Must-Do’s When Attracting Talent to the Lehigh Valley

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Must-Do’s When Attracting Talent to the Lehigh Valley

Know your audience. This adage is as true for public speaking as it is for recruiters and hiring managers. With an estimated 9.6 million open jobs in the United States and 5.7 million job-seeking unemployed workers, companies must consider new strategies for attracting talent. As Lehigh Valley companies look outside the region to recruit for key positions, knowing what relocating talent wants and needs is vital to success.

What Does Relocating Talent Want?

In the 2023 issue of Talent Wars, DCI explains, “Now more than ever, talent is prioritizing the ability to live (and afford) a full life outside of work over the ‘hustle culture’ of the past.” In other words, quality of life is the top driver of why talent moves to a new area.

But what does quality of life mean? Today’s candidates are not just looking for a job they love; they want a job that allows them to enjoy where they live. They want a safe neighborhood, good K-12 schools, and the ability to afford a home. Talent also wants a place where they feel welcome.

A recent Lehigh Valley Economic Development survey completed by DCI showed that in target geographic markets, about half of external talent is familiar with the Lehigh Valley and that 42% of candidates would consider moving to the Lehigh Valley for a job that matched their skill and salary requirements.

So what must companies do to attract talent from outside the area jobs in the greater Lehigh Valley?

Elevate the In-Person Experience

Candidates’ first-hand experience with a new area strongly influences communities they consider relocating to (46%) just behind internet research. In the Lehigh Valley, we have Discover Lehigh Valley as a clearinghouse of activities, events, and resources for those visiting the area.

As an employer, you can’t control whether someone comes to visit the Lehigh Valley, but you can orchestrate an exceptional candidate visit.

Area tours from knowledgeable realtors are a great start. In addition to having the inside scoop on the housing market, many realtors can recommend pet care, coffee shops or talk about area farmers’ markets. But to experience a place, candidates need to explore on their own. Choosing where to go in a limited time can be a daunting task, which is why consultations with a third party, such as LINC, can be so valuable.

Do candidates prefer a spot close to work that is walkable or that showcases the area’s rural feel? Most recruiters don’t have sufficient information to make these decisions because they are focused on ensuring a great hire for the company, not a great addition to the community.

In addition, those hiring talent from outside the area can’t ask private questions about family structure, children or dependents, or health concerns. A differentiator is having a third-party organization, such as LINC, to assist in confidentially answering candidates’ questions and hosting a premium visit to the area. It has proven to be an influencing factor in candidates’ decisions to accept a job offer.

Take Care of the Family

Hiring efforts often focus only on the expressed needs of the candidate. Yet the decision to accept a job offer in a new area for a candidate with a family impacts the entire family unit, including extended family – especially if extended family members are providing support with child care. Companies can do several things to make it more likely that a candidate moving with family accepts a job offer:

Invite the candidate’s family, at least their partner, to visit. This first-hand experience of the Lehigh Valley can dispel myths or misperceptions of the area. Housing and/or school tours and well-planned itineraries with the family’s unique interests and goals in mind can put a couple at ease and help them visualize life in the Lehigh Valley.
Consider if and how to provide career support to accompanying partners. If part of a dual-income family, a move for your employee may raise concerns from their partner. A third-party agency that can provide career support assistance – from resume review to networking with local area employers can set your company apart and put your candidate and their partner at ease around the long-term financial pressures of relocation.

Expand Your Network

The logistics of relocation can be a huge burden to your new hire and your Human Resources team, especially if your company is new to relocating talent. But you don’t have to do it alone. In the Lehigh Valley, there are networked organizations available to assist you in creating an exceptional experience for your candidates and new hires.