This article from NBC News caught my eye – Your job prospects depend on where you’re looking. The article points out that there are several states with very high unemployment. For example, California is at 9.6% – almost 2 percentage points above the national rate. While other states, like North Dakota, have an unemployment rate of 3.3%. It raises the question are people prepared to move to cities where jobs are being created?
I’ve always been of the mindset that there are 3 ways for companies to get the talent they need. Organizations may use some or all of these in their talent strategy.
- Build – This is achieved by developing individuals within the organization. Replacement planning, succession planning, training and development, coaching and mentoring are all strategies used to help employees build the skills they need to move into positions as they become available. There are tremendous advantages to building talent, one of the biggest being – they already know the corporate culture.
- Buy – If an organization doesn’t feel they have the capacity to grow their own talent OR if the business feels they don’t have the time, then they might choose to hire a person from the outside with the necessary skills and experience. I’ve also worked for companies where they made a conscious decision to buy talent because they wanted a fresh perspective.
- Borrow – Depending upon the situation, it can be very beneficial for companies to partner with external consultants or strategic partners for talent. The decision to borrow could be based upon how long an organization feels they need this level of talent. For example, it could make sense to borrow talent for the start of a project with the idea that an internal person will take over at a certain milestone.
So let’s say Mary lives in California and is looking for a new job. A company in North Dakota is hiring. This ND-based company has all the qualities of a best-in-class employer. The question becomes is Mary going to leave California for North Dakota. I think this is a tough call. And we’re not just talking about the weather.
I believe if this hypothetical ND business can’t get the talent it needs within the state, they’re going to be forced to get creative. If Mary is an ideal candidate, they might have to offer telework. If they really want Mary to relocate to North Dakota, maybe they have to pay a little more or offer some additional incentives. But I’m not completely convinced that candidates will automatically move (even when incentivized) to where the jobs are.
There are so many factors involved in the decision to relocate than just the job responsibilities. People want to live and work in cities that have culture and education. They want to be a part of communities that are diverse and inclusive. Ultimately, I can’t help but think the decision will be less dependent on job creation and more about the city itself.
Image courtesy of HR Bartender
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Angelena Bridjmohan says
sooner or later, they will relocate, since we are in crisis, so cannot take the comfort of sitting and waiting for job
Josh says
The workforce has lost some of its mobility due, in part, to the housing market collapse making it more difficult for people to sell their homes. HR professionals can add value to their organizations by being in tune with economic development trends in regions for which they are recruiting and getting creative with incentives and benefits that make candidates consider relocating. You can’t always control regional economic pressures, but an organization can control its attractiveness to potential candidates.
Sharlyn Lauby says
Thanks for the comments. The housing dynamic is an excellent point. Some states are starting to feel the recovery and that will help.
Patrick says
This is a tough decision and one that takes a lot of thought. Are you in a dire financial situation? Are you the only source of income? How long have you been out of work? What are the prospects of finding a job soon? Do you have family nearby hence making this a difficult emotional decision to relocate?
Just some of the things to consider.
Sharlyn Lauby says
Thanks for the comment Patrick. Good questions to ask. I’ve known people who moved for a job and ended up loving the new city.
Ted Evans says
A person moving to a job takes a considerable amount of risk because they are leaving everything they know for something unknown. On the other side, a company that offers a job to someone out of state because it could disrupt business continuity should the person decide that the new place just isn’t right for them. Of course, if you added incentives to convince them to move, you only add to your risks as a business.
I guess what I am saying is that it is not an easy decision to make regardless of where you are sitting.
Chris Jackson says
In 2011, the number of people changing residences has fallen. But in today’s economy, many workers will have to consider relocating to find jobs. And here are the factors in considering relocation: salary, cost of living, amenities, commuting, and of course your family. When I was a young adult, I was forced to move to New York for a job. What affected my decision was the job itself and not the city.
Sharlyn Lauby says
Thanks for the comments. I’ve moved “only for the job” too. Looking back on the experience, there’s something to be said about considering the city along with the job. As Ted mentioned, what happens if it isn’t the right move?