Talent Recruitment and Relocation Amidst a Pandemic

From a recruitment and retention standpoint, the moving trends of 2020 and their analysis provide valuable insight into where your current and future employees may be wanting to live. As the increase in remote work continues to flatten the labor market, making more companies able to recruit the same employee regardless of their location, companies need to be thinking about how they can attract and retain top candidates.

The lockdowns and “shelter in place” mandates that have become commonplace may have resulted in virtually no one moving in 2020, but this was not the case. In some areas, in fact, such as larger cities, moving actually increased in 2020 when compared to 2019.

The surge in remote working spurred by COVID-19 has provided millions in the workforce an opportunity to work from anywhere, and the pattern that has resulted from it has been clear. By and large, individuals and families alike are leaving urban locations in favor of nearby suburban and rural communities. More space and a lower cost of living are suddenly in reach for many who were previously anchored to cities for the sake of proximity to work.

But what about the moving industry?

In the midst of a global pandemic, the moving industry is facing many challenges. Companies are downsizing and moves are still happening, albeit at a slower pace. The trend seems to be that people are less likely to self-move in the future. This may be due in part to the fact that 91% of respondents feel capable and prepared to hire professional movers again.

The industry is worried about the economic impacts of COVID-19, but there is still a demand for relocation services. The key for moving companies will be to form strong relationships with customers and provide a hitch-free experience. Planning ahead is essential to navigating the challenges posed by the pandemic.

The VP of Corporate Sales and Mobility Services for northAmerican® Van Lines, Bobbi Maniglia, provides invaluable insight into this topic here.

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