Do you recruit job candidates from outside the Philadelphia/Main Line region?
Sometimes, prospective hires aren’t ready to commit to taking a position until they understand what the relocation actually means to them and their families. You provide all the details of the employment piece—salary, location, benefits, etc.—but they usually want to know what kind of housing is available, at what cost, in what proximity to work. Many prospects may need school information, too, before feeling prepared to accepting a job in a new place.
As the Main Line Relocologist, while my services (always free to your company and prospects/employees) begin with real estate, I function equally as a concierge resource answering all of their questions and providing the information they need to feel confident that a move to our area makes sense for them. My guiding principle is that “home” isn’t just your house, but your neighborhood, too, so my efforts revolve around educating your candidates and enabling them to envision the greater Main Line area as “home”. When they are convinced that they can find a home and a lifestyle here that suits them, they are more likely to accept the offer and to do so more quickly.
When you refer your clients to me, you are demonstrating that your company understands that relocating is a “big deal” with tentacles stretching far beyond the new job. You are also connecting them with a trusted partner who is invested in providing them the most helpful, positive experience possible. My recommendation is, as soon as you’ve made the job offer, provide my contact information to your prospective new employee and suggest a no-obligation home/neighborhood tour.
If the candidate chooses to contact me (or, if you prefer, you can provide me his/her information and I can initiate a conversation), I will discuss budget, time frame, home criteria, commuting requirements, potential school concerns and answer any questions. I will also email him/her my Main Line Moving Manual which includes my Main Line Neighborhood Guide (introducing several of our individual communities), my Home Buying 101 primer, a section about the idiosyncrasies of our area (including our unusual school district boundaries and damp basements), and much more.
I will begin by sending MLS listings that meet the parameters we’ve discussed and we will eventually start looking at properties in person. Sometimes a candidate wants to take this step prior to accepting (I call these outings “home/neighborhood tours”, as the prospect is not prepared to buy until after he’s taken the job). Once the position has been accepted, I’ll work with your new employee to identify the properties most likely to work and guide him or her through the entire home buying process.
My relationship with your employee does not end once settlement has occurred. Remember, your recent hire is new to the area. Not only might he or she need a referral for a stone mason or an electrician, but also maybe for a tailor or orthodontist. I encourage all of my clients to call me for any kind of referral, at any time. My relocating buyers, in particular, have indicated that knowing that they can call me for whatever information they need (even after the sale) has been a comforting bonus of working with me as a real estate agent. Please click here to read testimonials.
Since the seller pays the buyer broker commission (except in certain for-sale-by-owner property situations), there is never any cost to your company or employee for my services.