As a recruiter, are you considering the trailing spouse? You know, the one who has to give up everything and leave everyone behind to follow their spouse to their new job? If you aren’t, you are only handling half the equation. You see, if a new hire has an unhappy spouse who doesn’t adjust, plug in and connect with the new community, no one will be happy. You will have wasted valuable time, resources and money on a candidate who will be at high risk for leaving. Add to the mix children, and it just got incredibly complicated.
I understand both sides of the equation. I have followed my husband as he climbed the ladder, moving every couple of years. Even though I had my own business that was mobile in theory, having to establish myself in new markets became exhausting. At what point does the trailing spouse say “Uncle!”? It will be different for each family, but the wise recruiter will seek to understand circumstances beyond the candidate’s career move.
Recruiting is all about relationships, and that should include the candidate’s family. Will the trailing spouse need assistance finding a new job? Will children be uprooted mid-school season? Are they moving toward or away from family and friends? Are they familiar with the area at all? Is the trailing spouse excited or anxious about the move? Answering these questions gives a recruiter great insight into the perfect fit for all involved. It may also impact timing.
Good recruiters should be presenting the entire package to the hiring manager. Two equal candidates with one requiring a major life shift for a family may lean you toward the easy hire. Yet, the right candidate may just require you adjust your time table, waiting for the school year to end, for instance. No situation is the same, and we must weigh everything out each and every time. If you want good people, you must be flexible.
Many recruiters are all about sales and numbers, moving on quickly to the next gig. I’m in it for the long haul! I follow up to see how the transition is going not only for the new hire but the family. If I can be of assistance with information and contacts about the area, I offer it up. I also check in with the employer to see how things are going. Since I offer coaching, leadership development and consulting, I can provide additional services that help with on-boarding. As you seek to fill important roles (um, which ones aren’t?), be sure you are aligning yourself with a solid, professional, relationship-based recruiter who will go the distance. I’m here to help! Give me a call.
PS How you communicate with candidates matters! Learn the four different communication styles in my book, Leveraging Your Communication Style and start those relationships off on the right foot.