Drive a better candidate experience with these 3 strategies when relocating talent!
Excellence doesn’t just happen. It starts with a plan for execution. Many of the “Best Places to Work” companies invest time in planning and setting goals for success. …and these goals often revolve around talent. How do we attract and retain the best to be the best? Investing time in the planning process and setting goals is critical in all verticals. It’s our compass and guide to drive performance. Once we achieve the goal, it’s important to think ahead to our next goal if we are driving for excellence. I always go back to something I once heard from college football coach and broadcaster, Lou Holtz when asked about what he feared most as a football coach. He responded, “the perils of being #1.” You see, when we are on top, we sometimes miss opportunities to keep getting better. We often think we don’t need to keep investing time to improve, because we are already on top. However, investing time to keep improving is what makes us better in every area of our business and our personal life. It is vital to continue setting new goals for continued growth.
As we wind down the year, many of us have already started the planning process and setting goals for success in the new year. What did we do well? What are some areas that we can improve on? When it comes to talent goals, one area that is often over looked is the importance of planning and setting goals for relocating candidates when they are out of the area. When we learn about someone relocating, we get in reactive mode which creates fear, and uncertainty when we haven’t invested the time in planning. However, when we invest in our relocation plan to execute with excellence, we are in front and confident no matter who, what, why, where, or when our candidates are relocating. If you have a partner to help you with relocation, now is a great time to reach out to review trends and changes in the market. We are all busy, but when we invest time in program alignment, we will be set up for a relocation with excellence.
Here are 3 areas to consider driving conversation for planning for excellence when relocating talent.
- Develop / Update your relocation policy
Our relocation policy is the heartbeat for any relocation program. This is the document we use to manage the relocation. It is used by the relocation manager, the employee moving, and the partners involved in the moving process. This creates consistency and opportunity to identify and assess changes ahead based on population needs. If you have a policy, reach out to confirm updates. If you don’t have a policy, develop one for excellence.
- Flex your program
Being flexible is trending as we continue to move a younger workforce. Many companies have a general policy, while companies with a large candidate population have a tiered program to help different level candidates. If you are moving a candidate that doesn’t need temp housing, or need to move household goods, consider having options to flex and use these funds toward other relocation options such as area orientation or possibly helping spouse or partner find a job to drive a better candidate experience.
- Benchmark for excellence
I once read that we are the average of the five people we spend the most time with. If this is true, then why not plan to spend more time with people in companies that have a successful relocation program. You can find these relocation professionals in these companies by networking with a regional relocation group such as North Texas Relocation Professionals, or check out WorldwideERC for a local group near you. This is a great opportunity to learn and develop best practices to drive a better experience for your candidates relocating.
Three questions to consider asking when planning for excellence…
- What are some things you would like to accomplish over the next year? How about the next 5 to 10 years?
- What are your top three goals for improvement?
- How can you hold yourself and stakeholders more accountable to your plan?
Quote of the week: “The only thing worse than being blind is having sight but no vision.” Helen Keller
Call to Action: Reach out to your partner this quarter and ask about these areas, and others to collaborate and drive a plan for relocating talent in the new year. You will be glad you did… and so will your candidates.
This has been A Relocation Minute on “Dream Big When Planning Excellence” with Bruce Waller, for more information, call 972-389-5673, or email email@example.com or check out my social media Facebook and Twitter page.