One of the most frustrating things that can happen in the recruiting process is to have a prized recruit bow out at the last minute due to circumstances beyond your control. A common reason for this is when the recruit’s spouse or child has concerns about the main breadwinner in the family changing jobs.

This circumstance is most common when a job change requires the family to move, but it can occur in other cases too. For example, some spouses get nervous when the recruit wants to advance his or her career by moving from a large, established firm to a smaller firm. Whatever the reason, apprehension by family members can result in a top recruit getting cold feet just before you’re ready to order new business cards for them.

That’s why it’s important to make sure that the spouse, and even older children, understand what’s at stake and how a job change might affect them. It’s best to raise this topic well before putting an offer on the table.

After you’ve narrowed the recruiting pool to a short list, encourage recruits to talk over the possibility of making a career move with their family, including the benefits and possible drawbacks. Hopefully, any objections will surface sooner rather than later, making it easier to address them.

Relocations
Moving to another city, particularly if it’s in a different region of the country, presents the most dramatic change on a family. Be prepared to sell your firm’s location, as well as the firm itself, when a recruit faces relocation.

Compare the cost of living in the recruit’s present location to your location. If your location offers lower home prices, that’s a strong selling point. If a move means higher home prices, you’ll have to focus on quality of life issues such as cultural, educational and recreational amenities. You can also point out that the higher pay in the new position will offset the higher cost of living.

When you’re ready to have the recruit visit your location, invite his or her whole family, as well. We’ve had clients who have someone, sometimes a spouse of a firm principal, take the recruit’s spouse out on the town while the recruit is meeting with principals. This is an opportunity to showcase the best of what your city has to offer. You could also have the spouse meet with a real estate agent to get a feel for the housing market.

The spouse’s career
The spouse may want to check out the local job market, as well. Try to supply the spouse with a list of major employers in his or her field. There may be an opportunity to at least set up an informational meeting or two, if not an actual job interview, with local employers during their visit. If anyone in your firm has connections to an employer in the spouse’s field, try to pave the way for a meeting. Firms that put in such extra effort on behalf of the recruit’s family are guaranteed to make a great first impression, and a spouse who can line up job leads in advance of a move is bound to feel more positive about moving.

Recruits’ children are often wary of moving to a new city, having to get accustomed to new schools and make new friends. During their visit, it may be possible for them to see potential new schools and the recreational opportunities in the area. A key to winning over the children is to have both parents in favor of the move, so this is another argument for making sure the spouse is on board early.

Addressing professional risks
Although it’s fairly common for designers to jump from a large firm to a smaller firm to advance their careers, sometimes a spouse is wary of the risks. Common fears include: “What if the new firm doesn’t get enough work? Why leave such a venerable, stable firm for one that doesn’t have as long a track record?”

While the responsibility is on the recruit to make the case for a move, you can help him or her put the best arguments on the table. Ask the recruit about the spouse’s thoughts and concerns. Provide fodder for the recruit to alleviate the concerns and tout the benefits. For example, taking on added management responsibility will increase the recruit’s skill set and future appeal to other employers, if, God forbid, the firm should suffer a downturn. Sometimes adding sweeteners to your offer, such as an extra week of vacation, can tip the scales in your favor.

Ultimately, any career move carries risk. If you can deduce the recruit’s biggest apprehensions, including those of his or her family members, you’ll have an easier time making a successful pitch.

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Tim Johnson is a Project Manager for SullivanKreiss, an executive recruiting firm focused on architecture, landscape architecture, planning, and engineering. He can be reached at 508-393-4933 ext. 16 or by e-mail.