Adopt an employer outlook! How can you convince them you’ll be a valuable asset? 1. Do your due diligence on their needs. Create a value proposition that puts you ahead of competitors. 2. Recognize that companies might prefer a local candidate to avoid relocation—and present a compelling counter-argument. 3. Put “boots on the ground”— scope out the territory and resources; then work that angle

The first thing I would recommend, is leaving off your address, placing your mobile number, email and LinkedIn URL under your name. Another option is to indicate in the last line of your branding statement “relocating to city, state.” Your job history may be in a different area, but having this up front addresses the issue quickly.

At the top of your resume where your name and contact information is, instead of listing your current address or omitting it altogether, include your target city, state, and zip code. Then, you can mention in your cover letter that you are planning to relocate to the area. Bonus Tip: you can change your LinkedIn location to reflect your target area as well.

Here are three strategies to try: 1) In the contact section of the resume (right under your name), indicate your plans with language like “Relocating to [city, state] in 2019.” The location will be picked up by both electronic and human readers. 2) Explain your relocation plans in your cover letter. 3) Use the LinkedIn “career interests” section to signal your target city/cities to recruiters.

To increase a resume’s odds of being read by a human or ATS for a job outside your state, add “Relocating to Denver, CO” (the different city/state) in the letterhead. ATS can be programmed to perform geographic sourcing which eliminates candidates from outside the job’s geographic region unless noted in the candidate-created ATS profile or resume.

You may use a local address/zip to pass through online screening, but do so with transparency by noting in your cover letter that you “will be relocating to (city) in (month)”. For best impact, follow up with a hard copy of your resume and a phone call. Use your business/LinkedIn network to open doors from afar. Build a hit list of companies you’re interested in, make contact, and stay in touch.

A well-written cover letter will communicate how serious you are about re-locating. Make it personal. Explain what has drawn you to this new city. Have you visited there? Have you already secured a place to live? These behaviors demonstrate seriousness and permanence. Be sure your letter, resume, and LinkedIn profile make your brand clear and undeniable so they know exactly how to put you to work!

STREAMLINE YOUR CONTACT INFO: Eliminate your street/city/state info at the top of your documents. Retain your phone number and email address. Connect with friends or family in the new city and ask to use their address for job search purposes. NETWORK: Revise/update your LinkedIn profile. Conduct business opportunity and contact searches. Connect with alma mater fellows in the new city.

1) Insert a local address onto your resume, even if you must pay for a “mail drop” street address 2) Do a LinkedIn search for VIPs in the target metro area, and reach out to them 3) Plan a trip to the location prior to moving and ask to “stop in” with a pastry & coffee to those you have contacted 4) Research the local sports & business scene, and weave that awareness into your conversations

(1) Don’t put your address on your resume. Besides being nobody’s business, it can expose you to economic and demographic profiling. (2) Include the name of the city, state, and zip code where the new position is located. This strategy will bypass applicant tracking systems programmed to reject candidates based on their location. You can provide details of your relocation in your cover letter.

The most effective way around this is to proactively develop warm job leads in your location. Initiate real relationships with people at your target companies and region and let them know you will be coming soon to their area. If you skip this step, you will face the risk to be considered the “out-of-state candidate where we don’t know if he/she will be really moving here.”