Key figures to remember: geographical mobility & candidate experience

In August & September 2020, we conducted a study on candidate mobility. This study was conducted among 50 French recruitment agencies. Between mobility to take up an interesting position and the desire to move to the provinces post-Covid, here are the key figures to remember concerning mobility and the candidate experience.

Candidate mobility, an update on the situation.

Across all the firms we surveyed, here are some key figures to remember regarding employee mobility and the candidate experience. An average of 20% of candidates move to another region to take up a new position. All recruiters are faced with candidate mobility. This may involve mobility: Paris - Region / Region - Paris / Region - Region.

While studies show that 80% of Parisian executives want to leave ParisThe firms surveyed confirm this trend. They are receiving more applications from employees who want to move to the regions. "More and more candidates are looking to move and want a change of life," confirmed several recruiters. A large pool of candidates is therefore available. It is therefore necessary to know how to approach them and accompany them in their change of life!

Measuring the suitability of applicants to move.

Many recruiters have lost a candidate in the process because the process involved moving.

Catherine was to join a company in the Vendée. Everything was going well but at the last moment she turned down the job. She was afraid of not fitting in with the local culture and not finding accommodation.

The reasons are often the same. In the case of a family, mobility does not only affect the future employee but also his or her spouse and children. The spouse has to find a new job, the children have to change schools. The whole social life has to be rebuilt in an unknown place... Thus, it is necessary to be able to quickly understand the motivation of a candidate to change region in order to pursue, or not, the process. If their motivation is still strong, they should be supported in their efforts.

♦ The methods

In order to validate that the candidate is motivated and aware of this change of life, the recruiters interviewed have several methods:

First, ask the candidate if they are mobile, and if so, in which regions.

"If the candidate says yes and is very mobile and/or mobile in the region concerned, the process continues. If they are resistant at first, the exchange does not continue."

Secondly, as the location of the job is indicated in the advertisement, the question does not arise. Recruiters do check that the candidate has taken note of the location of the post and that he or she is not closed to mobility 

"I ask them directly if they are interested in the city of the job."

Finally, some recruiters go further and make sure that the candidate has discussed mobility with his or her spouse. "I check that he has discussed it with his spouse and that she agrees. And they are right!

♦ The reasons for success

Most importantly, the qualification of a candidate's willingness to change region. This is obviously the key to success. If it is a question of moving closer to family, of a desire to improve one's living environment in a known region, candidates will go through with the process. Especially if it's a job in a big city.

Most of the time, candidates are willing to move to improve their living environment because they have children, for example, or because they are moving closer to their family.

For a very interesting job, some candidates are willing to move to a remote area. However, this is much more complicated. And yet, some cities that are not very attractive at first glance may have qualities! They will suit some candidates who might not have thought of them. Discussing the living environment and the advantages of these cities with candidates is a real strategy. It can trigger the candidate's motivation to take the job. 

♦ The reasons for failure

"I had placed a candidate in a regional city. A few days before taking up the post, he called me to say that he had to discuss it with his spouse. As a result, the spouse did not agree and the candidate did not take the job.

Another key figure to remember about employee mobility is that 44% would refuse a job if it meant moving.

If the candidate's motivation for mobility has not been sufficiently developed, there may indeed be failures at the end of the process. The same is true if the recruiter does not have any solutions to propose to the candidate to overcome these obstacles. These failures lead to a loss of time and money for the recruiter.

In cases where the job is not enough to make a positive decision, you need to go further. For example, present the living environment and the location of the job. This allows you to see with the candidate whether he or she can integrate into the region and live there permanently. Another solution may be to propose solutions and support for mobility (see below).

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Presentation of the living environment.

Take the time to talk to your clients about the area and its benefits and don't hesitate to write about it in your recruitment advertisements. This could attract new candidates who might not have applied without a description.

In the interview, talk to the candidate about the region. During the exchange you can get information about the candidate and connect them with the region to confirm their interest.

For example: a candidate did not necessarily think she would move to the Vendée. But by talking to her recruiter about local life, she finally became interested in the region and settled there. She took the job and is still there. For a job in a remote area, try to get information about daily life to share with the candidate.

Typical example

A recruiter told us about a position he had to fill near Mont Saint Michel. Few candidates applied. As for those with whom he spoke, he only talked to them about Mont Saint Michel. This did not really excite the candidates. 

The Mont Saint Michel is certainly very beautiful but to visit it during the holidays. Moreover, the candidate will not live directly on the Mont but in a nearby town. Not being able to talk about local life was a problem for this recruiter. The tourist information will not necessarily allow your candidates to project themselves into a life on the spot. Nor will it encourage them to be interested in the job.

If you don't know anything about the area, you can put them in touch with a local person. This person will share information with them and can tell them about life in the area. If there are commonalities between your candidate's interests and the area, you can be sure that this will be a good thing. The candidate will be grateful.

You have just read our key figures on mobility and the candidate experience. Are you recruiting candidates from other regions and want to make them feel welcome? Call on our ambassadors! They can help your new employee discover the city. But also to find the house of their dreams, to carry out their administrative procedures... To find out more, contact us or find us on

This article was written by Cécile N. Cécile N., at your service to help you welcome and integrate your future talents.

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