A recent Wall Street Journal article chronicles the decrease in the number of people who are willing to relocate for jobs. Several years ago, moving to a new place for a job was commonplace and the thrill of going somewhere new was often among the reasons for the move. That trend has waned, though. Today, fewer and fewer people are willing to uproot themselves and their families to start anew. Why? There are plenty of reasons: the effect on any children involved (changing schools, leaving friends) are much more seriously considered, the role of extended family, like parents and grandparents is also cited as an important factor, along with concern about potential employment opportunities for a spouse or partner, the long-term likelihood of continued employment with the company, the cost of living (particularly housing) and quality of life in the new city.
We now have many more positions that can be performed remotely, due to huge advances in technology since the 1980s when about 1/3 of new employees were moving to start their jobs. (See Allied Van Lines’ Survey results for more statistics relating to job relocation.) Relocation benefit packages have also become less common and less generous. We have fewer huge corporations and more entrepreneurial employers and they simply don’t have the cash reserves to offer those kinds of packages to recruited talent. For businesses trying to find the perfect employee for a specific position, this shift in the willingness to move poses a threat to hiring the most qualified employees. One recruiter interviewed for the article said, ““Now we go into the situation thinking it probably is an issue, so we need to bring it up,” he said, likening his job these days to that of a relocation consultant. He said he has to talk with job seekers about their spouse’s careers and children’s school needs—“the whole life situation of the candidate.”
So what does this trend of “staying put” mean to our work force? It’s complicated. To prospective employees, it means a more consistent lifestyle for the entire family with fewer interruptions and stronger ties to family, schools and communities. That said, it reduces the number of positions considered as possibilities, so, from that perspective, there are fewer job opportunities. From the employer’s point of view, it means that creativity in attracting top talent will be more and more important. It means offering perks that are enough to convince candidates to relocate (or to find ways to let them work remotely) as well as finding ways to mold local applicants into even better prospects through training or apprenticeships or even just by capitalizing on their particular skills. They may even considering opening small, satellite offices that use centralized administration to reduce costs.
If you are relocating to the Philadelphia/Main Line area, please go to my blog page and search for posts using the relocation tag. Contact me to discuss your Philadelphia area relocation! jen@jenniferlebow.com/610 308-5973
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