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It is always fascinating to look on how our rapid pace of change in life is changing even the smallest details of finding a new career. Among these changes are the realities facing career seekers that are looking to relocate or make themselves available to do so. I surely don’t claim to be an expert on all relocation details in all industries, but I am involved in at least 10 relocation placements per year and have been for many years. I have watched these become more difficult since the housing crisis so can draw some generalities about best practices.  It is important for career seekers to understand how to best market themselves if relocation is their reality. For that purpose, let’s define the two type of candidates seeking relocation and unpack some perceptions hiring managers have in both instances:


+ The first type of relocating candidate is one that seeks to relocate to a certain city for a specific purpose. Usually this is to get closer to family or their roots. In this case the candidate should ensure that they make it clear as to why they are seeking to move to that area.  In this instance, it should be noted on resumes exactly where the candidate is seeking to move. If a living location has already been determined in that city, it is appropriate to put that on the resume during submittal. Candidates should make sure they communicate their knowledge of the market they are moving to. More than ever, companies desire that candidates are very knowledgeable of local trends and demographics of the market they are hiring for so this knowledge is imperative for the relocating candidate to be able to communicate

+The other type of relocating candidate is one that seeks the best opportunity for the growth of their career and is willing to go most anywhere to do so. Most companies have become apprehensive to even interview these types of candidates, but if candidates in this category can market themselves correctly they can have a huge advantage in gaining great opportunity; however, without intentionality they will find themselves spinning their wheels. The best way for candidates in this category to gain traction with this strategy is to specify and take aim the top 3 companies they would want a career with, apply to a local area or an area with a vested interest if possible and then communicate their relocatability. In this instance the candidate is seen as more marketable.

Most importantly and relevant to both types of candidates, relocating candidates must have thought out their relocation strategy in depth. If a relocating candidate is not able to explain specifics of getting out of a lease, selling or renting a current home and family plans they will not convince a hiring manager that they are serious about a move.

Advancing in our career is important and relocation can certainly help, but without being conscious of relevant hiring trends candidates will not be moving forward. If I can draw one safe conclusion across all industries is that candidates that are seeking to relocate usually do not have a good blueprint to learn from to market themselves. Please chime in and share your experience whether you are a hiring manager, employer or candidate who has relocated. Together we can help those that are serious about growing their careers in a different geography.