Tried recruiting in the last 18 months?
Hard isn’t it…
We can blame so many factors, Brexit being a favourite one, economy being another, the summer is coming, it was just Christmas….
Regardless of factors or causes – it is a tough market to find talent in. Candidates are receiving more job offers than ever before, salaries are being inflated, and counteroffers are rife.
What can you do about it?
- Set a realistic expectation of who you need to hire.
When you write your job brief, try to bear in mind that it is a candidates market currently, and compromise is key.
I’d advise working backwards – what can you offer the new hire, what benefits can you add to them, what training can you give them so they are upskilled.
Then look at what skills you need, what you want, and what would be the cherry on top of the cake.
Really question yourself on the need, asking what can be trained, what is more important – fit or skills?
Are you offering the right package for the role – look at advertising sites for a guideline or ask your recruiter to do a market survey.
Then when you are convinced you have a realistic job description and a person brief – then you can start the process.
- Be timely
Usually when I take a brief, it is always an urgent fill.
Then when CV’s are presented, interview dates can be suggested that may be over a week away, sometimes longer.
It is a competitive market – clients who can move quickly usually hire successfully.
Like anything, if you are trying to move quickly, and can move your diary to suit a candidates, well, it is flattering to say the least.
If you can only work a couple of weeks in the future, but your competitor can see them right now.
Who do you think they will go work for?
The same applies for feedback, second interviews, and crucially – the offer process.
My advice – schedule interviews before speaking to your recruiter about the role. Then when you brief, you can give them dates to work to – putting pressure on them to work to a timetable and allowing them to manage candidate’s expectations.
Agree with other decision makers in the process about their diary, don’t let one person hold up the hiring process.
- Don’t flood the market
Personally, I think having a recruiter you trust to work their socks off finding candidates for you is crucial.
If they feedback that they can’t find anyone, work with them to change the brief to suit the market.
Avoid tearing out your hair and going to the next recruiter, then the next – all this does is guarantees that the same candidates will get multiple calls about your vacancy – not the branding you want for your business.
Compromise is king in a candidate driven market – as is training and development.
My mantra is recruit on ambition and nature and train the rest. You can then ensure you get a return on investment as you grow and shape new starters in your business. Rather than waiting a year to hire!