There are subtle nuances to job searches outside of the local area. Unless a candidate is considered superlative, non-local applicants are not always given the same level of attention as locals when employers have healthy candidate pools with local applicants. Why might remoteness impact interview decisions (even in a tight market), and how can the potential for negative bias be minimized?
We’ll get to that in a minute. Before we can apply for a job, we need to find it.
Job sites – The usual suspects are where some people start, and those jobs will have multiple applicants. Googling to find regional job sites may help find companies that fly under the radar.
LinkedIn – The Jobs tab can create a search for new posts, but everybody may use that strategy. Try an Advanced People Search using one or more of the technologies or skills (in keywords box) that might be used by an attractive employer, and enter a zip code and mileage range using the desired location. Note both the current and past employers for the profiles, then research those firms.
Remote networking – Reaching out directly to some of the profiles found during the LinkedIn search will produce leads. Many fellow technologists will respond to messages stating a desire to move to their area. Finding a local recruiter on LinkedIn or via web search may bring several opportunities.
User groups and meetups – Some user group sites have job ads, and sponsoring firms usually have a local presence. Speakers from past meetings often live locally. User group leaders are often contacted by recruiters and hiring companies that are looking for talent, so contacting group leaders directly and asking “Who is hiring?” should be helpful.
or let the jobs find you… – Change the location field on a LinkedIn profile to the desired location and add language indicating an interest in new opportunities, and companies and agencies from that location may start knocking.
Applying for jobs
Now that the jobs are identified, initial contact must be made. This is where things can get complicated.
Recruiters and HR professionals are tasked with looking at résumés and any accompanying material in order to make a reasonably quick yes/no decision on an initial interview. Screeners know an interview process is time consuming, and the decision to start that process will usually take valuable time from several employees of the organization.
There are several factors that go into this decision, with candidate’s qualifications being the most important and obvious. Another factor is the recruiter’s assessment regarding the likelihood that a candidate would accept the job if offered, which is based on any obvious or assumed barriers. Details such as candidate compensation requirements in relation to company pay ranges or current job title in relation to vacant job title may play a role in the decision.
Is someone making 150K likely to accept our job paying 110K?
Is a Chief Architect likely to accept our Intermediate Developer position?
And generally speaking, is this person likely to accept a job in another location?
For exceptional candidates these questions are irrelevant, as they will be screened. But if a candidate barely meets the minimum requirements, has a couple additional flags, and happens to be non-local, will the employer even bother screening the candidate? Should they?
Without additional context, it may be assumed that a recent graduate in the midwest that applies to a job in New York City is probably shipping résumés to Silicon Valley, Chicago, or Seattle. The HR rep could believe that they are competing with many companies across several markets, each with its own reputation, characteristics, and cost of living. How likely is it that this candidate will not only choose our market, but also choose our company?
How can we lessen the impact of these assumptions and potential biases?
Mention location -When location isn’t mentioned by non-local applicants and no other information is given, the screener is likely to get the impression that this candidate is indiscriminately applying to positions. An applicant’s non-local address is the elephant in the room, so it is vital to reference that immediately in a cover letter.
If a future address is known, it should be listed on the résumé along with the current address. Keep in mind that the screener may open a résumé before reading any accompanying material. When there is a specific reason for relocating to this location, such as a family situation or a spouse’s job relocation, that information will be additional evidence of intent.
Availability for interviews – Listing available dates for on-site interviews demonstrates at least some level of commitment to the new location. Screeners interpret this as a buying sign.
Availability for start – Candidates that relocate for positions may have to sell their home, sublet an apartment, or have children in the middle of a school year. A mention of start date helps to set expectations early.
Cost of living and salary – Some ads request salary history and compensation expectations. Be sure to research salaries and market values in the new city, and state that committing to a future salary figure is difficult until all of the data is collected.
Relocation assistance – Companies may be willing to provide some relocation assistance even for candidates who are planning a move. Requesting a relo package in an application adds a potential reason for rejection, but negotiating relo money during the offer process is common. Since it is a one-time cost, companies may be more willing to provide relo if negotiations on salary or benefits become sticky.
Consider the overall market – Before committing to an opportunity in another city, research employment prospects beyond the target company. How healthy is the job market, and how many other local companies have specific demand for the same skills? A strong local tech market does not always indicate a strong market for certain specialties.