The Impact Of Location On Recruitment
Recruitment is a vital component of every organisation, allowing companies to source and nurture the greatest talent, often relying upon increasingly inventive strategies as a means of fuelling future growth and success.
But what impact does location play in the recruitment process?
Sourcing top talent
Finding top talent is a major preoccupation for recruiters, so as to ensure only the best candidates are shortlisted for available posts.
However, as methods of finding roles and candidates change, recruiters are having to evolve their recruitment strategies to suit the realities of modern recruitment.
The restrictions of local recruitment
When considering which factors will restrict applications to open positions, it’s important not to overlook the role that location plays.
Geography is now often regarded as the defining factor which limits applications to on-site working positions.
When limiting recruitment to only the local area of any given company, the potential reach of talent and sheer variety of skillsets available is understandably reduced, but this can be hugely detrimental to the recruitment process as a whole as it restricts a wealth of talented individuals who could bring great value to an organisation.
If local restriction were to become the accepted norm in recruitment, it wouldn’t take long for organisations to slide into a more mediocre way of functioning – and this is neither desirable nor possible for most high functioning areas of business.
The cost of relocation
Even the most talented of candidates may not be interested in relocating for a role which is not within reasonable commuting distance of the job, or may be unable to relocate due to existing commitments such as a mortgage, relocation costs or family matters.
When looking beyond national boundaries, additional costs and complications can occur, such as the possibility of VISA or immigrations issues.
All of these factors can combine to prove restrictive for recruitment.
Meeting the challenges
There are many ways of dealing with the problem of geographical recruitment restrictions, including designing and implementing attractive relocation packages for top talent, and providing ample remote work options to help meet a local skills shortage without enforcing a costly relocation upon either the company or the candidate.
These problems aren’t just restricted to high-turnover areas such as technology and media, but are spreading out into established industries such as manufacturing.
By shifting the way we look at the recruitment processes, recruiters and the companies they serve can adapt to provide increasingly inventive solutions to the recruitment process.