Relocation has always been a part of the gig for CPG professionals. Employees that were doing good work and demonstrated potential would get promoted as quickly as every 18-24 months. Not all promotions required an employee to relocate, but a good chunk of them did. For talent with families, or talent who have landed in an area they love, relocating can be taxing.
Why are the good employees unwilling to move? What can companies do?
1. Talent Staying Put
A big driver of talent movement in the industry is a consequence of CPG talent not wanting to move. We’ve met with plenty of candidates who are looking to switch companies so that they can remain in the market they’re currently working, as opposed to accepting the next promotion for their company—and the relocation that will be attached.
It isn’t always about keeping their family or staying in the neighborhood. Changing markets can be daunting when you have a network of local contacts built up. Not only are you uprooting your life for the job, but now you must begin building a new network in an unfamiliar market.
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2. Flexibility is King
Another tactic we’re seeing is companies combatting resistance to relocate with flexible work schedules. For certain candidates, companies will offer the ability to work remotely so that an employee can remain living where they are. Others offer a split-living situation, where talent works Monday-Thursday at the location of the new job, and then flies back home every weekend.
While that sounds like an unpleasant commute, it can be preferable and even less costly in some cases. Flexibility also tells employees that you trust them and that you’re willing to make accommodations to keep them. Demonstrating an employee’s value to your company also goes a long way when it comes to retention.
3. Stability and Longevity
A major challenge we see, especially with a younger workforce, is more job hopping. Companies want employees to stay for 3-5 years; that way they can make up their investment into training and onboarding. For many workers, that 5-year mark may be hard to commit to.
Sometimes a balance needs to be struck. Companies want the stability that comes with employees staying onboard for longer, and employees want a commitment to development and flexibility. If a company expects an employee to stay for 5 years but asks them to relocate every other year, only one side of the deal gets stability.
Two of the top three reasons that younger employees change jobs have to do with advancement aspirations and flexible work schedules/environments. CPG companies who are prepared to compromise will have better luck attracting and retaining talent who is willing to relocate when needed.
Versique’s CPG recruiting team is prepared to find the best candidates to complete your team. Learn more about our CPG search process today.
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