Relocation benefits are a powerful tool in your recruitment arsenal – they can help to broaden your candidate pool, attract top talent and set your organization apart from the competition.

As their primary line to your employer brand, millennial candidates look to you to guide them through the relocation process. For many, relocating for work is the first major move they’ll make since their postsecondary experience – they’re ready to embark on a new career journey, but feel unsure about the undertaking.

The opportunity may be career hatching, but it can quickly get nixed from the get-go if there are any reservations about relocating.

Avoid all of that by turning relocation into an effective point of engagement. Here’s how:

Talk about:
Location

Whether your organization is based out of a bustling urban centre or a remote rural town, location is the most important part of the relocation equation.

Millennials crave authentic life experiences – they want explore what’s around them and build their own connections. Leverage this curiosity to your benefit and create a resource list of local spots for them to check out once they arrive. The goal is to share interesting information in a thoughtful, genuine way.

Advise them on places where they can go to eat, go out, shop, etc. If they are moving to a big city, try to highlight places that are located in their new neighborhood. You should also try to include information on community events (markets, festivals), outdoor attractions (hikes, beaches, parks) and other amenities (rec centres, gyms, schools).

By going above and beyond to compile this resource, you’ll be strengthening the connection prospective candidates have with your organization.

Talk about:
Transportation

Another important aspect for anyone relocating is how they’ll get there.

Relocation packages are unique and cover the cost of moving differently – the key thing here is to be open and honest with prospective candidates about the details, whatever they may be. Millennials want to understand the full picture before they get involved, so being up-front about physical relocation costs (flights, gas allowance, etc) is important. Outline your terms to serious candidates and be prepared to answer any questions they may have.

Millennials will also want to know about how they’ll be getting around once they arrive. Take an active role and map out their different transportation options. Ask yourself:

    • Does their new role require the use of a vehicle?
    • Will we provide one or do they need to provide their own?
    • Will we cover the cost of shipping their existing vehicle?
    • Is there reliable public transit? How much does it cost?
    • What is the best route to take to get to work every day?

Your insight will help millennial candidates make informed decisions and underscore the level of care and detail your employer brand puts into their long-term success.

Talk about:
Community

Millennials are community-oriented and rely on their social networks (online and IRL) for help. Relocating is a huge life change and uprooting from the familiar (family, friends, location) can be alienating. It’s important for millennials to have a sense of community as this can help them settle in and establish roots – it can also ensure employee satisfaction and reduce turnover rates for your brand.

One way you can facilitate the community building process is by connecting your new hires to your organization’s past transferees. If you have a group of millennial transferees, set up a private Facebook or LinkedIn group for everyone to “meet” before the big move. Encourage them to share their own relocation experience and pass along their local knowledge to the new candidate – they’ll meet new people, learn from peer-to-peer interaction and your current staff will feel valued for being asked to share their thoughts.

Remember: talk about relocation every chance you get! Incorporate it into your info sessions, TalentEgg employer profile, even your job descriptions – the more you talk about the details of relocating, the more prospective employees will see it as another incredible opportunity.

Discussion: How do you talk about relocation?

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