Job Search Reality Check (Part 3 of 5) – Relocation, Relocation, Relocation

One of the criticisms aimed at employers today is the common lament, “I met all the qualifications for the job and never got a call.” Listening to corporate recruiters, this is heard, “I don’t have time to waste on hundreds of applicants that don’t meet our needs.” Like it or not, there are two colossal misunderstandings in this dialog: The reality of priorities in job needs is never revealed on either side. It’s never just about the details of some job descriptions. There is a double-edged sword that slashes opportunities when either the job seeker or job offerer is not honest about the significance of the location. Reality dictates that there is a measurable ROI for both the job seeker and the company relative to relocation.

It is frustrating, but job seekers need to use the input from their eyes and ears to form logical choices, not the internal mindset that sets up unrealistic expectations.

1. Do you need to move? There are personal reasons that can drive someone to need to move to another location other than the loss of a job. If the motivation to move could be categorized as one of those “ten-foot pole” questions that a recruiter is not supposed to ask, don’t bring it up. Even if you do, it won’t have any bearing on the company decision. For-profit companies are not going to choose your dad’s gall bladder problems over a qualified local candidate. If it is critical, relocate on your own or at least give a local address on your resume before applying to ensure the best chances to be considered.
2. Is relocating the only option for your situation? That job you accepted years ago off the beaten path with inexpensive housing and high salary suddenly becomes a liability when you must move because of unemployment or career advancement. Even if there is a partial reimbursement for your move, nobody gets rich off of relocation. Count all of the expenses that will be duplicated or repeated in the new location, and don’t forget the psychological cost to your family with new schools, churches, and friends.
3. Why do companies not consider you as a candidate for relocation? How much time do you have? Do you want to know? If you have an address on your resume that is not within a reasonable commuting distance, your application may never be seen by a human being. The most effortless screen is to look at candidates by zip code. Local qualified talent goes into the A-File, and the others go in limbo pending a review of the best local talent. Fair or not, that is the way it is. You get a shot only if you are so unique that it offsets the cost of relocating you, and you can network around the company screening mechanism.
4. What can you do to convince an employer to hire you virtually? The answer for most jobs is simple: You can’t. If the culture of a company is to grow teams by internal collaboration, they may not consider anyone that cannot be on-site for the majority of their work. For many companies, this is a new and untested concept, and they have to develop the technology, trust, and training to make it happen. If you believe that this is one of those exceptions, then it is up to you to prove through experience and accomplishments that you can do it. Change is inevitable.

The location of job seekers relative to their dream jobs has never been more critical. The job market is constantly changing, but employment is always like a chess game where the player must look several moves in advance to be a winner. The reality of the job search game is not that a knight can sneak up undetected, but that you have to be aware of all possible moves to succeed.

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