Relocation benesAfter a long period of unemployment, two employers have made offers to me. For either job I must relocate. Unfortunately both of them know I was moving anyway. I didn' t ask the first for relocation comp, hoping it would help my chances of being hired. I accepted their somewhat meager offer. Before my start date, another company contacted me and I' m currently going through the interview gantlet. Although we' ve talked a salary range, and I like the company, they have not offered to pay reloc either. What' s the best way to ask for it at this point? When I heard how much money is involved (15-20k) and how commonly it' s offered as part of a compensation package, I felt ripped off. It' s true I was moving anyway, but how does that translate to "We' ll pay others, just not you"? It' s a lot of money, to me at least, and I don' t want to join a company where I' m paid significantly less than my peers. BTW, just to stir the pot - how many of you women posters have gotten relocation comp at some point? Actually, it isn' t commonly offered and the amount can be as little as a couple hundred bucks. These days fewer and fewer employers are even interviewing people from outside the area because they don' t want to deal with relocation expenses. Unless you' re in some special field or offer some unique talent they can' t find locally, they probably won' t even consider it. So, don' t feel ripped off, if you' re moving anyway and want the job then it may not be smart to jeopardize an offer over a benefit that probably doesn' t exist anyway. 15 to 20 K for relocation expenses? That seems pretty high. A full relo package can indeed run $15 to $20k, or more, but that is typically not offered unless one is in a very high executive-level position and the company cannot find local talent. That package might include costs of selling/buying a house, reimbursement for any loss on the sale of your home, visits for house hunting, temporary housing, etc. However, some companies will offer help with moving expenses. I would politely ask this second company if they have a policy for some reimbursement of moving expenses. Unless you have a huge house full of furniture, moving all of it cross country, and having the moving company pack your stuff, that should not be $15 or $20,000. If you can get a few thou to help with moving expenses, that would be a good deal for you. If you were going to move anyway, you should be content to pay all your own fees for house sale, trips to look for housing at the new location, etc. Thanks for the thoughts and advice. I thought 15-20k was high too. I'd be thrilled with a few thousand, like Anne_Marie said. When the second company contacted me and learned I had a prior offer, she asked if they'd offered relocation. I truthfully but maybe stupidly said no. So reloc was at least put on the table. If the second company weren't willing to offer it, why would she have asked? I hope that explains a little better why I'd feel taken advantage of if I don't get it at this point. The point shouldn't be whether I was going to do it anyway, any more than salary should depend on living expenses. If it's offered to one out of area candidate, it should be offered to all. I know, I know, life ain't fair. I felt that assuring both companies that I'd be coming to the area would increase my chances of getting the interview and job, but now I'm realizing that they could see the out-of-town area code on my resume, yet they contacted me anyway, so.....they should have expected to be asked for reloc. But the main thing is to get the job. If you decide to take the second job and withdraw your acceptance from the job you already accepted, assuming you like the salary and benefits being offered by the second job, just politely ask what' s usually contained in their relocation package and see what they say. Also, keep in mind that the general idea behind most relocation policies is to cover actual moving expenses, not to enable the new employee to pocket extra cash not needed to make the move. There are, generally speaking, two views about relocation. Among companies that offer relocation assistance, what they offer is usually covered rather strictly by company policy. So, if required, the relocation package is what it is. Among companies that will provide some relocation assistance, but who don' t have a strict policy that outlines what' s covered and what' s not, relocation assistance is frequently used as an added inducement to attract a prospective employee the company really wants to bring on board because of the person' s skills, experience, training...whatever. I think you can make the point, once you' ve decided which offer to finally accept - assuming the second company actually makes an offer - that to accept the position you' ll need relocation assistance - and just see what happens. But I wouldn' t let both job opportunities slip through my fingers if relocation isn' t offered - sounds like you need a job more than you need the relocation assistance - if push were to come to shove. I found out more, and boy, did the story change. I learned too late that she' s a contract recruiter, not an employee of the company. FWIW, she was not discreet about the troubles she was having getting a commitment from some other candidates, though she didn' t name names. Not cool. On the phone (while she' s talking me into driving 3 hours for an interview): "What' s the salary they' re offering? (Tops it by a bit.) Are they paying your relocation?" I say no and we move on. In person: "You' re not eligible; we don' t pay relocation for in-state candidates. And besides, you' re moving anyway, so..." I wish I could come up with another reason she asked in the first place, because I' d really like to think everything' s cool, but when the policy is that black and white, I can' t think of one. Any ideas, anyone? You' re absolutely right, Paul, it' d be stupid to let both jobs get away. I won' t let that happen. I' m feeling the first one, even though it' s a bit less money and farther from home. The second scenario already seems to fluctuate depending on what she has to say to make her quota of FTF interviews this month. If it were only the relo, I' d play through the pain, realizing her ego wrote a check power wouldn' t cash - hell, being lied to by recruiters is a fact of life these days. I do plan to verify any offer with the hiring manager, and if that causes them to turn me away, I' ve still got the first job. They may not know what she' s telling candidates. I would do myself less harm by sticking with the first offer and politely turning the second one down but leaving the door open for future opps, but if I reneg on the first one, I' ve burned a bridge. I literally did not get any breaks between the 4 1-hour interviews, and when I' m upset I like to ponder it for 24 hrs. It occurred to me that I could ask the hiring manager, in the final interview, what the relo policy was, but I feared my annoyance would show, so I didn' t mention anything about it or the salary range. Would it be advisable to discreetly email him now and ask for confidential clarification about the salary range and relocation? Or would that simply brand me a troublemaker? (the next day): I realized something. I need to forget about proving she' s a liar and simply decide what my next move will be based on all the facts I know. This character flaw, of getting distracted by someone' s sphincterlike behavior, has plagued me all my life, and I' m beginning to recognize it and avoid it! Thanks for letting me talk it through. | |
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