E
ven putting aside the current political omnishambles, the competition for talent in development isn’t likely to recede anytime soon. And a highly competitive market means that studios will continue to look far afield for the right candidates. On the other hand, developers will continue to be tempted by the most exciting and rewarding roles, wherever they may be. So whether you’re a studio bringing staff in from the other side of the globe, or a developer simply moving across the country, relocation remains a key part of the recruitment process. So what should studios offer, what should candidates expect, and how best to settle new staff into the local area? CREATIVES ASSEMBLE! “The most important aspect to successful relocation is the hiring process,” says Emma Smith, Creative Assembly’s talent manager. After all, if the work side isn’t right then the rest of the relocation will be doubly stressful. “You need to take the time and care to make sure the individual is the right cultural fit for the team, and really make them feel settled, alleviating the stress that relocating can cause.” She tells us that relocation needs to be part of the discussion from the very start: “We are bringing talent from all over the world to join us and that often means relocating individuals and families. That’s a big decision for someone to make, so we start that discussion from the first stage of the interview process,” Smith explains. Kim Parker Adcock, owner of recruitment agency OPM Response, agrees: “In our experience, the sooner you bring this up the better. Relocation is one of the biggest barriers we face when it comes to offer stage. It’s important to be open about it from the beginning and get the buy-in from the applicant as soon as possible.” Smith continues, noting that it’s never one-size fits all: “If the candidate continues through that process, at each stage we go deeper to understand them, their lifestyle and their situation so we can provide the best support and alleviate any worries they may have.” Parker Adcock adds: “Studios that are good at this send an information package to applicants that details the local area. We like to use cost of living comparison sites such as Numbeo, so applicants can see how much it costs to live in different areas.” The face-to-face interview stage is a key point for the relocation discussion she tells us: “Usually the applicant will be going to visit the studio for the interview, so this is our chance to discuss the area. We even recommend booking an extra day or two if possible, to check out the local area while you’re there.” And Creative Assembly is also keen to ensure that the face-toface interview is used to its utmost: “We will always pay to bring the candidate over to our UK studios, no matter their location. We meet them face to face and give them a chance to get a feel for our culture and the local area. We want to be certain that they are the right fit for the team and equally, that they will be happy here.”
“You need to take the time and care to make sure the individual is the right cultural fit for the team, and really make them feel settled, alleviating the stress that relocating can cause.”
PACKAGE IT UP OK, so the candidate and the role are perfectly matched and first impressions of the local area are positive. Congratulations, you’re all off to a great start, but it’s only the beginning! Moving is always hard work. Even if you’re a single person with few belongings, moving across the country from one rented property to another, there’s still plenty to plan in order to make sure you have somewhere nice to live with all the various utility bills squared away. At the other end of the scale the task looks enormous. For a homeowner looking to sell and buy new property, who might be moving with their partner and have children involved, the emotional and bureaucratic hurdles can be considerable. But worry not, for incoming staff aren’t alone in all this. So just what help can employers provide? For starters, if you’re the one relocating then be sure that any financial assistance with the move is discussed and agreed in writing before you accept the job. And if relocation costs, often called a relocation package, aren’t mentioned at interview, then bring up the subject yourself. Remember that the company wants to hire you and that relocation is a one-off cost for it, so there’s often more flexibility here than there is with salary negotiations. Few companies hire well in advance of their needs either, so providing help to get you moved quickly and smoothly, so as to get you up-and-running on the project, is in its interests as well. And relocation packages aren’t just for the top jobs, as Smith explains: “We offer relocation packages, including visas, for all our permanent positions outside of a 35 mile radius of the studio, whether this is an entry level role or for a senior executive.” Parker Adcock continues: “It’s not always available, but usually is. Companies that offer this tend to have a better acceptance rate when
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