LINC’s Career Support Helps Newcomers Find Jobs

Insights

Getting Rooted: How LINC’s Career Support Helps Newcomers Find Jobs

When a top candidate accepts a new job, it often marks a major life transition for their entire household. Employees expect to adjust to a new city, a new home, new schools, and new routines. But what about career prospects for their partner or spouse?

Whether a relocating partner finds purpose and opportunity in a new community has a lasting impact on that new employee’s ability and desire to stay in an area.

Since launching in 2015, LINC has offered Partner Career Services to relocating families. More than just resume reviews and job leads, LINC provides relationship-centered support to help job seekers find meaningful employment in their new community quickly.

Meet two of the individuals behind that work: Sue McDermott and Tom Dowd, Career Support Specialists with LINC. With decades of combined experience in career consulting, higher education, and navigating moves themselves, Sue and Tom understand the reality of relocating.

Here, they share their insights into why this work matters, what job seekers often miss, and why employer partnerships with LINC are a smart strategy for recruiting and retention.

Why They Joined LINC’s Mission

Tom Dowd:
“I was working in alumni career services at Lehigh University when LINC first launched. I had just recently moved to the Lehigh Valley myself, so I was getting acclimated to the area too. When I heard about LINC, I thought it was a great idea and especially appreciated the partner career support they offered. In fact, a few of the early participants from LINC joined a webinar series I ran at Lehigh on job searching and maximizing LinkedIn. Even after I moved on from Lehigh, I kept tabs on LINC’s work. When I launched my own career consulting business last year, I thought it was the perfect time to explore a potential partnership.”

Sue McDermott:
“The challenges, my husband and I experienced, of sixteen career moves with two young children gave me a profound appreciation for LINC’s purpose: to ease the transition for national and international professionals and their families being transferred to the Lehigh Valley. LINC’s holistic support, addressing both family needs and partner career aspirations, struck a chord. Understanding my background and experience, a mutual friend introduced me to Donna Cornelius, the inspiring Director behind LINC’s creation. My subsequent interviews with Donna and Ron Arnold led to my accepting the Partner Career Services position, and I’ve found immense satisfaction in assisting the many wonderful newcomers to our community, on and off, for the last 10 years.”

Why Dual-Income Household Support Matters

Tom Dowd:
“It can be really challenging for both partners in a dual-income household to grow their careers in tandem. A lot has to align, especially when geography becomes a factor. Career services can help people get clear on what to target in their next move and how to tell their story effectively to get there. While most people benefit from this kind of help, it’s especially valuable for dual-career households, where the path forward often includes additional considerations tied to a partner’s career.”

Sue McDermott:
“Recognizing that an accompanying partner often sacrifices their career to facilitate a move, providing comprehensive job search assistance throughout the transition is paramount. The challenges of settling in a new location are multifaceted, making an immediate connection with a well-informed local resource is incredibly beneficial. This support encompasses introducing the partner to the area, local businesses, and networking groups, facilitating professional connections, and offering guidance on resume and cover letter writing, as well as LinkedIn optimization. The ability of the accompanying partner to find timely employment is often critical to the acceptance and retention of the offered position.”

Common Job Seeker Misconceptions—and the Truth

Sue McDermott:

“Most job descriptions list an ideal candidate profile. Employers often consider candidates who meet 70–80% of the requirements and demonstrate a willingness to learn.
A longer resume is not always better. Hiring managers prefer concise and relevant resumes that highlight skills, experiences, and accomplishments directly related to the job. Quality over quantity is key.
A well-written, tailored cover letter can showcase your personality, explain your interest, and highlight how your skills align with the specific role, making you stand out.
Networking is critical. It is about building genuine relationships, exchanging information, and gaining insights within your field. Job opportunities can arise indirectly from these connections.”

Tom Dowd:
“There are a lot [of myths] and none of them are the job seeker’s fault. It’s harder than ever to navigate the job search process because of the complex systems involved and the flood of (sometimes conflicting) advice out there. Here are a few common misconceptions I often hear:

My application was automatically rejected by a robot. Most companies use Applicant Tracking Systems (ATS) to sort and manage applications, but there’s often a real person behind the scenes making decisions. If you get an immediate rejection, it’s more likely because of something called a knockout question.
I’ll save that job and will apply in a few days. For highly competitive roles, especially those at big-name companies or fully remote positions, timing is crucial.
I need to meet every requirement in the job posting. Focus on the top 3–4 qualifications and make sure it’s immediately obvious on your resume that you meet them.
Networking only means meeting new people. It’s also about reactivating your existing ones. Share your target roles and companies with people you trust and let them know how they can help.
Interviews are about me. They’re really about the company. Think about the problem they’re trying to solve with this role, and frame your experience as the solution.”

A Smart Strategy for Retaining Top Talent

Sue McDermott:
“Think of partner career services as a retention tool as much as an attraction strategy. A happy and professionally fulfilled partner contributes to a stable and satisfied employee. By investing in their successful integration into the Lehigh Valley’s professional landscape, you are investing in the long-term commitment of your valuable new hire. The cost of these services is often far outweighed by the cost of replacing a high-level employee who leaves due to partner dissatisfaction.”

Tom Dowd:
“Moving for a job is often a family decision and it can be a difficult one. One of the factors that plays into the decision is whether or not the other partner can continue to build their career in the new location (the Lehigh Valley). LINC’s partner career services offer a unique support to help ease the decision and transition for the overall family which will help contribute to top talent feeling excited to come to the Lehigh Valley and stay in the Lehigh Valley.”

What Drives Them

Sue McDermott:
“By efficiently providing a broad spectrum of information and support, I strive to alleviate the time and stress of this transition, offering understanding and guidance throughout their journey to connect them with precisely what they need.”

Tom Dowd:
“The variety of people I get to meet and help. This is by far my favorite part of the work because LINC supports such a diverse audience of individuals in terms of personal and professional background. For me, it is fascinating to get to know people’s stories and have the privilege to help them build their career here in the Lehigh Valley.”

Want to Support Your Recruits Beyond Day One?

LINC’s Partner Career Services are designed to support employers who understand that talent relocation isn’t just about a job offer, it is also about becoming part of the fabric of a new community. When partners thrive professionally, employees stay longer and contribute more deeply.