HAVE YOU, AS AN EXECUTIVE RECRUITER, EVER USED ORIENTATION SERVICES TO CLOSE A CANDIDATE ON A NEW ROLE IN AN UNFAMILIAR CITY?
It is interesting to note that many executives are asking for more and more assistance these days when contemplating, or accepting, a new position with a corporation in a new location. Much of the decision process is based on unbiased information around housing, and support systems for the family. It seems that children with special needs, such as those with medical or educational concerns, need to be addressed prior to any acceptance of a new role.
In support of the recruiters and candidates we are now successfully introducing the executive to the necessary contacts during the orientation tour of the new city. This happens prior to the last negotiation meeting. It also allows the recruiter to include in the offer letter, any unique needs that the family may have for the relocation. More and more we are crossing paths with children who have very special and unique requirements such as those with autism, or diabetes. These relocations need much more compassion, detailed planning, and support, in order to ensure the executive is in his/her new role and working immediately upon arrival with all the many details taken care of. Taking the time to reveal each unique need, and in turn, finding the best solution is the approach necessary to a successful new hire.
Recruiters have turned to Global Relocation Solutions Inc. to ensure all requirements are revealed, and satisfied, prior to the final interview. Often during the orientation tour, the family will make known their unique needs allowing the communication flow back to the recruiter, offering them time to work through the issues and related costs with the corporation. This in turn allows the recruiter to create an effective offer letter covering all the details clearly, that both the corporation and new hire have agreed to.
As in the case of some very large corporations, the claw back clause included in every offer letter, (covering the repayment of each of the relocation elements), is a part of the relocation budgeting process. When a candidate is “the one they want” components can be traded to balance the budget while offering all the services and support the family will need for a successful relocation.
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