101: Out-of-area recruiting
There are many reasons not to limit a company recruiting effort to local potential employees: Out-of-staters can bring a broader perspective and add diversity to your team. The internet has made it easier than ever to solicit applicants from other regions. Here are three things recruiters should be doing, to ensure the hire is a good fit for everyone.
Know that for them, it isn't all about a paycheck.
Out-of-state candidates may be looking for a change of scene for many different reasons. “The best way to ensure an out-of-state candidate will do well with your company is to ensure they are satisfied with both their work life and their new living situation,” says an article by Jonathan Deesing at Recruiter.com. This is done by ensuring the candidate and his or her spouse are aware of the cost of living in the area and its amenities, such as good school systems.
Use your company's climate as a marketing tool.
This is easier in warm-weather states, says Brian Metcalf, the CEO of GreenRoom of Miami, Fla., in an article by Heather Huhman at Entrepreneur.com. "During the cold-weather recruitment period, we make sure our social media channels showcase all of the wonderful outdoor activities and gorgeous weather we enjoy,” he says. But this could also mean playing up winter recreation in more cold climates, or whatever unique offerings your company's area enjoys.
While recruiting those from afar, don't miss local opportunity.
ZipRecruiter.com's Matt Krumrie interviewed Clinton Brown, permanent replacement lead for Experis, who warned companies need to be aware great candidates can still be right under their noses. “You can risk losing more candidates to opportunities in closer proximity,” says Brown. “Many [competing] employers realize the market is tight, so they make decisions about good candidates sooner.”
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