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    With the majority of countries focussing on a robust return to work strategy, this has opened up the possibilities for relocation once more. 


    However, there are naturally going to be different processes that have to be followed to ensure that relocation can happen smoothly for candidates, as well as give clients the right information so they can successfully onboard talent.


    Here’s what some of our specialists have to say about relocation in the current climate:

    Project Management | William Penticost, Senior Consultant


    “Relocation for a new opportunity is a huge commitment to your career. There are many things to consider when making this decision such as family, cost of living, and location. For example, it is on average £3,000 a year cheaper to run a house in the North of England than it is compared to London and the South.


    If you are heavily considering relocating for a job I would look at these 3 points as an Iron Triangle – if one of the points does not weigh equally with the other 2 then it could be a mistake for you at this current time. If the role that you are trying to secure is your absolute dream job make sure you consider your family, cost of living and location first before going full force into a recruitment process.”

    Clinical and Medical | Alex Coppen, Business Manager


    “There has been a lot of change since COVID-19 first hit the world, a lot of companies are now offering remote working, therefore, employers need to offer that little bit extra in order to convince talent to move away from their home and relocate to their office. We are now seeing more SMEs in the Biotech space offering more attractive relocation packages to combat this, putting less stress on the candidates and making the whole decision-making process a lot easier.


    From a candidate perspective, relocating is a huge change in your life so I think it is also important to join a company that has an openness to diversity and a team that strives to have an international environment. This should help you to integrate and settle into the team quicker, especially if the majority of the team all speak strong English, not just the local language.”


    So, what should you consider in today’s climate before relocating?


    With the rise of remote working and the majority of companies globally adopting a hybrid working model, candidates should look to be more rigorous with their research before, and during the recruitment process.


    Ensure the recruiter representing you has all of the details


    When we work with candidates at Apsida, we focus on doing a deep dive on not just your professional experience, but also your personal situation and how this could affect (positively or negatively) your career move. 


    Whether you work with Apsida or another recruiter, ensure that you have all of the details of the relocation package before agreeing to engage in a formal process. If a prospective employer isn’t able to provide you with full clarity on what the relocation process looks like, this should be viewed as a red flag and evidenced that they may not have refined what is on offer. 


    Use the “Iron Triangle” method


    In layman terms, there are three key areas to consider before relocation:


    1. Family/personal life
    2. Cost of living
    3. Location


    If there isn’t 100% commitment across these areas, then you need to address this before moving ahead. For example, if the location is great, your family are invested in the move, but the cost of living is going to be too high in comparison to your overall package, then you will probably struggle during the recruitment process to overlook this. 


    Similarly, if the location is great, the cost of living is excellent, but your personal life is going to suffer (let’s say, moving your children to a new school is going to be disruptive to your family life) then some more consideration needs to happen before you proceed. 


    Although there are multiple factors that should be looked at outside of the top three in the “iron triangle” – these three areas should be seen as non-negotiable.


    Is there diversity within the business?


    Relocation can take a toll on your relationships, friendships, as well as how you interact with your colleagues. If there is a big relocation culture within the organisation you’re considering, for example, it’s in a location with a large ex-pat community, then naturally it will be easier for you to integrate and feel “at home” when you first start. 


    However, if the majority of the business is made up of locals, and the overall culture of the location hasn’t got an infrastructure that would work for those who have just relocated, then it can be difficult. The key to understanding the diversity within the business is via your recruiter as well as asking questions around this during your interview process. 


    What flexibility is on offer?


    Relocation can be a lengthy process, from physically relocating through to integrating and getting to grips with new surroundings, and of course, a new role. Understanding what flexibility and support is going to be on offer is crucial, in particular, remote working, holiday allowances and also general onboarding to help you integrate into a new opportunity.


    In summary, relocation can elevate both your personal and professional life, offering career enrichment as well as an exciting new environment. However, due to the drastic shift we have seen in remote working, we are working closely with candidates to ensure that they are considering these additional factors before considering a change.


    If you are a candidate looking to relocate, or you simply want to understand what opportunities are available in the local or international market, please reach out to one of our specialist consultants directly who would be more than happy to help you with your career move. 

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