Getting More Creative To Relocate Unwilling Execs

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<p><strong>Radnor, Pa. &mdash; Dec. 10</strong><br />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.<br /><br />&ldquo;Over the last decade or so &mdash; and especially since 9/11 &mdash; it has become increasingly challenging to get employees to relocate for a job,&rdquo; said Sally Stetson, co-founder and principal of Salveson Stetson Group. &ldquo;Not only does the position need to be compelling, but candidates are requiring the total relocation package to be outstanding, as well.&rdquo;<br /><br />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. &ldquo;One of the first questions we often hear from an executive presented with a relocation opportunity is, &lsquo;Great, but will they buy my house?&rsquo;&rdquo;<br /><br />Companies interested in moving an executive may find that part of the price needs to include the purchase of the candidate&rsquo;s home, or creative funding to compensate for the poor real estate market, Salveson said.<br /><br />Other trends that relocating candidates are likely to see from companies courting them include:<br /><br />&bull;    A strong push to pre-sell the new location. &ldquo;Companies are finding they must become much more proactive in helping candidates understand the features and benefits of a new city or community,&rdquo; said Stetson. &ldquo;It&rsquo;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&rsquo;t want to find at the eleventh hour that a candidate is never going to warm up to a new region of the country.&rdquo;<br /><br />&bull;    An effort to identify and engage all stakeholders in the decision to relocate. &ldquo;It&rsquo;s important for employers to identify all of the parties who are participating in the decision to relocate,&rdquo; said Salveson. &ldquo;Is it the candidate? The candidate&rsquo;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.&rdquo;<br /><br />&bull;    Employers&rsquo; 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&rsquo;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 &ldquo;face time&rdquo; with their employer and colleagues. </p>

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