Consider these strategies to onboard your candidates… especially when they need to relocate!

In my book, “Find Your Lane”, I share an experience that my son and I had with Patty Farr, the wonderful rental car agent that went above and beyond to help us find a hotel for the Big 12 Championship game in Kansas City, Missouri. This was a memorable moment because it was not expected and outside the scope of our expectations during a stressful time since it was a last minute decision for us to make the trip. Memorable experiences are the best because they are embedded in our minds for life and triggered during reflection from time to time to share with others. This goes for both good and bad experiences.

Recently, I was reading the “Sapling Blog” about companies that invest in the experience to onboard their employees. Onboarding starts from the time the candidate says YES to the new job offer to help him/her assimilate into new role. Here are a few of the onboarding strategies that I found interesting on their blog to help elevate the experience for their candidates.

  1. Twitter: From YES to DESK! Before the employee sits down, they receive email address, t-shirt, and bottle of wine. Their desks are also strategically placed close to experienced employees for support. They also have breakfast with CEO and tour facility.
  2. LinkedIn: New hires start with ice breakers and then attend session called “Investing in you” which includes tour, and an orientation to learn more about the company.
  3. Zappos: This Company thrives on protecting the culture. After 30 days, if employees say they are not a good fit, they are offered $2000 to leave the company. Wow!

…BUT what about the employee that has to relocate for the new position. Many times the employee is already working and the spouse is left to coordinate the relocation. In fact, a recent survey showed one of the biggest challenges to hire talent was a family reluctance to relocate.

What are you doing to elevate the onboarding experience for your candidates relocating? Some ideas might include:

  • How about starting with an email introduction from you and the relocation team explaining process and expectations. Include pictures and maybe even a short welcome video.
  • What about including a welcome packet for the family including community info?
  • How about sending a video with information for the new area and providing an area orientation trip INCLUDING a PAID extended vacation for the family?

Now that might be memorable and an experience they share with other potential candidates to help build your culture when it comes to mobility. What do you do to help onboard the relocating family for best experience? Share your ideas and let’s collaborate and find ways to implement new strategies for us to include MOBILITY when we think about ONBOARDING a new hire! It will make a difference for the family and your organization!

“The customer experience will never exceed the employee experience.” Tony Bridwell

Call to Action: Reach out to your partner and discuss ideas to elevate the experience when onboarding your candidates relocating. Identify a strategy that works for your organization and drive mobility with purpose when hiring relocating talent.

This has been A Relocation Minute on “Onboard strategies for better experience when relocating talent” with Bruce Waller, for more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out my social media Facebook and Twitter page.

Also, check out www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon, or Barnes and Noble. Available on Kindle edition too!

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