Have to look outside Houston for the right candidates? As one of the leading staffing services firms in Houston, TX, Murray Resources knows hiring those who need to relocate can be more complicated then bringing a local on board. Not only do you have to deal with the logistics of the move, but sometimes even the best candidates can leave after a short while because they’re simply not happy in their new location. How can you ensure the individual you ultimately do hire doesn’t jump ship soon after?

While there are no guarantees, there are some steps you can take during the hiring process that will contribute your success. Here’s a look at 4 them:

#1. Be upfront about the opportunity.

When hiring, many times employers will paint a rosy picture of the situation. But if you aren’t honest with a candidate about what it’s like to work at the company – and live in Houston – then you could be setting yourself up for failure. Think of it this way. You’re asking a potential employee to not only change jobs, but change homes too. If they feel lied to or like you misrepresented the opportunity in any way, they’re going to feel betrayed.

#2. Get their spouse on board.

Considering that someone’s spouse plays a big role in whether they want to stay or go, you need to focus some efforts on the other half. If you’ve found a top-notch candidate, invite them to come out along with their spouse. Arrange for someone to take them on a guided tour of Houston and talk about housing, schools, and nightlife so they can get a sense of the area. Making sure a spouse is supportive of the decision will go a long way in retaining your new hire.

#3. Provide plenty of support.

The process will be different when an employee is relocating to Houston vs. when you hire someone local. For instance, they’ll need time to get their new home set up, as well as complete other tasks, like finding new doctors and a daycare for their kids. Some companies specialize in helping new employees get settled, so hire a firm like that if you can.

Also, be sure to introduce them and set up social meet-and-greets with their new co-workers and send them to local networking events. If you can try to find out what they like to do outside of work, you can then match this interest up with another co-worker with a similar interest.

#4. Communicate often.

In addition, communicate frequently during and after the relocation process. The first few days after the move are critical in employee retention. Provide a contact person or team for the relocated employee and their family. This communication can nip potential issues in the bud before they become deal-breakers.

Need help hiring great people for your team? Call Murray Resources. As one of the leading staffing services firms in Houston, TX, we can assist you with the entire search process – from sourcing and screening to hiring and retaining top talent. Contact us today to get started.