0816_TOEFL-Test-and-Score-Manual-1997

People ● 199
interviewed by him and his associates. After careful evaluation, the top five
people are scheduled to meet with the client.
Hopefully, one candidate will be a good fit. If not, the recruiter keeps
looking.
GREAT
Look Far and Wide for the Best Person
Finding the right person to help grow your business
IDEA
may mean hiring an out-of-towner and paying to
relocate that person. Relocation involves a myriad of financial and emotional
issues for both you and your employee. It’s a complex and expensive
process.
A comfortable place to live is important, but a positive relocation
depends on many more factors, according to Maryanne Rainone, senior
vice president of Heyman Associates, a Manhattan executive search firm.
“We talk to thousands of job candidates and know what kind of things are
red lights for a prospective employee,” said Rainone.
During the first call, it’s important to ask job candidates if they’ve
thought about relocation. If moving isn’t an option, don’t waste your time.
If their resumes show they’ve gone to school and worked in only one state,
they are probably not interested in a cross-country move.
“Make sure the candidate is open to moving before you get too interested,
because sometimes companies fall in love with one person and end
up comparing everyone else to the candidate they can’t have,” she advised.
While it’s against the law to ask a job candidate if they are married or
have children, you can ask if they have any family issues affecting a workrelated
move. At this point, most people will mention that they need a good
nursery school or a nursing home for their aging mother. “Elder care is a
big issue now and one of the primary reasons people can’t leave where they
are,” said Rainone.
Being aware of spousal issues is also important to a successful relocation.
If the trailing spouse will have a tough time finding work or
adjusting to life in your town, the relocation could prove to be a disaster,
Rainone warns.