Insights into the forces shaping our industry.

Articulate your incentives and benefits

Things have obviously changed significantly in employment trends since 2020, so I thought I would take a “recruiter’s perspective” look at the numbers based on my placements in the lighting industry over the last 16 years to provide some concrete evidence. As suspected, since 2020, relocations have decreased and remote positions have increased. Table 1 includes statistics based on my placements.

Table 1. Percentage of the author’s relocated and remote roles placements, 2008 to 2024.

Relocation is a difficult proposition for candidates, given that housing prices and rental costs have increased significantly in the last four years. There’s less inventory available, and mortgage rates have risen drastically—around 70% of mortgages are locked in at rates of 4% or lower compared to current rates hovering around 7%. This has made it more challenging for professionals in the lighting industry to consider relocation for career opportunities.

To attract top talent requiring relocation, companies should consider offering incentives such as mortgage rate buy-downs, housing allowances, covering closing costs or increased relocation packages. One electrical manufacturer in Ohio includes closing costs in its offer letters to candidates that require relocation. These types of benefits can ease the financial burden for candidates and make relocation a more attractive proposition.

However, the challenges with relocation have naturally increased opportunities for remote work. At our firm, Egret Consulting, we’ve seen a significant rise in roles such as Inside Sales, Quoting and Project Management being conducted remotely. Initially, many of these searches required in-office presence. But once the local talent pool was exhausted, clients expanded their criteria to accept remote workers, and we were able to present several strong candidates within days.

The increase in remote work aligns with a growing demand from candidates. Many professionals now prefer remote positions due to the advantages they offer: saving on fuel, reducing wear and tear on vehicles and avoiding time-consuming commutes. For some, it also eliminates the need for additional childcare and the stress of being in the office all day. The shift toward remote work has allowed companies to reimagine the workplace and better accommodate work-life balance while maintaining productivity.

Many companies are working hard to support their remote teams without losing their sense of company culture. Video conferencing tools such as Kino, Teams, Slack and Zoom have become essential for maintaining communication. Additionally, companies are planning regular in-office days for team building, which may occur monthly or biannually to ensure employees stay connected.

Hybrid work has also become more popular in the last two years, offering employees the flexibility to work from home one to three days a week while still benefiting from face-to-face collaboration in the office. This balance allows for the personal interaction that many still value while retaining the autonomy and convenience of remote work.

Remote and hybrid work structures have opened new doors for talent acquisition, attracting top lighting candidates that weren’t previously accessible to companies in smaller, less-populated areas or in cities where travel is congested and difficult. For example, during recruitment for Lighting Supply Guy, finding someone that wanted to handle the daily commute proved to be difficult, but once the search was expanded to include remote applicants, several candidates with strong lighting experience emerged.

As the workforce continues to change, it’s important for hiring managers and candidates alike to remain flexible. Whether you’re considering expanding your remote capabilities, offering relocation incentives or embracing hybrid work models, staying ahead of these trends will be key to securing top talent in the lighting industry.

For positions where relocation or in-office presence is required (such as operations, production, engineering, etc.), it is more important than ever to effectively sell the benefits of your company culture and location. Candidates today are placing a high value on how coworkers interact, the amenities and atmosphere of the workplace and the lifestyle offered by the surrounding community. It’s crucial to highlight your team’s collaborative environment, opportunities for mentorship, career training and growth and how employees support one another both pro- fessionally and personally.

Additionally, showcase any ways in which your company contributes to the local community—whether through volunteer programs, sponsorship of local events or partnerships with nearby organizations. Highlighting these initiatives can provide candidates with a sense of purpose and connection beyond their role, making your company more attractive to top talent.

Kingston, NY-based design and manufacturing company RBW has engaged the local Hudson Valley community through programs and initiatives including the Kingston Land Trust and YMCA Farm Project. RBW stated, “We’re here to support in that search of aligning core personal values with a new, professional opportunity.”

When discussing the attributes of your location, don’t just mention general features—tailor the information to your candidates’ interests. For example, emphasize community events, local dining, outdoor recreation and cultural activities that align with your candidates’ lifestyles. Are there nearby hiking trails, parks or arts and entertainment venues? Does the city offer excellent schools, affordable living or a strong sense of community? These factors can be significant deciding points for candidates considering a move.

Being prepared to articulate all of these aspects—team culture, company values and community life—can make the difference in attracting high-quality candidates who may otherwise hesitate to relocate.

Source: https://read.nxtbook.com/sage/lda/november_2024/cover.html