Millennials are significantly more likely than previous generations to be in marriages where both partners work full-time, career counselor Phyllis Brust points out at SHRM, and for employers, that means it is more important than ever to get a candidate’s spouse on board when persuading them to relocate for work. Dual career services within the HR or talent acquisition function facilitate the transition for these couples by helping spouses find and apply for jobs either within the organization or nearby, in addition to building local networks and learning about the community:
Additional services may be offered for partners who are not seeking positions or cannot work, such as information about volunteer opportunities and educational programs. Some specialists assist with finding language classes, obtaining work authorization, locating schools and other community-based resources, participating in social events, getting housing assistance, and researching special interests (hobbies, for example). These may be done one-on-one and in workshops.
Dual-career assistance can be very individualized and hands on. Professionals “conduct an intake assessing skills and experience, asking partners their passion, reviewing the resume and other documents, and doing a lot of digging to arrange networking meetings,” said Moira Grosbard, the principal of Network Careers Inc. in Minneapolis, whose clients include 3M and General Mills.