometimes even countries throughout their careers as they’ve accepted progressing roles, citing those diverse experiences as key to their personal and professional growth.
Meanwhile, employers often receive much more motivated and committed employees, since they’ve invested a lot by uprooting to join the organization, who in turn may be more talented than potential candidates from the local market.
In conclusion, relocation is not a decision to be taken lightly- it should be treated as an ongoing conversation and looked at holistically. That being said, it can be an excellent strategic move and in some cases, necessary for an individual’s growth.