By Joe Opaleski
It’s no secret that inflation is ramping up in 2022, and this trend is especially apparent in the housing market.
According to realtor.com, the median U.S. home price at the end of January was 10.3% higher than the same time last year. For candidates entering the also volatile talent market, this means relocating can be an increasingly tricky dilemma.
According to multiple recruiters at Charles Aris, less candidates want to move given the state of the pandemic and the housing market. But as hybrid work models are bringing more people into the office, we’ve compiled three tips on how clients and candidates can constructively negotiate relocation.
Visit the new area.
While inflated housing costs can be a red flag for candidates being asked to relocate, taking a trip to the work site can alleviate this anxiety. Organizations will often introduce their candidates to a trusted realtor who can help guide them through what the process will look like. Exploring the region will also help educate candidates before they make their final decision.
Talk to your prospective coworkers.
Find people within the organization that you could someday work with. Do they enjoy living in their town? Are there unique activities or perks that only they know about? These are questions best answered by locals, and becoming friendly with your potential peers while also learning rich information about this new region kills two birds with one stone. Their knowledge may be an important factor in your final decision.
Negotiate a relocation package that works for all parties.
Negotiation is an important part of the relocation process because it allows motivated candidates and hiring authorities to collaborate and find a winning offer. If a candidate doesn’t feel confident about finding adequate housing right away, it may be beneficial for the client to provide temporary housing as a form of security. No matter the outcome, both parties should practice flexibility.