42% of Workers Willing to Work Outside of Their City for the Right Opportunity

In industries such as construction, aviation and facilities maintenance, worksites are frequently located in sparsely populated or remote areas, far from major urban centers. This geographic reality makes it increasingly difficult for employers to fill essential roles with local talent alone. The good news for employers is that our Job Seeker Survey: Q3 2025 data indicates that many workers are willing to travel outside of their city or county for opportunities that match goals, skills, interests and payment expectations. 

As projects like data center construction and aviation maintenance and repair expand into less populated regions, organizations are compelled to look beyond their immediate vicinity to secure the necessary workforce. This growing need to attract and mobilize workers from other areas adds a new dimension to employee mobility, making the willingness to travel for work not just advantageous but often essential for the success and continuity of these industries. Our data sheds light on the factors that most effectively motivate employees to consider such opportunities.

What Motivates Workers to Embrace Employment Mobility

We asked recent applicants, "What Factors Would Make You More Willing to Travel for Work?" The responses shine a spotlight on the core motivators that prompt individuals to consider professional mobility. Four primary factors emerged:

These findings reveal that while compensation concerns remain paramount, workers are equally attuned to prospects for growth and stability.  This highlights the importance of understanding employee motivations, which can inform more targeted recruitment strategies.

Strategies for Recruiting Employees Open to Travel

What steps can organizations take to make travel opportunities enticing? A multi-pronged approach is most effective:

Boost Recruiting Through Employee Referral Programs

Staffing in lightly populated areas presents unique challenges, as the available talent pool may be less accessible. For organizations expanding an existing worksite or establishing a new location, leveraging employee referrals as a recruitment channel can serve as a valuable resource.

Prepare carefully when launching an employee referral program. Use it to engage staff and encourage them to promote your company. Clear communication with employees about benefits will help them effectively share job openings with others.  

Streamline Hiring Requirements to Attract More Workers

The labor shortage is becoming less intense compared to recent years, but employers in nonmetropolitan areas aren’t always in a location to take advantage of growing talent pools. The competition for workers in most regions is projected to continue, according to The Society of Human Resource Management (SHRM). We’ve noticed that employers in both rural and more densely populated areas have started to review their hiring practices to not only cast a wider net for available workers, but also to reduce speed-to-hire.

Many companies are adjusting requirements and procedures related to background checks, drug testing and education to stabilize their workforce and meet productivity goals. Additionally, working with a staffing partner may assist in sourcing candidates who possess transferable skills. 

Build Talent Pipelines by Partnering With Local Organizations

Establishing relationships with local trade schools, community colleges and other organizations helps build trust and visibility in rural communities. Start by identifying shared goals and use these as conversation starters. Developing mutually beneficial relationships requires good communication and patience, especially when discussing logistics or funding. Engage local partners by presenting clear, concrete ways to collaborate and focus on tactics to attract new talent or those considering career changes.

Offer Comprehensive Compensation to Support Employment Mobility

Although the labor market is evolving, competition for talent in rural and non-metropolitan areas can still be highly competitive. To attract top-quality workers, it is essential to address their current motivations.

Our Job-Seeker Survey series consistently identifies pay, job security and potential for career advancement as the leading factors influencing candidates’ decisions to accept new positions. However, many applicants are prepared to travel for suitable positions, and their motivation is not limited solely to increased pay rates or travel reimbursements. Compensation in terms of health insurance, paid time off and other factors can help bring in workers from other cities or states. 

As the workplace continues to evolve, employee mobility will remain a cornerstone of organizational strategy. Understanding what motivates workers to travel is essential for fostering a willing, capable and satisfied workforce. Whether it’s the promise of advancement, logistical support or job security, each factor plays a pivotal role in shaping decisions. By placing value on people and their aspirations, businesses can turn travel opportunities into engines of collaboration and progress.

Explore more findings from our Job Seeker Survey Q3 2025 and see how employment mobility is reshaping workforce strategies.