What are the best practices for managing candidates who decline relocation or visa support?

Relocation and visa support are often essential for global talent acquisition, but not all candidates are willing or able to accept them. How can you manage candidates who decline these offers without losing their interest or damaging your employer brand? Here are some best practices to follow.

1 Understand their reasons

Before you write off a candidate who says no to relocation or visa support, try to understand their reasons and concerns. Maybe they have family, financial, or personal obligations that prevent them from moving. Maybe they are worried about the legal, cultural, or logistical challenges of working in a different country. Maybe they have alternative options that are more attractive or convenient. By listening and empathizing, you can show respect and professionalism, and potentially address some of their objections or offer alternatives.

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Momina Ramzan

Human Resources Business Partner | Senior Global Technical Recruiter | Talent Acquisition | Recruitment Consultant
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When candidates decline relocation or visa support: Understand Reasons: Identify recurring themes for rejections. Explore Alternatives: Discuss remote work or local positions. Maintain Positive Relationship: Keep communication professional for future opportunities. Update Talent Pool: Retain data for possible future roles. Continuous Improvement: Adapt policies based on candidate feedback.

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Chandni Gupta

Founder- Recruitment Expert @ Bullzeye Consulting | Experts in Leadership & Diversity Hiring
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There are many schools of thought on this issue, and good advice can vary widely between internal and external candidates, those only making the first cut or those considered final candidates, and even the level of the position. Though internal candidates should be addressed in person and actionable steps to be taken to change or delay/mould the decision items on how to close, However, decisions on how to inform external candidates can be more challenging.

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Akarsh Rastogi

Business Analyst @ Gray Graph || Data Science || Machine Learning || Data Analytics
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When managing candidates who decline relocation or visa support, it's essential to handle the situation professionally and respectfully. Here are some best practices: Acknowledge their decision and express understanding Ask for clarification on their reasons, if possible Discuss alternative options, such as remote work or referrals to other roles Provide information on future opportunities that may better align with their preferences Thank them for their interest and keep their resume on file for potential future openings Close the communication channel politely and avoid burned bridges. Remember that maintaining a positive relationship with these candidates can lead to valuable referrals or future hiring opportunities.

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2 Communicate clearly and transparently

One of the worst things you can do is to surprise or mislead a candidate about the relocation or visa requirements of a role. Make sure you communicate these expectations clearly and transparently from the start, and throughout the hiring process. Explain the benefits and drawbacks of relocating or obtaining a visa, and provide accurate and up-to-date information on the process, timeline, and costs involved. Be honest and realistic about the chances and risks of securing a visa, and avoid making promises or guarantees that you cannot keep.

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Mao Yanagawa

Head of Global Talent @Singularity 6 for Palia
(edited)
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I prefer having clear communication about these topics with candidates from the beginning. I don't want to surprise them and I don't want to be surprised at the offer stage. The key point for this is to find the deal breaker. If the candidate is based in our non-approved states and cannot relocate to our remote eligible states, it would be hard to proceed for now because I can't register new states right away. I will inform them and let them consider it. Then I will actively listen and deeply understand where they come from. Also, I will be open to sharing the risks I see if necessary (I.e. increasing the cost of living etc). Same approach with visas. Avoiding the surprise at the end is necessary to build a trust-based relationship.

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3 Explore other options or compromises

If a candidate declines relocation or visa support, but you still want to keep them in your talent pool, explore other options or compromises that might work for both parties. For example, you could offer remote work, flexible hours, travel allowances, or relocation bonuses. You could also consider different roles, locations, or projects that might suit their preferences or skills better. You could also ask them if they would be open to reconsidering their decision in the future, and keep in touch with them until then.

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4 Provide feedback and support

Even if a candidate ultimately rejects your offer, provide them with constructive feedback and support. Thank them for their time and interest, and highlight their strengths and achievements. Ask them for their feedback on your hiring process, and use it to improve your practices. Offer them referrals, recommendations, or resources that might help them in their career development. Maintain a positive and respectful relationship with them, and keep them updated on your company news, events, or opportunities.

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5 Learn from your experience

Finally, learn from your experience of managing candidates who decline relocation or visa support, and use it to improve your global talent acquisition strategy. Analyze the data and feedback you collected, and identify the patterns, trends, or gaps that affect your hiring outcomes. Evaluate the effectiveness and efficiency of your relocation and visa support processes, and look for ways to streamline, simplify, or enhance them. Seek feedback and best practices from other recruiters, hiring managers, or experts in your field or region. And most importantly, keep an open mind and a flexible approach to finding and attracting the best talent for your organization.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the best practices for managing candidates who decline relocation or visa support?

1

2

3

4

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6

1 Understand their reasons

2 Communicate clearly and transparently

3 Explore other options or compromises

4 Provide feedback and support

5 Learn from your experience

6 Here’s what else to consider

Global Talent Acquisition

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What are the best practices for managing candidates who decline relocation or visa support?

1

2

3

4

5

6

1 Understand their reasons

2 Communicate clearly and transparently

3 Explore other options or compromises

4 Provide feedback and support

5 Learn from your experience

6 Here’s what else to consider

Global Talent Acquisition

Rate this article

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