Employee Relocation Guide

The best Head Brewer, General Manager, or future leader for your brewery may not always live locally.

But asking a candidate to move for a job requires a bigger investment on both sides. And keeping them around is a bigger challenge, too, because the location may not end up working for them even if the job does. International relocation fails 42% of the time.

To replace a failed transfer, it typically costs 90% – 200% of annual salary plus all the time and expenses involved in relocating them.

While talented people are worth the investment, employers can take steps to maximize return. Candidate selection strategies and relocation support will help employees manage stress, transition quickly, and make significant contributions to your company.

How to select a candidate for a job requiring relocation

Recruiting for mobility

Less than 20% of employees are very likely to relocate for a job. A more desirable location and a more permanent job can increase that likelihood.

From the beginning, be clear in your job ad about the location and relocation support available. Leverage the appeal of your community by describing what it has to offer: from climate and local attractions to low crime rates and cost of living.

Also communicate aspects of your offer that make it a more stable opportunity. Make candidates aware of your commitment to their development and potential career paths within the organization.

Screening for mobility

If you use an application questionnaire, directly ask about their preferences and willingness to relocate. Screening for key qualifications upfront can save time in the recruitment process.

Follow up by email, phone, or video to ensure the candidate understands what would be involved if they are selected for the position and would be required to move. Ask why they are open to move to hear how carefully they have considered the possibility.

In interviews, probe deeper on how they would manage the move. Look for specific actions they plan as evidence they are serious about relocation. This also allows them to demonstrate adaptability and commitment.

You may even include psychometric assessments for key competencies of the job and the move, such as open mindedness and communication skills.

Selecting for mobility

Relocation service providers often use a detailed questionnaire to determine what support an individual or family will require. This assessment could be used as a final check for relocation readiness before the candidate accepts the job offer. It will show you and the candidate how much will be involved to achieve a successful relocation.

A more common final check is a trip to the new location. Your first-choice candidate can meet colleagues in person and get a sense of what it would be like to live there. This is another chance to observe for behaviour that indicates adaptability. The trip could also involve looking at potential homes, schools, and even workplaces for a spouse.

How to support an employee moving to work at your brewery

Employee relocation services

Most employers offer some benefits package or reimbursement policy to help with moving costs. Some companies arrange flights, shipments, and access to professionals for financial, legal, or real estate assistance.

If you offer a lump sum or reimburse expenses, make the process as easy as possible with clear guidelines and recommendations. Referring new hires to trusted movers, for instance, can make a huge difference. Review your policy regularly to assess what your employees value most and what is most cost-effective for your company.

Some employers include a prorated repayment clause in the relocation agreement. For instance, the employee may be responsible for repaying half of the relocation benefits received if they resign within the first year. While this may be a reasonable contract to protect your investment, avoid using it as a threat or punishment and allow for discretion.

Clear ongoing communication

The most important support you can provide is communication. Highlight key expectations and benefits in the offer letter and refer to a written policy. Clearly outline benefits coverage and process in that policy and make it accessible. Aim to be as simple and equitable as possible. The goal is to reduce stress, not add to it.

Include regular conversations around relocation throughout the hiring process. Once the offer is accepted, provide a specific contact at the brewery. This could be their manager, HR, or another knowledgeable and approachable person to explain how things work and answer any questions.

Another best practice is to connect them with a peer in the new facility to explain the culture and community. This peer is generally in another team so the new employee feels more comfortable asking less job-specific and more personal questions. Provide the peer clear communication, too, on the expectations of that role and suggested discussion topics.

Conclusion

No matter how much support you provide or how positive the change, moving and starting a new job at the same time is stressful. Acknowledge that and provide your staff the tools to adapt. You selected an employee driven to learn and grow, so help build on that excitement to persevere through the challenges of relocation. The performance and commitment you receive in return will be worth it.

Post by: Jessica Collins