The New Normal of Pre-Decision

It’s not business as usual in the mobility industry today. Reluctance to relocate is at an all-time high as demographics, priorities, and motivations shift rapidly within the talent pool. An increasing amount of first-choice relocation candidates are declining offers, forcing organizations to turn to less-qualified employees. Additionally, the economy has left no room for error regarding costly, time-consuming failed assignments. Collectively, the mobility climate has changed drastically.

According to a 2009 Human Capital Institute workforce mobility survey, 67% of employers said mobility of their top talent is the priority for the success of their business plan. The importance of getting first-choice candidates to relocate hasn’t diminished over the years but now requires more preliminary tools. Enter pre-decision.

Organizations Still Fail to Understand Need
A more proactive and thorough approach to talent management and mobility is increasingly essential. The success of each organization absolutely depends on it. Unfortunately, the majority of organizations have yet to realize the necessity of including pre-decision in their formal policies. Over half of the respondents to the 2009 Worldwide ERC® Split-Family Relocations survey reported that they offered no pre-decision assistance whatsoever. Although 24% said they offer employee pre-decision counseling and coaching, only 3% offer a pre-decision survey or combination survey and counseling. Companies still fail to see how complete pre-decision offerings help gauge their employees’ interest and concerns based on influencing life factors and provide an early indication whether their first-choice candidates are likely to accept the move.

The Need to Evaluate More than Real-Estate Concerns
It’s a common misconception that pre-decision consists solely of real estate and mortgage issues. These are certainly significant factors, but not nearly enough to constitute a complete pre-decision plan. After 25 years of serving those in transition, Vandover identified a pattern for that the largest mobility concerns. Typically they fall under six categories – relationships, lifestyle, location, family finance and legal concerns, employee career development, and spouse/partner career development. A complete pre-decision plan must assess each of these areas, partnered with supplemental coaching and research, for candidates to make informed relocation decisions.

Pre-Decision Assessment – An Essential Component
It’s vital that pre-decision assistance include an assessment component. Recognizing the important need to evaluate lifestyle circumstances related to the move, Vandover created the TalentMobility® online assessment. This confidential pre-decision survey guides the candidate through family, lifestyle, and career concerns – reporting all elements that influence the final decision. The assessment clearly illustrates what the candidate perceives as positive with the move and, more importantly, emphasizes perceived obstacles. Critical issues are immediately exposed so that the candidate can be coached as to how they may overcome them and make the move successful. Coaching often helps uncover pre-conceived notions about certain areas of the move and eliminates them with research. Finally, the assessment provides candid exposure when candidates are truly not the right choice for the relocation or global assignment.

Data to Increase Your Mobility ROI
Companies are slowly discovering that pre-decision assessment and counseling increases return on investment. Pre-decision policies that include assessment, research, and coaching increase their chances of retaining first-choice candidates and attracting new talent. Information is being gathered to track candidates through each step of the decision-making process, enabling the employer to address and potentially overcome hurdles as they arise. In the end, these organizations are left with tangible metrics to help strengthen future mobility programs, policy, and strategy.

The benefits of a complete pre-decision plan are tremendous for both employer and employee. Pre-decision has become the cornerstone of successful, ROI-generating mobility plans, and the key to getting first-choice candidates to accept the move.