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Are Your Recently Relocated Employees Bait for Talent Poachers?

Are Your Recently Relocated Employees Bait for Talent Poachers? No matter your industry, your competitors are on the hunt for the best staff — even if they’re already taken. Talent poaching is a serious problem. No one wants their star employees to fall victim, but managers often shy away from the issue and end up losing their best people.

The U.S. Department of Labor estimates that more than 2.4 million jobs were gained from November 2015 to November 2016.1 As focus on the imminent talent gap strengthens, there might not be enough qualified talent to go around as employment gains rise in 2017. This leads to a worrisome scenario: competitors targeting YOUR best employees to fill their open positions.

A recent study shows 75% of full-time employees consider themselves passive job candidates.2 This confirms that people currently with jobs are open to transitioning from one employer to another. To make matters worse, 79% of employees plan to switch jobs AND employers soon.3

Although talent poaching has been around for years, there is a new trend to watch out for. Poachers are targeting people who have recently relocated. Poachers view these employees as easy targets because they have already shown willingness to make major changes in their careers. Competitive rivals and newly formed start-ups seek the industry experience and relationships of A-Players who have unique skill sets that the position demands. And your A-Players are typically the ones you relocate. 

It begs the question….”WHY would the transferee be willing to leave so soon?” Let me paint you a picture called, “A day in the life of a recently relocated employee.” It can go two (very different) ways:

Scenario #1
Happy, settled, and productive: The transferee received the right relocation support to quickly jump into the new role, remained focused on the job knowing their family/spouse/partner were supported by a relocation coach, and experienced less stress because personal things were  in order at home. 


Scenario #2
Frustrated, stressed, and distracted: The transferee was overwhelmed by the mounting to-do list at home. He/she received numerous calls and complaints from family at home, keeping him/her from working. The financial burden of the spouse/partner not finding a job in a timely manner was too much to bear. 

Relocating an employee – whether single or with family in tow – can be a challenge if they are not supported with services to help them adjust, find employment for the spouse/partner, connect with others in the new area, and most importantly, feel settled in the new community. When the spouse/partner is unable to find employment, or if the employee feels the area they moved to just doesn’t “fit,” they are at the highest risk of being poached.

Single transferees are also at risk of being poached and benefit greatly from integration support. In fact, more than 30% of single employees who relocate for a job are responsible for a dependent. Therefore, school information, neighborhoods, activities, and community life are not just about the employee. They need to make sure their children are supported, as well. 

The best way to fend off poachers and retain employees is to provide the necessary tools and support to help them quickly feel established and settled in their new area. Relocation Support Services are necessary insurance to protect your high potentials from being poached right from under your company. 

Don’t become another poaching statistic. Keep your talent close and poachers away by incorporating Employee/Family Integration Assistance and Spouse/Partner Job Search Assistance in your relocation policies this year.

1 Job Openings and Labor Turnover Nov 2016, Bureau of Labor Statistics 
2 “Support Departing Employees and Your Brand with Outplacement,” Aberdeen Group
3 Talent Mobility & Hiring Insights

Contribution by Melanie Winograd

Melanie is a Marketing Specialist at IMPACT Group, specializing in public relations, social media, event planning, and advertising. Connect with Melanie on LinkedIn today.

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