I traveled a lot for work in my 20s after taking a job as a VP of Marketing. Originally, I took the role with the understanding that it would be remote work. That wasn’t the case. It was a lot more on-site than remote. A few weeks in, I was on an entirely new schedule than I expected after taking my first work from home job.

I would get up every Monday morning in Nashville, TN around 3:45 am to get to the airport for a flight that took off around 5:30 am. Luckily, I lived a 15 minute drive from the airport and back then, security was pretty predictable at BNA. Then, I’d take the small plane to Newark and another much larger one to Boston. Half asleep and travel weary, I’d begin my in-office work day around 11. I’d work 12+ hour days and then jump on the last flight home Thursday night. To make matters worse, I regularly missed my connection. I spent a lot of nights in Newark that led to a lifelong disdain for the airport.

That wouldn’t have been an issue if the travel had been the upfront expectation. But it wasn’t. I had things to do on Friday like taking someone I loved to their chemo appointments. That was in addition to all the errands I needed to catch up on after a week away. Eventually the constant back and forth became an issue. I spoke up and said I couldn’t do all the travel. In return, they let me go a few weeks later.

The Rise of Caregivers vs Work Travel

Today, even with the rise of remote work, people are still traveling for work – sometimes even more than expected. In 2022, business travel accounted for 12% of airline travel. That’s about 460 million business travelers. That’s not surprising, but it does get complicated when you consider how many of those people – like me – were also caregiving for aging loved ones or kids.

Caregiving takes a toll on so many people’s careers, especially as an increasing number of people find themselves balancing the demands of employment with the responsibilities of caring for aging loved ones and children. According to the National Alliance for Caregiving and AARP, approximately 53 million Americans are acting as unpaid caregivers, with the majority caring for an aging family member. The pandemic further exacerbated this issue. While it provided easier access to home with fewer travel demands, you can only multi-task so much.

The strain of managing work and caregiving is not only emotional but also financial, as caregivers often face reduced work hours, career interruptions like me, and increased healthcare costs. I’ve seen first-hand how trying to juggle it all can result in burnout, negatively impacting productivity, mental health, and overall job satisfaction. As the population continues to age, this is a situation that will come up more and directly impact people’s ability to travel. We can’t be unclear about travel expectations any more if we want to have a sustainable and supportive work environment.

Explaining Travel Requirements In The Job Post

Knowing this shift in our society’s need for caregivers that can stay local, how do you explain travel in the job post to ensure the expectations and reality are aligned? I can tell you one thing: picking a random percentage from a hat with no details isn’t the right answer. I mean, what does 30% travel even mean? 30% of the week? The month? How much notice do I get? All of that is important to know but most jobs just say some generic number.

Here are a few things to keep in mind when you explain travel in the job post to ensure that candidate on the other side knows what they’re getting into.

• Don’t use a percentage of travel. Instead, explain when they will travel and how often. For example, something like this could be far more helpful: you will travel three times a week to clients within 50 miles of you. You’ll typically spend the entire workday there and you’ll be back home to sleep in your own bed every night.
• Outline the travel destinations. While it’s sometimes hard to predict everywhere someone would travel, we can be more clear than just saying “domestic travel.” A trip to the neighboring town and a trip around the world require two different lifestyles and support systems.
• Make it clear if travel is preferred or required. In my case, it appeared to be preferred but when they evaluated later, it was actually required in their minds. Be clear upfront.

Asking About Travel Requirements On The Application

When considering the impact of travel on employment, proactive communication during the application process is paramount, particularly when the ability to travel is a potential dealbreaker. Instead of deferring this crucial conversation until the interview stage, employers should integrate questions about travel preferences into the initial application process. A strategically phrased question such as, “Are you willing to travel within X miles up to x days per week/month/year?” is a great starting point.

This direct approach not only elicits a clear response but also sets the expectation early on. Knowing that for many roles the actual travel percentage varies, depending on the role and business needs, the percentage may just be a guess (and often an unrealistic one). By emphasizing the importance of clarity regarding mileage and time commitments, recruiters can provide candidates with a more realistic understanding of the expectations tied to the role.

This transparent approach allows individuals, especially those with caregiving responsibilities, to make informed decisions about their compatibility with the position. Beyond the application, continuous and open communication about travel expectations should be maintained throughout the hiring process. It’s a dealbreaker – especially for caregivers – and you want to discuss anything that’s a dealbreaker for the role as soon as possible in the process.

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