How to Make Your Location Irresistible to Audiology and SLP Candidates

If you’re finding it challenging to attract audiology or SLP candidates to relocate, you’re not alone. With clinician shortages, rising caseloads, and fierce competition in every market, many employers are struggling to stand out.

The good news?
Candidates do want to find the right opportunity. With a thoughtful approach, you can help them picture a life—and a career—they would genuinely love in your community.

Below are practical strategies to help you:

• Showcase the strengths of your location
• Build trust with candidates
• Make the relocation decision feel far less daunting

1. Make Tell the Story of the Lifestyle — Not Just the Job

Clinicians aren’t just choosing a workplace—they’re choosing a life. Help candidates imagine what day-to-day living looks like by highlighting:

• Parks, outdoor recreation, and green spaces
• Local restaurants, arts, and culture
• Neighborhoods and housing options
• Commute times and quality of life perks

When you paint the full picture, your location becomes more than a dot on a map—it becomes a place where their life could flourish.

2. Highlight the Cost-of-Living Advantage

Many SLPs and audiologists are surprised by how far their salary can go in a new location. Show candidates:

• Housing affordability
• Everyday cost comparisons
• Financial stability they could gain

When candidates see increased comfort and flexibility, relocating often becomes far more appealing.

3. Showcase Growth, Mentorship, and Specialization Opportunities

Professional growth is a top priority—especially for early-career clinicians. Highlight opportunities such as:

• Mentorship and supervision models
• Specialization or niche practice areas
• Career advancement pathways
• Ongoing professional development

When relocation feels like a career accelerator rather than a risk, interest rises significantly.

4. Build and Share a Sense of Community

Audiologists and SLPs thrive in supportive, collaborative environments. Reassure candidates by emphasizing:

• Team culture and collaboration
• Peer support and onboarding
• A welcoming, connected workplace

No one wants to feel isolated after relocating. Candidates are more likely to move when they feel they’re joining a team—not just filling a role.

5. Bring Real Stories to Life

Nothing builds trust faster than authenticity. Consider sharing:

• Testimonials from clinicians who relocated
• Short video clips of staff sharing their experience
• Stories of growth, stability, and success

Hearing real voices helps candidates feel more confident—and more excited—about taking the leap.

6. Offer Relocation Support That Reduces Risk

Relocation is emotional, financial, and logistical. Support candidates with offerings such as:

• Relocation stipends or bonuses
• Temporary housing assistance
• Licensure or credentialing support
• Spouse or partner job resources

These signals tell the candidate: We’re invested in your success—before you even arrive.

7. Proactively Answer the Questions Candidates Won’t Ask First

Candidates may hesitate to raise concerns about:

• Schools and childcare
• Neighborhoods
• Safety or commuting

Be prepared to share this information openly and confidently. Transparency reduces stress, builds trust, and makes candidates feel genuinely cared for—not just recruited.

8. Connect the Role to Purpose and Impact

SLPs and audiologists choose this profession because they want to make a difference. Bring meaning to the role by sharing:

• The populations served
• Community needs and gaps
• Programs they can help build or expand

Purpose is a powerful motivator—often strong enough to outweigh geography.

Help Candidates Imagine a Future With You

The goal isn’t just to convince someone to move—it's to help them envision a full, vibrant, fulfilling life in your community. When you highlight your strengths authentically, support candidates through the process, and offer opportunities for growth, relocation becomes not just doable but exciting.

For more information about the ASHA Career Portal, and other recruiting opportunities, reach out to Eli McLean at 202-296-8726 or emclean@asha.org.