Are The Best Job Candidates Getting Away ?
All firms of all sizes in all areas of business want the best
candidates for the jobs they have available. However, in recent
years, the employee-candidate paradigm has been reversed.
Because of a shortage of talented candidates, there is more
competition between companies for the talent that is available.
So, rather than the job candidate having to sell him or herself
to the company, the Hiring Manager's responsibility is to "sell"
the quality, financial stability, and advancement opportunities
of the company to the candidate.
It is now essential that firms revise their recruiting
procedures and do not let the best candidates get away. Some
simple adjustments should be enough for your company to stop
those high quality candidates from going elsewhere.
Quick Response Once you decide to fill a position, be committed
to that decision and make hiring decisions quickly. View the
hiring process like a project and ensure you meet your goal of
hiring the "best candidate" in the shortest amount of time.
Indecisiveness, time delays, budget reviews, etc., send a
message to the candidate about the company's lack of focus. If
you wait two weeks following an interview to make an offer, your
ideal candidate may have already accepted a job offer from
elsewhere - even from one of your competitors.
Streamline the Hiring Process Do you really need second and
third interviews ? If you ensure that all the participants in
the hiring process are available for the first interview, then
decisions can be made quickly and effectively, ensuring that
your firm has a better chance of recruiting the top talent.
If You Want The Best... If you want the best...then you will
need to pay the best. It may not be what most companies want to
hear but it happens to be true. Don't misjudge the pay rate,
benefits, perks, etc., necessary for the best quality candidate
to accept the position; don't play games with lower than market
rate offers.
Keep abreast of changing salary scales, and price your jobs
competitively. If you don't know what the current market rate
is, hire a recruiter who does and who can advise on all aspects
of the recruiting process.
Get The Right Help Bringing a professional recruiter in at an
early stage will help prepare your company for the hiring
process. A top-notch recruiter will ask the right questions to
help you identify your company's needs and will also help you
identify human attributes (personality, communication skills,
corporate culture, etc.) that the "right" candidate should
possess, including "must-have" attributes and "preferred"
attributes.
Choose a recruiter to work long term and they will soon be
attuned to the exact needs and requirements of your company.
Include the recruiter on your company's hiring team. A preferred
recruiter is very helpful in structuring job descriptions so
they stand out. And finding the recruiting angle that will draw
superstars and in presenting the job offer to the candidate so
it will be accepted. In addition to recruiting top talent, good
recruiters possess skills to help candidates evaluate and accept
good offers. This "third-party-input" to the candidate during
the decision is critical to avoiding turn down and defusing
counter offers.
With a streamlined recruiting procedure and the right approach
to the top candidates, your firm will be one of those getting
the best talent while your competitors are still wondering how
that perfect candidate managed to get away.