Job opportunities for the spouse or partner of prospective new hires have increasingly become key to their successful recruitment and retention.
I see this in my business as I’m regularly asked by employers to propose options for effective transition services for “trailing spouses/partners” as a way to win over a prospective candidate.
That should not be surprising given the findings of two major U.S. research institutions that concluded that “partner employment” ranked in the top two considerations of candidates evaluating job offers (among 15 other factors, including salary).
With such high numbers of two income households in our country, it’s more than likely that a relocation candidate has to consider not only his or her own career, but also a spouse’s or partner’s work opportunities in the new location.
Sustaining a certain level of income is often a primary concern of dual-career couples as they consider relocating. When income replacement is a deciding factor, it may not only affect whether or not the candidate accepts an offer, but how long they may stay. No employer likes to loose a newly hired employee because their spouse or partner couldn’t find work.
It stands to reason that employers who consistently offer trailing spouse/partner assistance would attract and retain their top candidates.
So what can make a trailing spouse/partner program a win/win for the employer, prospective candidate and their spouse or partner?
A well-defined and easy-to-navigate program that reflects best practice strategies for securing employment.
Partnering with a local firm with established Maine contacts and relationships to introduce to the spouse/partner.
Engaging career counseling experts to help spouses/partners explore how their skills & experience align with new career opportunities–because, depending on the career field, building careers in Maine sometimes requires creativity and insight.
A final step should be to track the success of the trailing spouse/partner career transition program over time.