Want to save money on a new recruit’s relocation package with quality long-stay accommodation?
The successful applicant has accepted your job offer and is now asking about the relocation package. So what do you need to take into account?
It’s always beneficial to find ways to reduce the relocation package allowance as the costs of recruiting can be high, particularly if the vacancy has been filled using a third party recruitment agency that will be paid a percentage of the salary being offered.
When a company decides to make a job offer they know that it’s in their interests to get some basic issues settled so that the new recruit can focus on the new job immediately. HR managers want to find accommodation that is comfortable, conveniently located, affordable and, ideally, in the form of a self-contained apartment. This makes the temporary accommodation feel more like home from home, is generally cheaper than a comparable hotel, and allows space for visiting family.
That’s why many HR managers across Norfolk are turning to No. 10 The Abbey for serviced accommodation. With 20 serviced apartments, 24 x 7 concierge service, a gym and easy access to the A10 and rail links, attractive discounts can be negotiated for long-term stays making these bijoux apartments ideal for executives relocating to Norfolk.
A standard, written relocation package or standard policy may well be in place.
If the post has been filled via a third party recruiter they, too, will advise the new recruit what’s on offer. Most professionals realise that larger companies offer standardised rates to cover a relocation package, while smaller companies may vary their offer by industry, or city or seniority of the position.
They need to balance this by keeping their relocation package expenses low in order to keep departmental overheads down.
Usually, the following will be covered by expenses for a relocation package:
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- • Temporary lodging costs e.g. for Norfolk
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- • We offer heavily discounted rates for longer-term stays in our self-serviced apartments
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- • Moving costs
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- • Travel costs back home if the new recruit moves before the family moves
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- • Possible assistance in selling the house
- • Job search assistance for the spouse (recruiters, job search, referrals)
Having gone to considerable expense to attract the ideal candidate to fill a vacancy, the HR manager needs to ensure the new recruit feels valued. No. 10 The Abbey serviced apartments are always popular with Norfolk HR managers searching for suitable temporary accommodation. They offer unbeatable rates for long-term stays and fall within the specification for executive recruitment relocation packages.
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