Have been thinking about this topic for
a long time. It stands out as being
important and not given a unified view.
The picture about relocation with a
company varies depending upon
circumstances. They involve:
- within a company or new company
- with a family or without a family
- with a working spouse (+/- family)
or without a working spouse
- moving a long distance or short
- temporary or permanent move
That seems like a lot of factors. It
creates a lot of complexity. It also
means that most generalized articles
or discussions will not speak to your
This is simplified, as well, since it
does not speak to your personal
preferences and where you are in
your career. Your personal
preferences need to be there as well.
My experiences have occurred in
two different situations but I
continuously evaluated moves over
the last 35 years. So, in a sense,
it is like networking, you should be
assessing your situation regularly
to have a snapshot of where you
stand. before a relocation decision
happens. Learn from other people’s
My friend John Borchardt has written
about relocation and pointed out for
a scientist population family
considerations, including working
spouse trumps most things. But he
asks should they, considering how
more rapidly things change now?
Broaden your job search, he urges,
Robt. Half Associates cite survey
results giving in decreasing order
- quality of life in a
influence their decision to relocate,
- salary would be a major consideration.
- cost of living in a
new position and
- distance of move.
They point out it is important to factor in what you want most.
Dilip Saraf did an excellent job of opening
up a “big book” on the hidden factors that
are not apparent on the surface, then plan
and evaluate. He talks eloquently about
defining different people’s priorities.
David Bomzer examined the problem from
a different perspective than factor analysis.
He went into the policies of the companies
and defined the practical things one can do
to negotiate a position (with relocation) with
knowledge of the company’s policies. Then,
again this should not limit what you may ask for.
Erin Hovenoc pointed out that in certain
circumstances it is an advantage to indicate
in a cover letter that relocation IS NOT
REQUIRED FOR YOU. My suggestion might
be to point that out in the interview and focus
on how you can make a difference for the
company in the cover letter. Relocation
should not be a topic until a job offer is
extended. You can indicate your preferences
but it is appropriate to suggest flexibility to
benefit the company at this point.
Nonetheless, the comment that hits the
nail on the head is to “read all the fine
print and get things in writing.”
Finally, Penelope Trunk has weighed in on
this topic. Among her five points two make
my ‘good idea’ list. They are :
- recognize that you will be changing jobs
many times; this is not your last move and
in two career families compromise and
understandiing each position change will
possibly not have a move on every change.
- live where the people you love will be.
So, this entry brings in 6 views on different
elements. It is wise to track your situation
on a regular basis and establish what makes
sense about relocation with all of your
Is there something that has been overlooked?