For free help with your job search, call (800) 776-8383

September 30, 2021

Building a relocation package that sets your hire up for success

It’s a big decision when a physician or advanced practice provider accepts a job that will require them to relocate. Not only are they preparing to adjust to a new health system, its amenities, culture and community, but they’re also preparing to live in a new location and adjust their lifestyle.

There are a lot of details to manage - everything from selling their current home and packing belongings to getting established in their new area. Not to mention actually starting the new job.

During this time, it should be the recruiter’s goal to make the transition as seamless as possible. One way to do this is by providing a relocation package that makes the changes more exciting than  overwhelming for the new hire.

Why should you offer a relocation package?

Relocation packages are not a given, but they are commonly offered for physicians and can provide benefits to both you and your new physicians and APPs.

When your job postings mention relocation assistance, it may increase candidate interest in your opportunity knowing they’ll have a partner in helping them make the relocation process easier. This assistance not only improves a candidate’s journey, but - once the offer is accepted - can have a drastic and positive impact on their experience as a new hire.

Think about the time, effort and energy that goes into moving - there is a lot to take care of in a limited window. Ideally, your organization’s relocation package will provide valuable solutions to help make the transition less taxing for your new physician or APP.

With help managing the expenses and details of relocation and all the ways it affects their personal life, your hire will be able to get more quickly acclimated to physician life at your health system.

What goes into a strong relocation package?

A 2019 Review of Physician and Advanced Practitioner Recruiter Incentives by Merritt Hawkins found 98% of positions included some sort of relocation bonus. The average figure offered to relocate was $10,393 for physicians.  This figure can be applied to several aspects of relocating to help make the move more manageable for new hires. It can cover expenses like:

  • Packing and unpacking services
  • Hiring movers
  • Transportation for the individual and their family
  • Temporary housing while the new physician or APP gets more familiar with the community
  • A Realtor or house-hunting tour

While the individual may have some preference on certain details - like which moving company they want to use, or which temporary housing options make them feel most comfortable - there’s an opportunity for you to provide suggestions to make the process even simpler and more stress-free.

Share your recommendations for the services your new hire will need to leave their old location and get comfortable in their new one. You can also go above and beyond by providing resources that can make it easier to get established in the community. These might include:

  • Trusted child care services
  • The best school districts to consider in the area
  • Where to shop for groceries
  • Popular attractions, parks, hiking trails, etc.
  • Great restaurants or coffee shops
  • Nearby gyms or local sports clubs and teams
  • Recurring local happenings, like a farmers market, concert series or food truck event
  • Other insights to help them get adjusted and maintain their lifestyle

Managing the details of moving can be stressful alongside a career change. That’s why offering a solid relocation package that can minimize or eliminate a new employee’s expenses - and stress - helps set the right tone as they prepare for their next chapter at your organization.

Read PracticeLink articles by Alexandra Cappetta

Alexandra Cappetta

Recommended articles

See All

Newsletter Sign-Up