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Dual Career Support

Dual Career Support Services: A Companion's Guide to Relocating

What is dual career or dual faculty support?

LINC understands that job relocation is now often a family affair. Professionals make career decisions based on partner work availability and transition for the family (see Community Transition services), which is why we are committed to providing supplemental spousal/partner career support within our work/life services. An accompanying partner can benefit from the Get LINC’d solution by participating in a proactive and career-networking process. We help couples work smarter not harder by putting an action plan in place before, during and/or after relocating to the Lehigh Valley.

Our partnering companies, higher education institutions, and organizations offer invaluable exposure through strategic informational interviews (not job interviews), professional networking opportunities and professional guidance to the dual career or dual faculty partner.

At LINC, participants will gain access to comprehensive spousal/partner career support through:

  • Personalized professional action plan for optimal networking opportunities
  • Superior career guidance and professional support in regards to a regional job market
  • Professional networking opportunities leveraged for job-search and job networking success
  • Strategic networking opportunities with top companies, higher education institutions and organizations in the region (80% of jobs are obtained through networks)

Dual Faculty

LINC recognizes that dual faculty is a unique struggle in itself.  The obstacles of hiring a highly skilled, diverse faculty are magnified if the spouse/partner also needs a faculty position. It is even more difficult if the institution is looking to hire a female STEM position because 75% of women in STEM are married to men in STEM. What are the options for the hiring institution? 

It is not always possible to create a position for this accompanying partner.  That is where the leverage of the LINC network becomes an asset to your academic institution. By tapping into an existing network of higher education institutions, the opportunities are broadened for dual faculty couples.  The same dual career support applies, but it is targeted to faculty opportunities.

Who is eligible?

An eligible candidate is the partner of the person pursuing job relocation with your company or institution. A personal career coordinator will guide the partner through a strategic action plan tailored to the needs of his/her personal professional goals. 

When dual career or dual faculty is an issue, we open doors for eligible candidates to identify compatible positions and network with high level executives or leaders  in the Lehigh Valley. Support of this nature allows a partner to gain employment more quickly (39% faster than the national average [Tech Valley Connect]), which helps the new hire and the family as a whole transition fully. 

How can partner career support services benefit your company?

Rapid growth in recruitment and retention numbers barely skim the surface of the positive effects a company can experience when partnering with LINC. By providing job prospects and new hires' partners with career support, a LINC partner can leverage its recruitment and retention initiatives to meet a growing need.

An overwhelming problem with recruitment and retention of top-talent is directly related to dual-career (accompanying partner) challenges (60% of marriages are dual income earners) and the inability of families to assimilate in their new community.

Dual career and dual faculty support enables companies and higher education institutions  to recruit and retain top diverse talent. LINC gives the regional organizations dual career support services that not only provides improved corporate and community social responsibility, but administers invaluable tools and resources, including:

  • Premiere access to a pool of top talent, rich with diversity and a predetermined commitment to stay and work in the Lehigh Valley region
  • Recognition from prospective candidates as an attractive employer with a competitive edge
  • An increase in staff mobility
  • Cost reduction attributed to a decrease in assignment refusal and early return
  • Noted as a company or institution with supportive diversity/gender initiatives
  • An increase in recognition of corporate and community social responsibility