Over the past few years, remote designers have taken a more prominent seat at the table. Now, it is almost impossible to find a candidate who has the qualifications and fit for your team AND will relocate.
Over the years, after WWII and up to the Great Recession, relocation was a tool candidates could use to further their career. Early on, I did it too. Up to the Great Recession, it was not hard to find someone who fit an employer’s specifications and would consider relocation. The only sticking spots were what the relocation assistance would cost, and what recourse, if any, the employer had if the candidate left within 12 months.
The key to most of these “relocatable candidates” was age and family status. Early in their lives, single or married with a young family, designers found motivation in the 10-25% increase in income, better benefits, better working conditions, or a location that fit the candidate’s goals. Fast forward to now and we see very few qualified design candidates who are willing to relocate.
Why? It’s a combination of factors. During the Great Recession, the industry wasn’t making new designers. During the recovery, seasoned designers were available and the employer’s first pick. Then, something happened between 2007 and 2011 – technology.
Remote was starting to creep into the design department around 2011. Before then, the typical remote designers were experienced but had a mature family with kids in school, maybe a working partner, and even real estate. Relocation for most of these candidates has become too difficult and the pay difference to relocate is only 5-10% with no more upside down the road than their current job.
So, where are the younger designers with fewer obstacles to relocation? Some are out there but most of the incentives that drove the willingness to relocate are not. Compensation upside is not that much (especially because finding a candidate who is grossly underpaid is harder than it used to be). Also, younger designers are from a generation that is more social, so leaving family and friends is daunting.
So, what is the solution? I have been looking for that answer and, while I have a few incentives at JobLine that today’s candidates like, the best answer is to be aggressive and use every tool available. Consider going above and beyond when it comes to relocation assistance. Hire a relocation coordinator to make it simple for the candidate to move, and cover more of the up-front housing costs. Offer a retention bonus that kicks in at six and twelve months.
What else will help? Look to the past for answers. When an economic downturn in the housing market isn’t nationwide and returns to being more regional, people will look at other parts of the country to continue their career. The JobLine will be there ready to enable their next move, will you?