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Don’t Forget! You Saw it in the
The
Adverti$$er
August 2020 #12253 Page #90
Hiring Zone
Why Won't They Relocate? Thomas McAnally
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Publisher
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ver the past few years, remote designers have taken a more prominent seat at the table. Now, it is almost impossible to find a candidate who has the qualifications and fit for your team AND will relocate.
Over the years, after WWII and up to the Great Recession, relocation was a tool candidates could use to further their career. Early on, I did it too. Up to the Great Recession, it was not hard to find someone who fit an employer’s specifications and would consider relocation. The only sticking spots were what the relocation assistance would cost, and what recourse, if any, the employer had if the candidate left within 12 months. The key to most of these “relocatable candidates” was age and family status. Early in their lives, single or married with a young family, designers found motivation in the 10-25% increase in income, better benefits, better working conditions, or a location that fit the candidate’s goals. Fast forward to now and we see very few qualified design candidates who are willing to relocate. Why? It’s a combination of factors. During the Great Recession, the industry wasn’t making new designers. During the recovery, seasoned designers were available and the employer’s first pick. Then, something happened between 2007 and 2011 – technology. Remote was starting to creep into the design department around 2011. Before then, the typical remote designers were experienced but had a mature family with kids in school, maybe a working partner, and even real estate. Relocation for most of these candidates has become too difficult and the pay difference to relocate is only 5-10% with no more upside down the road than their current job.
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