Author : Ujala
If you’re anything like me, you’ll enjoy browsing real estate websites to discover what’s available. With Location, Location, Location on repeat, are you more interested in a country cottage or a townhouse in the city? Perhaps you’re even considering a vacation house in Rochester, Minnesota.
We seem to be a country on the move, which is why these TV series are so well-liked (no, it’s not just me!). According to Monster research, almost 67% of so-called “Gen Z” workers have shown a desire to move for work, while Atlas’ 2025 Corporate Relocation Survey reveals that businesses raised their relocation budgets and the number of employees that relocated in 2024.
Therefore, a business that can provide a thorough and employee-focused strategy to relocation stands to gain in their efforts to draw the finest talent to their location if employees are willing to relocate and employers are funding appropriately.
Encouraging relocation
Intriguing and varied work options are provided by progressive companies operating throughout the United States. But how can businesses in less well-known places draw talent when workers frequently go toward the bright lights of Rochester, Minnesota, and our other major cities?
Even though the nature of the company and the position itself will undoubtedly play a major influence in a person’s decision to relocate, an alluring and customized relocation package can just tip the scales if someone is on the fence. The degree and scope of financial support will frequently be a key consideration for the employee, even if the total package will probably vary based on the position you are filling; financial components may include:
Relocation expenditures may include the cost of packing, moving, and storing the person’s worldly belongings, as well as the cost of airfare if the person and their family are moving from outside the UK.
Housing and pet care expenses: If an employee must sell their current residence in order to relocate, you may be able to pay for a period of interim hotel lodging or rental expenses or contribute to the costs of the sale and purchase.
Travel expenses: If an employee is having trouble selling their current home and/or finding other housing in their new area, you can think about paying for their travel fees for a while to help them discover their ideal new home.
Time off is a direct and indirect expense to the company, but you may be able to provide more paid time off while the employee makes housing and/or educational arrangements or requires some time to settle in.
Requirements for Gen Z’s next position
Job security and stability
According to 70% of undergraduates, having stable employment would increase their likelihood of applying. More than half are worried about paying for necessities, even though 67% are certain they can find a job that advances their career.
For Generation Z, stability and job security are of utmost importance. Only 17% of students value working for a fast-growing company; for this generation, finding a solid career is far more crucial than money and freedom.
Possibilities for developing skills
After graduation, early talent wants to continue learning and developing. 69% of seniors who had a job lined up last year stated that one of the reasons they chose to commit to that specific opportunity was the chance to advance their abilities. Employer-provided role-specific courses would be “very valuable” to students. Additionally, 50% of students believe that tuition reimbursement is a “very valuable” L&D benefit, and they want companies to support their commitment to learning and development.
Relocation companies
Businesses are relocating too quickly, and it was discovered that employees are not the only ones thinking about doing so. Thirty percent of businesses are thinking about moving their headquarters to places that already have talent and business-friendly environments.
Quick shift encourages Gen Z to relocate
A compelling job advertisement that highlights not only the position and your company but also the broader advantages of the region is a wonderful place to start, and be sure to carry that experience through to the interview.
Is it possible for the prospective hire to meet teammates who have comparable situations? For instance, parents will benefit from knowing about the local nursery and school options, and having someone available to discuss sports and leisure activities will help make your neighborhood more lively. Additionally, don’t let your efforts end once the recently relocated employee has arrived. Create a welcome package (or improve your current one) that includes information about local schools, real estate brokers, gyms, recreational centers, and other “need-to-knows” about your neighborhood.
A growing number of people are prepared and eager to relocate for employment; quick shift moving in Rochester, MN, helps Generation Z, but moving can be costly and unpleasant. Therefore, investing the time (and, if you can, the money) to facilitate the migration process is probably worthwhile if you want to be the employer of choice in your area, drawing and keeping the top talent from wherever they may now be based.