By Morgan International Staff Writers
Most organizations recognize the importance of diversity in their workforce, not just in terms of gender, ethnicity, age, and religion, but also their geographic location. Furthermore, businesses know that the wider they can cast their net, the higher the chance of attracting the best talent – as they fish from a bigger talent pool. However, attracting out of town talent is not necessarily easy to do as candidates face barriers such as relocation costs and the logistical problems of relocating their family. So what can an organization do to bring down those barriers?
- Consider the candidates point of view
This seems very basic, but take time to think about the specific needs and requirements of an out of town candidate. For example could they possibly commute, or would they need relocation assistance, or perhaps flexible working would be feasible.
- Sell your organization’s company culture
Most candidates will be sold by a company that has a great culture that aligns with their own values and those of their family. Therefore it is important for a business to sell both a work and lifestyle to prospective out of town talent.
- Show off the location
If your organization is in a really great location then shout about it. Most candidates don’t relocate purely based on the role – they will also take into consideration if they want to live in the location.
- Traditional recruitment approaches still apply
When organizations are seeking to connect with out of town talent, they often think immediately of using digital methods such as the web. However don’t forget traditional methods such as employee referrals – just because your employees might be in your location, it does not mean they do not have excellent colleagues that are out of town.
There is a huge amount of talent out of town that could be hugely beneficial to your organization. Attracting and recruiting them does take a bit of extra consideration, but our tips above should give you a great head start.