In these uncertain times, relocation packages play a larger and more decisive role in the career choices of top candidates. With the competition for that talent intense, companies without a spousal outplacement offering may find themselves at a competitive disadvantage.
The 2012 Allied Workforce Mobility Survey shows the need for spousal outplacement offered in the context of outplacement services. It finds that the top obstacles in relocation are family considerations; the first being the spouse’s career. That same survey shows spousal outplacement is one of the least-popular relocation benefits, offered by just 9 percent of the companies surveyed.
RiseSmart offers spousal outplacement through its cloud-based offboarding solution, Transition Concierge. It does so in recognition of the fact that a majority of American families today depend on the income of two working parent. Asking them to pick up and move to a new place where only one of them has an income can be a deal breaker.
Many employers continue to concentrate on relocation benefits such as paying moving expenses and temporary living costs. Neither provides a means for sustainable living and community connection. Spousal outplacement helps bridge that gap.
Employers can’t afford to lose out on top candidates because they cannot afford to make a move without their spouse’s income. The stakes for hiring managers are just too high.
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