A company that accepts resumes from employees willing to relocate should establish a corporate relocation policy. Every company, regardless of how size, should keep and maintain an employee handbook consisting of policies and procedures. Employee handbooks are great communication tools for companies, stating what is needed and expected from employees. Inside that handy-dandy handbook, you can outline the way your company handles corporate relocation.

Relocation can become a huge headache for everyone involved if there aren't clear guidelines stated from the hiring company's prospective. For the employee (and their spouse and children, if that's the case), it usually entail selling a house, obtaining new housing, packing, and literally moving their life (or lives) to a totally new existence. The transition is exhausting, to say the least. In order to make the conversion easier, the employer must understand the "big picture" when it comes to corporate relocation.

Details that we tend to forget about when considering corporate relocation include finding new schools for the potential employee's children, swapping over auto insurance and license plates, and the endless packing and unpacking that will take place. Employers should keep in mind that the employee has a lot on their plate in regard to their personal life if they must relocate. In the policy, time allotted for these issues should be considered and stated clearly.

The cost of relocating a single person as opposed to an employee with a family can differ drastically. With a spouse and family involved, there tends to be a lot more "stuff" to move, including beds and toys and clothes. You'll want to consider the amount of money that your company is willing to spend on relocating an employee that you want to hire. Keep in mind that costs of corporate relocation can be upwards of $50,000 for the average home owner.

Outline the budget amount that the company wants to pay (if you are prepared to assist with relocation) and which parts of the move that the company is able to pay for. Each move will consist of different needs, so make sure this part of your policy is left vague, giving your company the versatility to present a proposal to each candidate on an individual basis. Be ready to negotiate this part. You aren't fully aware of your potential employee's needs until they are discussed.

Consulting a business management consultant or a lawyer to guarantee that your corporate relocation policy is secure is a great idea once you have sketched your policy. They make sure that your wording, structure, and overall policy projections stand up in court if problems occur with any employees. This is an important step for all policies and procedures in a company handbook.

Creating and maintaining a corporate relocation policy and following ensures that you will treat all prospective relocating employees the same. Each situation can be tailored to meet the needs of the company as well as the employee. If constructed right, your policy will answer any questions as problems arise during the transition. As time goes on, and you experience problems, you can mold the policy to encompass the company's requirements. Once refined, though, your corporate relocation policy written for your handbook will make hiring an employee that needs to relocate cut-and-dry and instead of the headache it often turns out to be.