The race for talent now stretches across state lines and time zones, with many companies looking outside their home state to find qualified workers with the right skills. To gain access to deeper talent pools and bring those workers on board, organizations should take greater responsibility for their transition. Creating thoughtful pathways for relocating employees can help them feel welcome and may pay off in dividends through stronger retention and performance.
Understand the Logistics of Employee Relocation
There are numerous practical hurdles new hires face when they need to relocate for work. Moving for a new job requires people to research moving companies, arrange car transport, secure housing in an unfamiliar market, and find suitable schools for children. These challenges can overwhelm an employee before they even start their position.
You can ease this transition by offering targeted relocation support. Consider providing relocation stipends, connecting them with trusted local real estate agents, or creating a guide to neighborhood amenities. Even gestures like sharing links to community groups or recommending reliable service providers can help transplants settle in faster and feel valued from day one.
Set the Stage with a Strong First Impression
Your relocated hire’s first week lays the foundation for their journey with your company. Prepare a thoughtful welcome that blends professional orientation with cultural immersion. Map out each day’s activities, mixing essential training with breaks to meet team members across departments.
Also, consider finding your new employee a workplace buddy who can answer the questions new hires hesitate to ask managers. This person should check in daily during the first week and regularly throughout the first few months. Your employee should feel comfortable leaning on their workplace buddy for job-focused advice and tips for navigating their new location.
Before they arrive, make sure the employee’s workspace is stocked with all necessary equipment ready to use. You can also print business cards, make sure your new hire’s building access works, and have company swag waiting on their desk.
Invest in Your Employee Experience
Showing genuine care for your team’s well-being creates ripple effects throughout your organization. When staff feel truly supported — especially after uprooting their lives for your company — it’s easier for them to be loyal employees.
According to the 2024 Engagement and Retention Report from Achievers Workforce Institute, 72% of employees prioritize feeling valued over their salary. This underscores why employers should look beyond the standard benefits package to make employees happy. Relocated workers want practical benefits that help them balance their work with their new life, like regular check-ins and flexibility when they need to handle lingering issues with their move. You can also help their families integrate through company events that welcome spouses and children.
Investing in employees pays off through stronger numbers across key business metrics. Teams with high morale stick around longer, collaborate more effectively, and produce better work. These perks reduce costly staff turnover while building a reputation that attracts top talent. You can invest in out-of-state hires by personalizing your appreciation for new hires and prioritizing team-building activities in their first few months.
Attract and Retain High-Quality Talent Through a Supportive Workplace Culture
Your reputation as an employer can influence your ability to attract the type of candidates you want. When employees who previously relocated to work at your company share positive experiences on review sites and social media, other potential candidates take notice. Building this reputation takes intentional effort with a focus on policies that will benefit your local and out-of-state hires.
Hone in on these key areas to attract high-quality employees:
- Feedback: Create open communication channels where everyone feels comfortable sharing feedback. Hold regular town halls where staff can question leadership directly and see meaningful responses to their concerns.
- Pay and Benefits: Someone moving from Mississippi to Seattle needs compensation that reflects the differences in living costs. Ensure your pay and benefits package accounts for regional differences and review their compensation according to their new location.
- Scheduling: Provide flexible schedules that accommodate real life. Parents need school dropoff options, caregivers need appointment flexibility, and virtually everyone can benefit from occasional remote work.
- Professional Development: Develop clear growth paths that show newcomers their future with you. Map out skill development opportunities alongside potential promotion timelines.
These efforts will help you attract and retain high-quality talent while building a more supportive workplace culture.
Keep Communication Personal and Consistent
Building rapport with transplanted team members is an ongoing process that should feel genuine. Schedule weekly coffee chats during their first month, then move to biweekly touchpoints as they settle in. Be sure to ask specific questions about their adjustment and alter your process if they need more support.
Watch for warning signs of burnout, like decreased engagement or sudden schedule changes. Address these issues quickly with support. The extra attention you show relocated employees often prevents costly turnover and cultivates champions who speak highly of your company to potential recruits.
Conclusion: Hiring Smart, Supporting Better
Employees who move to your company need your support. Your attention makes a difference in their success, from offering to pay moving expenses to helping them form social connections in their new workplace.
New hires who feel valued during transitions stick around longer and work harder. Look at your current approach to out-of-state talent. What gaps need fixing? Maybe it’s better housing resources or more consistent check-ins. The changes you make now build stronger teams that drive future growth. Your relocated employees can become your strongest performers when you invest in their short-term adjustment and long-term needs.