IT hiring is booming in several areas around the country. In addition to perennial hot spots like Silicon Valley, CIOs in the Mountain, Mid-Atlantic and East North Central regions plan the most hiring, according to a recent report from Robert Half Technology.   

But what if you don’t live in one of these places?

Considering employment opportunities outside of your geographical area immediately multiplies your range of opportunities. However, boosting your chances of actually landing one of those positions requires some techniques specific to long-distance job-seeking. Here are eight tips for conducting a successful search from afar:

1. Make sure you’re willing to go. The prospect of a faraway job can serve as a tantalizing distraction from a frustrating local search. That’s why it’s important to ask yourself whether you’re truly prepared to uproot yourself.

If you decide you’d rather stay where you are, consider ways to change your approach to your job search. For example, are you building and maintaining one-on-one professional relationships every day, or just accumulating contacts on networking sites?

2. Narrow your search. A nationwide search will quickly become overwhelming. Focus on one or two promising regions and consider all the major factors that would affect your life there. These might include the cost of living, the quality of schools (if you have or want kids) and whether you have friends or family nearby.

Also consider, to the degree possible, whether the area’s IT job market seems sustainable. Your career won’t benefit much from an isolated boom that leads to layoffs a year or two down the road.

3. Find out how much greener the grass really is. If possible, spend a few days in the area you’re considering. Not only will you gain a clearer sense of whether you’d really want to live there, but you’ll also have chance to make some professional connections.

Before your trip, use your network to find contacts in the area you might meet for lunch or coffee. There’s no substitute for first-hand knowledge about local organizations, trends and unlisted opportunities.

4. Level the playing field. Job candidates who already live and work in your target city have a natural home-court advantage thanks to their local connections and experience. While you may not always be able to overcome that edge, you can mitigate its effect with some intensive networking.

Ask your personal and professional contacts for any potential inroads to companies in the area. And don’t neglect your own built-in advantage: You’re willing to make a major life change to work for the firm.

5. Practice your phone interview. A distant employer will likely require at least one long-distance interview before you’re invited for a face-to-face meeting. Don’t assume your in-person interview skills will translate to phone interviews.

Ask a friend to play the hiring manager and call or Skype you for a mock interview. As with the real call, make sure you won’t be disturbed and that you have the job listing and your resume at hand.

Rehearsing might feel weird, but it’s a good way to practice making your key points within the ebb and flow of a phone conversation.

6. Don’t try to pass for local at first contact. It’s understandable to want employers to see you for your qualifications, not your area code. But disguising your location in your application materials will come across as deceptive.

Clearly state in your cover letter (or other first contact with an employer) why you’re seeking a job outside your area. Explain why the employer and the position at hand are such a good match for you. Are there any assets you’d bring to the role that a local candidate might not?

7. Accommodate employers. Unless you’re a superstar in your specialty or an executive-level candidate, distant companies probably won’t go out of their way to recruit you. You might have to bend your schedule for interviews that fit an employer’s time zone, or even pay your way to an in-person interview.

The good news is that all of these gestures help demonstrate your seriousness about the opening and the possible move (the expenses of which you should also be prepared to cover).

8. Get help. A staffing firm with offices across the country can help you identify and explore cities and regions with promising opportunities in your specialty. The firm also can provide direct links to openings in those areas.

The more homework you do about the areas and employers you’re targeting, the less your outsider status will hinder your efforts. By learning about the marketplace, establishing local connections and being willing to meet employers’ needs, you’ll give yourself the best chance of landing a rewarding position in a new location. Just as importantly, you’ll also set yourself up to keep your career moving forward once you’re there.

With more than 100 locations worldwide, Robert Half Technology is a leading provider of technology professionals for initiatives ranging from web development and multiplatform systems integration to network security and technical support. Robert Half Technology offers online job search services at www.rht.com. Follow Robert Half Technology on Twitter at www.twitter.com/roberthalftech.

A lot of career advice targets workers in moderately sized cities who have more access to job opportunities. Rural communities have a limited number of companies and a population competing for fewer jobs. How can a worker from a smaller town make an impression on a company without being a pest?

Job seekers should adapt their job-search strategy depending on the local workforce climate. From there, it comes down to adjusting how you apply for jobs. In some instances, you can take a more out-of-the-box approach to job searching when in a smaller town.

Be unique

“In rural communities, it’s sometimes easier to just go directly to the company and apply face to face,” says staffing manager Joshua Johnston. “It can create a lasting impression and can help hiring managers attach that impression to the résumé.” If that’s not an option, you can still stand out, Johnston says. Anything that grabs a hiring manager’s attention or makes a lasting impression may get you ahead of the competition.

“One candidate called a pizza delivery service and had them deliver not only a fresh, hot pizza, but a laminated copy of the résumé around 11:15 a.m.,” Johnston says. “Ultimately, they really wanted to work for that specific company and wanted to think outside of the box.” As unusual as this example is, the tactic is helpful for those who find themselves repeatedly applying to the same company for multiple positions.

Use your networks

Johnston suggests that you reach out to friends, relatives, teachers, former co-workers, acquaintances and even your doctor or dentist to ask if they are aware of any local job vacancies. Telling everyone you know or meet that you’re looking for a job can help you with job leads.

In addition, use social networking websites such as LinkedIn to connect with hiring managers at local companies. However, don’t use a generic introduction. Personalize your invitation, be creative and be specific about why you’re reaching out — whether it’s to make a connection or follow up after submitting an application.

Find your focus

Résumés that aren’t tailored to the specific position and lack language from the job requirements usually won’t get a second look. Know how to position your résumé to show proof of your experience, instead of including a laundry list of daily duties.

When there are fewer job opportunities in your community, narrow your focus and stop applying for every opening at every company. Be honest about your education, work experience and any supplemental experiences, such as volunteering, and choose the career path in which you’ll have the most success.

Look beyond your ZIP code

You can also broaden your job search to include companies across the U.S. that hire telecommuters or allow employees to work offsite. Finding a company not based in your area doesn’t necessarily mean that you have to move, so if you do the research, you may be able to find companies that are willing to hire an out-of-town worker.

Justin Thompson is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues.

Working as an editor for a local magazine in Indiana, Louis LaPlante was ready for a change.

“I was very comfortable in my old role, but I wanted more opportunities. I didn’t want to spend my life thinking, ‘What if I had lived in Chicago?’” he says. “I wanted to work with talented people, and I wanted to prove I had something to offer talented people.”

Now an editor at a Chicago-based publishing agency, LaPlante says the decision to move was natural for him, but not necessarily easy.

As much as I wanted to work in another city, I realized that I couldn’t fake enthusiasm. Find companies you would want to work for, and it will show in your cover letter,” he says. “If a company looks like it matches your personality, then the chances are better that the hiring manager can recognize a match.”

LaPlante was lucky –it’s not always that easy to know when it’s time to look for a job outside of your current locale, says Tom Gimbel, CEO of LaSalle Network, a Chicago-based staffing firm.

“If someone is among the ranks of the long-term unemployed, there are a number of things they can do before considering relocation, such as acquiring new skills, taking a pay cut and exploring other avenues of employment outside of their chosen field. However, if all of these options are exhausted, perhaps it’s time to consider relocation,” he says.

But what about less obvious signs that it might be time to expand the job search?  One clear sign is to do a candid evaluation of your current situation and city, says Greg Ambrose, President, Catalyst Search Group.

“Are other employers in your area hiring? How many jobs are available? What are your career prospects one to five years out if you stay where you are? How long is it taking your peers to find new employment?” he says.

Roy Cohen, career coach and author, The Wall Street Professional’s Survival Guide, says to pay attention to other workers in your city.
“When you network, everyone you speak with expresses fear and concern regarding their own job security and satisfaction,” he says.

Once you’ve determined that it’s time to make the move, you’ll have to actually take steps to do so—starting with your job search.

First, check out CareerRelocate.com for historical data on job markets in the U.S. to help you assess which job markets are currently thriving. You can also click around to see some featured relocation employers.

Here are five other tips to expand your job search when it’s time to move on:

1. Think about your current industry, says Cohen. Is it in high demand in certain locations?

2. Make sure the city is right first, then find the jobs, says Victoria Westcott, Classroom Canada Recruitment Manager.

“Look at the figures for your career in that particular city before you start the job hunt.  Otherwise, you might end up wasting your time as well as everyone else’s when you apply for jobs in cities that you don’t actually want to live in,” she says.

3. Once you’ve found a city, target specific companies, says Ambrose. Learn as much as possible about the regional marketplace, including your industry and function’s value.

4. Create a city-specific resume. “Employers are looking for easy ways to eliminate applicants from their massive pile of resumes, so don’t give them reasons to reject you,” Westcott says. 

“Get them to speak to you and then work out the issues around interviewing you while you are not actually there.”

5. Network outside the box. “I know someone that spent six months on Twitter getting to know people in a new city in her field before making the move,” Westcott says. “When she moved, she had an instant network that she could tap into.”

Ulimately, Westcott reminds, no matter where the signs point, the decision to relocate is often more of a personal decision than a professional one.

“Moving to a new city is a big decision, but it doesn’t have to be if you trust your instincts. Of course, you should do your research, ask others before you who have made the same move and find the resources that are out there to assist you,” she says. “But the bottom line is that if it’s right, you’ll know.”

The idea of a fresh start in a new city is appealing to anyone. If you can land a job to go with that new beginning — even better.

But before you accept the position, there is one important thing to consider. And it’s not just whether or not you’ll fit in to your new corporate culture.

“The cost of living is going to have a significant effect on your overall finances, especially after you get settled,” says Andrew Schrage, co-owner of Money Crashers Personal Finance. “By not thinking about it, you could be setting yourself up for some tough financial days ahead.”

A great starting place is to do due diligence with online tools such as CareerRelocate’s cost-of-living calculator. Just enter your current salary, where you currently live and your destination. The results will determine what you’d need to earn in a new locale in order to maintain your current standard of living. It also gives some essential changes in cost of living to consider.

But you’ll need to do a bit more investigating. If you’re considering a move to another city for a new gig, consider these tips to help you consider if your new salary will cover your new cost-of-living.

1. Make a list.

Start out with a list of typical expenses that you would incur and try to compare
it line by line with each location, suggests Paul Peterson, national talent resource manager with Grant Thornton LLP.

But don’t forget the unknowns, he reminds.

“It’s not terribly difficult to list all your current expenses like housing, food, utilities and transportation, and find comparables in your destination city. The bigger challenge is in figuring out what expenses you will incur that are outside your current budget,” he says. “An example could be suitable childcare that you might need in one or two years. Or maybe there is a work culture that necessitates eating out for lunch every day. It’s the ‘unknowns’ that can catch you by surprise.”

2. Find someone to speak to

“Speak to several people who live in the destination location and, ideally, are at the same stage of life as you are. Get their perception, not only of where things are, but also where things are headed in respect to cost of living,” says Peterson. “More often than not, they will prove to be the best resource for determining any cost of living challenges that may arise.”

3. Do some research

“Take some time to get to know the local real estate market where you are planning on living,” says Schrage. “Compare those rough estimates to your salary and decide if you can comfortably live there.”

Or, speak to a local accountant to gain some knowledge, suggests Roy Cohen Roy Cohen, career coach and author, The Wall Street Professional’s Survival Guide.

“Understand whether your potential tax burden will change. For example, some states like Florida have no state income tax, which makes a big difference in take-home salary,” he says.

4. Who’s footing the bill?

Although the costs of moving are not a regular living expense, find out who will be paying for your moving expenses, Schrage says.

“This can be an expensive endeavor. If you’re expected to foot the bill, you’ll want to factor this into your decision before committing to a move,” he says. “Do your best to negotiate the cost of the move with your employer. If you point out the added benefits you can provide them in your new city and your new job, they may very well be willing to chip in.”

Additionally, Cohen adds, consider how secure the new position is. “Will the company provide a guarantee should the position not work out?” he asks. “That represents an enormous risk that must be factored into the decision.”

At the end of day, however, don’t allow yourself to be consumed by chasing the almighty dollar, says Schrage.

“Income is crucial, but you’ll also need to gauge whether you will be happy with a new job in a new city. You can make all the money in the world, but if you’re not satisfied with your career and your quality of life, the pay increase won’t mean much.”

With college graduation upon him, Adam Bruk set out to find a full-time job. The question was: where?

“I was open to finding a job in any city; the job mattered more than the location,” he says. “It wasn’t difficult for me to pick up and move out of my college apartment to a new city I had never been to before.”

When Bruk was offered his current position of SEO specialist for One Click Ventures, LLC, in Indianapolis, Indiana, he took it — but not before doing his research to make sure that the city could work for him. He talked with friends who lived there, did a search of the city for general information and of course, he made a visit.

“Make sure that you will be happy with your location decision. If you are unhappy with where you are, you won’t be able to enjoy your job and life to the fullest,” he says.

Unfortunately, not everyone does his or her homework before deciding to pack up and move to a new city. And that can lead to serious consequences.

“There are always snags that can trip you up in a relocation and if you do not take the time to research your destination they will only be magnified. There are very few people who are comfortable moving to a new place without knowing anything about it,” Canning says. “Proper planning is critical to help keep costs down and reduce the noise and confusion associated with moving so that you are able to better focus on the task at hand.”

It’s natural to have concerns about relocating for a job. There are many unknown factors and questions you’ll have, including relocation expenses, standard of living, commute, and if you have a family, educational systems and work opportunities for your spouse.

But a little research can calm those anxieties. For example, check out CareerRelocate.com for historical data on job markets in the U.S. to help you assess you or your spouse’s industry in your new location. The site also offers moving and storage pricing quotes, which can give you an idea of whether or not you’re willing or able to cover the cost of moving if the company doesn’t. Also, use the cost of living calculator to determine how much you or your spouse would need to earn to maintain your standard of living.

Beyond these helpful tools, here are some other suggestions for researching a city before moving there:

Choose wisely.

“Choosing to relocate calls for a balance between what you do for a living and what you live to do. Some people live to work and they don’t consider lifestyle much. Others want to have a job that allows for activities outside of the office,” says Mike Canning, CRP, Broker, VP Global Business Development, XONEX Relocation.

“Ultimately, if your work or the security that it brings is what you love, then you should place more weight on the job. If quality of life outside the cubicle is what motivates you, then you might want to focus more on the location.”

Read everything you can get your hands on.

“You can certainly check the websites of the local chamber of commerce or visitor’s bureau, but bear in mind that they are paid to say nice things about the city,” says Bill LaFayette, Ph.D., owner of Regionomics. “Look at the local newspaper. What are people talking about? What are the concerns? What are the problems? Look at blogs and message boards, but don’t necessarily believe everything you read.”

Make a list.

“Make a list of each aspect of your lifestyle that you enjoy and how you think it will be impacted in a new city,” Canning says. “If you find that there are adequate resources in the new city to match the needs of your lifestyle, the relocation is a good fit. If you find that your fundamental needs won’t be met, then the relocation most likely will not work out.”

Anticipate the long-term objectives of your employer.

“Are you being moved because they specifically want you at that location? Or, do they really just need your job at that location? In other words, are you critical in the whole equation?” Canning asks. “If the answer is no, what other options do you have? Uprooting to a new city requires a good deal of faith on your part that the job will work out for you. You should weigh the options of moving verses staying in your current city with either the same, or no job.”

At the end of the day, Fayette says, “moving someplace different can be a wonderful adventure with great opportunities, but you should plan to spend significant time and effort understanding the place where you are thinking about going. After you do all the research, you need to do a gut check. How does it all feel? Trust that.”

A long-distance job search can be daunting — especially once you get to the interview phase. But many companies won’t invest the money to bring you in for a face-to-face interview until you’re further along in the process. That means you must master your phone interview skills.

The stakes are higher for candidates in a long-distance interview than they are in an in-person interview, says Sari de la Motte, author of “Beyond a Firm Handshake.”

“Here’s the thing about an interview: it all comes down to how you communicate. You can have the most outstanding qualifications and background, but if you can’t communicate that you’re skilled, qualified and a good fit in the interview, you’re toast,” she says. “When you are face-to-face, you have so many more options in terms of communication. When you’re limited to the phone, you only have tone of voice, and that’s much more difficult.”

But just because stakes are higher doesn’t mean you have less of chance to land the job than an in-person candidate.

“Organizations want the best people. The best person does not always live next door to the company,” says Paul Bailo, CEO of Phone Interview Pro and author of The Essential Phone Interview Handbook.

“Great people come from all over, not just from your own community.  That is why a phone interview is so important in this case. The company will not bother putting its resources in a candidate that does not do well in a phone interview.”

The biggest mistake out-of-state candidates make when giving a phone interview from afar is treating the interview as less important because it’s not “in-person,” says de la Motte.

“This causes people to do stupid things like conduct the interview while commuting or in the bath — true story — or while distracted,” she says. “Treat the interview like you would an in-person interview. Prepare, have a quiet place to answer questions, stand while you speak so you can access your breathing and pause often.”

To avoid wasting a potential employer’s time, research the area prior to applying for jobs for there, says Bill Humbert, principal of RecruiterGuy.com.

CareerRelocate.com provides historical data on job markets throughout the country in order to help you assess you or your spouse’s industry in your new location, as well as a Cost of Living Index to help determine how much you’ll need to earn.

Need more tips to ace the long-distance interview? These five helpful hints should help:

1. Prepare to discuss why you are moving or want to move to the new location. “When I ask a candidate why she she wants to move and her response is, ‘We just need a better place to live,’ I become very concerned,” says Humbert. “My desire is to help clients find people who make impacts and will stay with them.”

Adds Bailo, “‘What are you leaving or running away from? Why can’t you make it in your own backyard? What makes our community better than yours? Those are some of the questions you need to be ready to answer.”

2. Wear business attire. “Of course the interviewer can’t see you, but   you won’t feel, or sound, as businesslike in your pajamas and pink slippers,” Bailo says.

3. Have a photo of your interviewer on your computer screen. “This could be from LinkedIn, Facebook, the company website or anywhere else your interviewer’s face might appear online,” says Bailo. “It makes the interview a little more like an in-person conversation.”

4. Use the resources you have. “Phone interviews are a lot like open-book test — you can have all your information right in front of you,” Bailo says. Keep your résumé and cover letter within reach and have the company website open on the computer.  

5. Ask about next steps. “At the end of the call, ask how well your qualifications meet the company’s needs. This will give you a chance to address minor issues immediately. Then ask when you can meet with them in person,” Bailo says.

Workers know that it takes time to become settled in any new job, but for employees who relocate and bring along a family, adjustment can be particularly tricky. In fact, a nationwide survey by CareerBuilder revealed “additional stress on the family unit” as second only to “cost of living is higher” when listing the top challenges associated with relocating.

While spouses and children are bound to feel more comfortable in the new environment over time, there are ways to make the relocation process easier on everyone. Consider these suggestions:

1.  Enlist the help of the company.

Employers realize that an employee whose life away from the office falls quickly into place is bound to be happier and more focused in the workplace. From the first stages of relocation onward, see what the company can do.

Marisa Keegan, talent manager at the digital advertising agency Modea in Blacksburg, Va., notes that her firm offers standard relocation assistance such as pre-negotiated contracts with moving companies, financial assistance and information about local establishments. But the human resources department also is willing to do what it can to help with individual needs. Among things Modea has done in the past are:

• - Scheduling times for a spouse to meet with key business owners who can help connect to potential jobs in the area.
• - Introducing the family to local principals and school staff.
• - Getting the family tickets to a local festival, concert or sporting event to join in some extracurricular activities with the families of other workers.
• - Scheduling a tour with local realtors.
• - Setting up lunches for the spouse and kids to meet with the families of other workers.

Remember, too, that most people are happy to offer opinions. Not only will starting a conversation around the water cooler about reliable area daycares potentially solve your childcare dilemma, it will help you bond with colleagues.

2.  Think before you pack.

Facing rooms full of boxes in a new home can feel overwhelming. By clearly marking which boxes you’d like to open first, you can avoid dealing with the Christmas ornaments now and instead set up your son’s model railroad so that his new bedroom feels less foreign.

As the wife of an Air Force officer, Karina Fabian of Layton, Utah, is no stranger to moving. Her packing advice includes:

• - Cut clutter.

“Moving is the perfect time for a fresh start, unhampered by the junk in your life. Go through everything and decide whether to keep, trash or sell/give away. Everything you discard is less to pack, unpack and find a new place for.”

• - Isolate the unpackables.

“Take all the items you do not want packed and put them in a single room. Shut that door and put a big sign on it that says ‘Do not pack.’”

• - Keep records.

“Videotape all your electronics with someone reading the model and serial number so you have a record in case they are damaged or stolen in transit.”

3.  Start a spousal job search ASAP.

For the spouse who needs to land a new job due to relocation, finding one can be critical to well-being (and, oftentimes, to a family’s financial situation).

“Start networking as early as possible,” says career coach Stacy Swearengen, owner of Military Spouse Portable Career Planning in Fort Carson, Colo. “Thankfully, social media makes this much easier than in years past. If a spouse is looking to pursue a job in a particular field, it will be very important to start reaching out before relocating so that the employer and decision-makers can get to know the spouse before even moving. Sometimes, a spouse can also join a professional organization with national chapters, which increases odds of meeting someone who knows another professional in the field you are looking for and in the region you are moving to.”

CareerRelocate.com provides historical data on job markets throughout the country in order to help you assess you or your spouse’s industry in your new location.

4.  Put a premium on enjoyable togetherness.

Lastly, while it may be tempting to devote all your time and energy to unpacking and settling-in chores, the family ultimately may feel less uprooted if members can do other things together. Providing children with pleasant experiences and an undistracted ear can lead to a more positive attitude about the relocation situation.

“Make sure you plan family fun days even in the midst of the move to reduce the stress,” says Lisa Schlichtig, a Weichert realtor in Virginia who herself has experienced nine military moves in 17 years. “A favorite game and a bag of popcorn can be one simple way, or try going to a theme park on the way or when arriving at your new location. Just make sure that you have a break every so often to give yourselves and your children a sanity check while in the midst of chaos.”

At first, Kat Sanborn of San Francisco was excited by a job offer from a small publishing house in New York City. “(It was a) great opportunity, and as a bonus, perfect timing.” But as she began researching moving costs on the Internet and creating a budget for how much she’d be able to afford to put into moving and finding a place to live, her enthusiasm waned.

“It ended up that paying for the big move to the East Coast from the West was too cost-prohibitive for me to shoulder completely,” Sanborn says. While the prospective employer reiterated a desire to have her aboard and stressed that the position would be “very dynamic and exciting,” Sanborn ultimately decided that the strain on her budget would be too much without assistance.

Andrew Schrage, co-founder of the personal finance blog Money Crashers (www.moneycrashers.com), had a similar experience a few years back when recently out of college and seeking employment with investment fund companies. Finding prospects in his local Boston market fairly sparse, he took his search nationwide. He became attracted to an investment firm in Chicago, did some phone interviews and flew out for an in-person discussion.

“Everything was going great, and I was actually about to sign on the dotted line when I brought up the question of relocation expenses, which I had assumed would be a part of my agreement to move,” Schrage says. “I was a little puzzled as to why the subject hadn’t been explained to me previously, until I got the answer. Incredibly, the company was unwilling to reimburse me for moving expenses. I was in shock initially. Their compensation package was very competitive, and the fact that they flew me out there to meet with them signaled to me, or so I thought, that they would reimburse job relocation moving expenses.”

One way to parse out the expense of a potential move is to check CareerRelocate.com’s moving and storage pricing quotes. An estimate can give you an idea of whether or not you’re willing or able to cover the cost of moving.

Schrage was told that reimbursement “just wasn’t their policy.” Still wanting to work for the firm, he put together some rough numbers on how much it would cost to move out there on his own, but he didn’t like the results. “In the end, as a recent graduate without much in savings, I just couldn’t swing it financially, and I did not feel comfortable with the fact of going into debt just to pay for my own move.”

As Schrage discovered, whether or not to reimburse relocation expenses is up to the individual company. While some businesses have blanket policies not to cover them, others routinely make reimbursement part of the compensation package or evaluate on a case-by-case basis.

A 2012 nationwide study by CareerBuilder found that nearly a third of employers are willing to pay to relocate employees, especially in fields such as engineering, information technology, business development and sales. For some hard-to-fill spots or for top talent, the question isn’t whether the prospective employer will offer relocation help, it’s how much.

“I would not have accepted any position without having relocation 100 percent covered,” says Dennis Fassett, who left his high tech job in Silicon Valley to work with financial information systems in the automotive industry in Detroit. “I received a number of offers in Michigan. Their relocation packages varied widely, from a $2500 cash stipend at one company to the full-blown relocation totaling $60,000 with a corporate apartment at the company that I went with. I was fortunate, though, that the company that had the best relocation package also had the job I wanted the most, so it could not have worked out any better.”

Tony Pham, now vice president of marketing for the mobile safety company Life360, likewise recalls that relocation coverage played a large role in leading him to a previous job. “Before I moved out to San Francisco for Slide (to lead online and product marketing) around seven years ago, I was working at a marketing agency based out of New York. When I was offered and accepted my job at Slide, they paid for my relocation. I wasn’t necessarily looking to move, so the relocation definitely made me view the position more favorable than I would have otherwise. I’m not sure if I would have moved if I had needed to cover my own expenses. The relocation assistance demonstrated to me that they were serious in wanting me to join the team.”

But what if you really want to work for a firm that just isn’t offering the assistance you need? Bettina Seidman, a career management coach with Seidbet Associates, suggests trying to work it out. “Terms and conditions of employment are generally negotiable. A company may have a policy against paying for relocation, but that doesn’t mean a signing bonus, an early performance appraisal, a company car or career counseling for your spouse isn’t possible. Think outside the box. Say that you’re very interested in the position, and ask for a discussion that would ‘make it happen.’”

FOR IMMEDIATE RELEASE

Nearly One-Third of Employers Willing to Pay to Relocate Employees in 2012, CareerBuilder Survey Finds

CareerBuilder Launches CareerRelocate.com to Help Workers Identify Top Markets Where Their Skills Are in Demand

CHICAGO, January 18, 2012 – As 2012 ushers in an improving, but still highly competitive job market, more workers may be looking beyond their own backyard for employment options. Forty-four percent of workers said they would be willing to relocate for a career opportunity, according to a nationwide study by CareerBuilder. Of workers who were laid off in the last year and found new jobs, 20 percent relocated to a new city or state.*

Infographic: http://cb.com/xcB27t

At the same time, employers struggling to find workers for skilled positions said they are willing to pay to bring talent to their locations. Thirty-two percent reported they would be willing to pay to relocate new employees in 2012. Nineteen percent would be willing to pay a smaller first year salary in order to giving a signing bonus to relocate an employee. The national survey was conducted from November 9 to December 5, 2011 among more than 3,000 employers and more than 7,000 workers.

To help workers zero in on markets with the greatest demand for their skills and assess costs of moving to and living in a particular area, CareerBuilder launched CareerRelocate.com. Through this new site, workers can:
 
* Run a simple keyword or category search and view a map detailing where the most and fewest opportunities are for their line of work.
* View actual relocation opportunities in different cities.
* Learn what they would need to earn in order to maintain their current standard of living in another city.
* Research homes, property values, mortgage quotes, moving and storage costs.
* Tap into articles and advice on relocating and hiring trends.

“One of the key trends we saw coming out of the recession is the movement of labor in and out of markets across the U.S.,” said Matt Ferguson, CEO of CareerBuilder. “Workers have had to expand their job search geographically and employers in need of hard-to-find, skilled talent have had to recruit across state lines. Our new site CareerRelocate.com helps workers identify relocation opportunities and understand related costs, so they have the right information in hand for their next career move.”

While employers will move current staff and new hires for a wide variety of positions, the top areas for which they are most likely to pay to relocate employees are tied to technology and revenue-generation:
 
- Engineering – 30 percent of employers
- Information Technology – 23 percent
- Business Development – 21 percent
- Sales – 21 percent
- Financial – 16 percent
- Marketing – 13 percent
- Legal – 11 percent

 
The vast majority of workers who relocated in the last year – 77 percent – reported they were happy with the move and didn’t regret the decision. Workers reported benefitting in the following ways:
 
- Made a fresh start – 30 percent
- Made new friends – 31 percent
- Had new experiences we wouldn’t have had anywhere else – 29 percent
- Earning at a higher level gave the family more spending options – 27 percent
- Better long-term career opportunities – 22 percent
- Area is nicer and schools are better – 19 percent

 
Of those workers who relocated in the last year, 41 percent said their family didn’t relocate with them and they have to travel to see them. Top challenges associated with relocating included:
 
- Cost of living is higher – 26 percent
- More stress on the family unit – 24 percent
- Difficult to make new friends – 18 percent
- Feeling homesick – 16 percent
 
*CareerBuilder nationwide study of 686 workers who were laid off from full-time jobs completed in September 2011.
 
Survey Methodology
This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among 3,023 hiring managers and human resource professionals and 7,780 U.S. workers (employed full-time, not self-employed, non-government) between November 9 and December 5, 2011 (percentages for some questions are based on a subset, based on their responses to certain questions). With pure probability samples of 3,023 and 7.780, one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.78 and +/-1.11 percentage points, respectively. Sampling error for data from sub-samples is higher and varies.
 
About CareerBuilder
CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 24 million unique visitors, 1 million jobs and 40 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and talent intelligence to recruitment support. More than 9,000 websites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE:GCI), Tribune Company and The McClatchy Company (NYSE:MNI), CareerBuilder and its subsidiaries operate in the United States, Europe, Canada and Asia. For more information, visit www.careerbuilder.com.
 
Media Contact:
CareerBuilder
Jennifer Grasz
773-527-1164
jennifer.grasz@careerbuilder.com
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By Beth Braccio Hering, Special to CareerBuilder

While negotiating an acceptable starting salary is critical for every job seeker, workers who are relocating need to be especially diligent to make sure their paycheck will cover their new situation. Before coming to the table, arm yourself by:

1. Knowing the location

“The first thing to think about is the difference in cost of living between your current state and the state you are considering,” says Tracy A. Cashman, partner and general manager of the information technology division of Winter, Wyman,  one of the largest staffing firms in the Northeast. “This could affect your salary one way or the other, so you should be aware of the differences prior to negotiation.”

Take the case of someone earning $50,000 in Seattle, Wash. To maintain the same lifestyle, CareerRelocate.com estimates that he would need to make about $91,365 in New York City but only $40,530 in Dubuque, Iowa. Thus, don’t be encouraged or discouraged by numbers until you know how far your dollars will go.

2. Evaluating the whole picture

“The most important key to negotiating any salary in-state or out-of-state is knowing exactly what you want,” says Jim Camp, president and CEO of the Camp Negotiation Institute and creator of the CD audio program “The Power of No.” “Taking stock and really thinking through how much you require is a must.”

When contemplating a desired salary range, he suggests considering issues such as:

• Who will be paying for the move?
• How difficult will it be to sell your home?
• Where do you want to live?
• Will your spouse need to find another job?

3. Researching the going rate for your position

Salaries vary greatly by geography, industry, company size and function. “You really need to do your research for out-of-state companies because you will likely not be as familiar with the local economics and culture,” says Caroline Ceniza-Levine, co-author of “How the Fierce Handle Fear: Secrets to Succeeding in Challenging Times” and partner at the career-coaching firm SixFigureStart in New York City.

Start by looking at CareerRelocate.com and other websites that offer wage information.

“Once you have an idea of ranges, then you can find people in that location working in the same industry and for similar size companies and ask them if the range sounds right,” Ceniza-Levine says. “LinkedIn is a great resource for finding people. Job boards in general sometimes have chat or message boards. Your undergrad or grad school contacts are also a good place to look as alumni are geographically dispersed and there may be someone in your new target location.”

4. Being ready to demonstrate worth

“Out-of-state negotiations often require written communications, and your ability to create vision with the written word can be the most important tool in your bag,” Camp says. “If you’re negotiating by phone, be sure to keep your voice low, speak slowly and ask a lot of questions. You want your prospective employer to do most of the talking while you take notes and collect valuable intel that will help you develop his vision. What’s [his or her] vision? That hiring you at the salary you require is the best solution to his problems.”

Camp stresses paying close attention to the challenges and responsibilities pointed out. “The key is to tie your abilities and experiences to the solution of their vision. Don’t be afraid to give specific examples of challenges you faced and the solutions you provided. Special assignments that fit the employer’s vision should be explained and discussed. The more examples you can provide the better.”

5. Thinking beyond salary

Putting an emphasis on salary is important because it serves as a basis for future pay increases. But if negotiations come to a standstill on that front, it might be worth seeing what else can be gained.

“While you want to go to the table with some idea of a salary that seems fair — and the research to prove it — you should also consider whether the company is providing any relocation assistance or a sign-on that could help with moving expenses,” Cashman says. “If they have not brought it up, you might ask if that’s something they would entertain. While the old-school full relocation packages are mostly extinct except for very high-level executives, many companies will consider kicking in five thousand dollars to assist with moving costs.”

Likewise, if you decide to take the job but would like to readdress the issue of salary sooner rather than later, see if you can negotiate a time to do so. “Remember that ‘no’ just means ‘not now,’” Ceniza-Levine says. “If you don’t get what you want the first time, see if you can have a review in six months or even three months rather than the more typical annual review.”