When it comes to finding the right technology talent to fill an open position, there are few moments more frustrating than coming to the conclusion no local applicant is right for an open position. When you believe you’ve exhausted all the resumes, database searches, and Open Web profiles from tech professionals who call your immediate vicinity home, there is another option. Consider broadening your search geographically.
Often, those sourcing tech pros go into a talent search believing proximity is paramount in the recruitment process. In an increasingly mobile age, however, a growing number of experienced, motivated tech workers say they would be willing to relocate cities or even states to advance their career for the right job opportunity, including contracting opportunities.
How prevalent is that willingness to shift locales? In the past year, nearly one-third of registered technology professionals joining the Dice resume database expressed a willingness to relocate. Widening your talent search and looking for talent based on need and project specifics rather than emphasizing street address can multiply the possibilities for finding talent and filling those open reqs.
Where are tech professionals most willing to relocate? Simply put, not all geographic markets are created equal. The October Dice Report looked at the top 10 states that receive the most job applications from tech pros who currently live in a different state.
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Which states topped the list? California, followed by New York, Texas, New Jersey and Illinois. Recruiters in these states, along with the other five on the list, should be prepared to open up the gates to tech professionals who may be located elsewhere. After finding talent willing to move, the next hurdle is recommending them to clients who may be wary about non-local professionals. Convincing clients without meeting the tech professionals in person should be as easy as a Google hangout or a short video from the candidate.
Opening up the interview process to video conferencing, online meetings or video resumes saves time, money and headaches. Clients can submit a short list of questions for candidates to answer on a webcam for you to vet. If they pass that round, a video interview could follow. It saves your client money on transportation costs, and you from starting over if a candidate doesn’t fit the bill. Plus, keep the relationship open with the candidate. This ensures you can place the tech professional at another company in the new location when the contract or temporary assignment ends.
The cost of moving the perfect person a thousand miles may mean paying more to bring them on-board, but compared to the cost of hiring the wrong person or having a project fail because of a talent deficit? U Haul beats “you fail” every time.
MORE: Is relocation the answer to the skills gap?
