The New Dictionary of Hiring

Movement Threshold

/MOOV-MUHNT THRESH-HOHLD/

NOUN

The Movement Threshold is the point at which a new opportunity becomes worth the risk and disruption of leaving a current job.

MEANING

Someone who hates their job may need very little encouragement to leave. Someone with a great manager, flexibility, strong colleagues and a bonus due in March will take more convincing.

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“Good opportunity” isn't an objective standard. Your offer has to beat the life that particular person already has. The Movement Threshold belongs to the candidate. You don't get to set it by putting “exciting role” in an InMail subject line.

Defined by:
James Ellis,
Employer Brand Labs

Category:

Choice

Related Terms:

MAKE THE CHANGE

Instead of:

Assuming interest in your role is independent of someone's current situation.

Ask:

What would make moving worth the disruption?

EXAMPLE

A candidate with a supportive manager and flexible schedule turns down a raise. Another candidate in a stagnant role takes the same offer. Neither decision is irrational.

HOW TO USE IT

Use conversations with candidates to learn what would make a move worthwhile for different talent groups. Adjust the opportunity and offer around what they actually value, not what you assume everybody wants.

SAY IT TO LEADERSHIP

The offer looks attractive from our side of the table. That doesn't mean it's enough to make someone leave a good job. We need to understand what makes the move worth it to them.

NOT TO BE CONFUSED WITH

Movement Premium and Switching Burden: the Switching Burden is what a person gives up by moving; the Movement Threshold is the point where moving becomes worth it; the Movement Premium is the extra value you must offer to get them past that point.