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Why Relocation Policies Alone Don’t Guarantee a Smooth Hiring Process
You’re offering generous relocation benefits—but candidates are still hesitating, declining, or starting weeks later than expected. In a market where speed and clarity drive hiring decisions, even small delays can lead to big losses. What’s often to blame isn’t the policy—it’s the process. When recruiters and relocation partners align earlier, organizations reduce friction, close faster, and create a smoother, more confident experience for candidates. Here's how to reframe relocation as a front-end hiring strategy—not a back-end handoff.
Hidden Challenge: Misalignment Undermines the Experience
Today’s candidates expect clarity, personalization, and support—especially when a move is on the table. IMPACT Group mentions that providing relocation decision assistance can increase acceptance rates by over 30% by addressing employee concerns, suggesting that clearly communicating and supporting the relocation process significantly impacts whether candidates accept job offers that require a move.¹
Yet too many companies introduce their Relocation Management Company (RMC) partner only after paperwork is signed—missing a key opportunity to build confidence and reduce friction early in the process.
Treat Relocation as Part of Talent Strategy
When organizations integrate relocation into their recruitment efforts, they stand out. Here’s what top companies are doing differently:
- Start Cross-Functional Alignment Before the Offer.
Recruiters that connect with the RMC before extending the offer ensures the benefits align with policy and budget parameters. Research shows that early engagement and expectation setting plays a vital role in setting the stage for a candidate's experience with the organization. To alleviate anxiety and ensure candidates feel prepared, organizations could establish a pre-boarding or extended onboarding strategy.²
Pro Tip: Ask your RMC partner to go over benefits directly with a candidate prior to offer acceptance. NEI partners with numerous clients to help build a bridge early on. We also find the candidate may have special needs that we can address with the recruiter before they lock in, even allowing potential for early exception approval.
- Arm Recruiters with a Relo Playbook.
Recruiters don’t need to be relocation experts—but they benefit from having a clear, consistent way to highlight the advantages of the program.
Pro Tip: An At-a-Glance “playbook” with clear talking points, escalation paths, and FAQs ensures candidates receive trusted information from day one. NEI can provide talent teams with “At-a-Glance” policy overviews so they can speak to policy, if questions arise. Candidates needing relocation are comparing benefits early in the process -- especially at C-suite levels.
- Clarify Roles to Reduce Friction.
Candidates feel most supported when they know exactly who to turn to—whether it’s their corporate recruiter or their RMC consultant. Clearly defining ownership—from policy questions to logistics—and communicating it upfront ensures a smooth, confident experience.
Pro Tip: The best insights come from experience. Building in structured post-move feedback from both candidates and recruiters helps refine messaging, strengthen handoffs, and create a learning loop that supports future hires.
The Power of Early Action: Attract Talent, Accelerate Starts, Strengthen Your Brand
Early alignment between company recruiters and RMCs sets the stage for success. It accelerates hiring timelines, minimizes renegotiations, and ensures candidates are ready to thrive on day one.
Beyond operational efficiency, it can becomes a true competitive advantage.
“Understanding what relocation benefits are offered per policy and which relocation policy tier aligns to which job grade is critical,” says Janell Anderson, CRP, NEI Global Relocation’s Chief Experience Officer. “It is also important to have an understanding of the relocation process, how to set candidate expectations of a relocation timeline, and being aware of the company’s relocation partner scope of services and role in the candidate experience.”
Next Steps: Transform the Way You Approach Mobility
By prioritizing the candidate experience and working with your relocation partner, organizations can start a large candidate commitment off right. Start by auditing your current relocation handoff process. Where are candidates getting stuck? Where are recruiters uncertain? Bring your RMC to the table early, build tools that empower recruiters and track results.
If you would like to discuss this or any other issue in greater detail, please reach out to your NEI representative at 800.533.7353.
This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.
Sources:
1. IMPACT Group: https://impactgrouphr.com/services/employee-relocation/relocation-decision/#:~:text=Results&text=By%20informing%20and%20supporting%20first,barriers%20to%20a%20successful%20relocation
2. Abode: https://www.linkedin.com/pulse/rise-early-career-reneges-strategies-engagement-reducing-attrition-7axwe/
Why Relocation Policies Alone Don’t Guarantee a Smooth Hiring Process
You’re offering generous relocation benefits—but candidates are still hesitating, declining, or starting weeks later than expected. In a market where speed and clarity drive hiring decisions, even small delays can lead to big losses. What’s often to blame isn’t the policy—it’s the process. When recruiters and relocation partners align earlier, organizations reduce friction, close faster, and create a smoother, more confident experience for candidates. Here's how to reframe relocation as a front-end hiring strategy—not a back-end handoff.
Hidden Challenge: Misalignment Undermines the Experience
Today’s candidates expect clarity, personalization, and support—especially when a move is on the table. IMPACT Group mentions that providing relocation decision assistance can increase acceptance rates by over 30% by addressing employee concerns, suggesting that clearly communicating and supporting the relocation process significantly impacts whether candidates accept job offers that require a move.¹
Yet too many companies introduce their Relocation Management Company (RMC) partner only after paperwork is signed—missing a key opportunity to build confidence and reduce friction early in the process.
Treat Relocation as Part of Talent Strategy
When organizations integrate relocation into their recruitment efforts, they stand out. Here’s what top companies are doing differently:
- Start Cross-Functional Alignment Before the Offer.
Recruiters that connect with the RMC before extending the offer ensures the benefits align with policy and budget parameters. Research shows that early engagement and expectation setting plays a vital role in setting the stage for a candidate's experience with the organization. To alleviate anxiety and ensure candidates feel prepared, organizations could establish a pre-boarding or extended onboarding strategy.²
Pro Tip: Ask your RMC partner to go over benefits directly with a candidate prior to offer acceptance. NEI partners with numerous clients to help build a bridge early on. We also find the candidate may have special needs that we can address with the recruiter before they lock in, even allowing potential for early exception approval.
- Arm Recruiters with a Relo Playbook.
Recruiters don’t need to be relocation experts—but they benefit from having a clear, consistent way to highlight the advantages of the program.
Pro Tip: An At-a-Glance “playbook” with clear talking points, escalation paths, and FAQs ensures candidates receive trusted information from day one. NEI can provide talent teams with “At-a-Glance” policy overviews so they can speak to policy, if questions arise. Candidates needing relocation are comparing benefits early in the process -- especially at C-suite levels.
- Clarify Roles to Reduce Friction.
Candidates feel most supported when they know exactly who to turn to—whether it’s their corporate recruiter or their RMC consultant. Clearly defining ownership—from policy questions to logistics—and communicating it upfront ensures a smooth, confident experience.
Pro Tip: The best insights come from experience. Building in structured post-move feedback from both candidates and recruiters helps refine messaging, strengthen handoffs, and create a learning loop that supports future hires.
The Power of Early Action: Attract Talent, Accelerate Starts, Strengthen Your Brand
Early alignment between company recruiters and RMCs sets the stage for success. It accelerates hiring timelines, minimizes renegotiations, and ensures candidates are ready to thrive on day one.
Beyond operational efficiency, it can becomes a true competitive advantage.
“Understanding what relocation benefits are offered per policy and which relocation policy tier aligns to which job grade is critical,” says Janell Anderson, CRP, NEI Global Relocation’s Chief Experience Officer. “It is also important to have an understanding of the relocation process, how to set candidate expectations of a relocation timeline, and being aware of the company’s relocation partner scope of services and role in the candidate experience.”
Next Steps: Transform the Way You Approach Mobility
By prioritizing the candidate experience and working with your relocation partner, organizations can start a large candidate commitment off right. Start by auditing your current relocation handoff process. Where are candidates getting stuck? Where are recruiters uncertain? Bring your RMC to the table early, build tools that empower recruiters and track results.
If you would like to discuss this or any other issue in greater detail, please reach out to your NEI representative at 800.533.7353.
This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.
Sources:
1. IMPACT Group: https://impactgrouphr.com/services/employee-relocation/relocation-decision/#:~:text=Results&text=By%20informing%20and%20supporting%20first,barriers%20to%20a%20successful%20relocation
2. Abode: https://www.linkedin.com/pulse/rise-early-career-reneges-strategies-engagement-reducing-attrition-7axwe/
