As the recruiting environment heats up there are increasing challenges in attracting and landing a new executive or professional. Compensation is on the increase, current employers are becoming more aggressive in keeping their team on board putting forward big counter offers, and with companies on the route to recovery, long-term incentive compensation is increasingly an obstacle to recruiting. But often the most significant issue to contend with is the spouse.
Just a couple of decades ago, a spouse's issues and concerns were subsidiary to what was good for the other partner. Today not so. If a new opportunity involves relocating, considerations such as the other spouse's job, where the kids go to school and the loss of personal relationships and support networks become major considerations.
And spousal issues are not only front and center in a relocation. Often spouses want to meet the prospective employer and have a real say-so, especially if the new opportunity involves greater risk or less stability.
My advice is to focus early in the process on the spouse and underwrite family issues and concerns because you do not want to be at offer time only to find that he or she puts thumbs down.
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