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.
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In this age of technology a CV put together on an old typewriter and sent ‘snail mail’ is not enough.
A Web CV is simply a copy of your CV produced on a web page that can be accessed via the Internet rather than held on your PC at home. It is an ideal addition to your job hunting toolkit if you intend to spend any time away from your PC.
Imagine being away for the weekend, whether on a wild trip to Amsterdam or a cosy hotel in Paris. You pop into an Internet café to find the nearest Italian restaurant and browse the web to use up the rest of your pre-paid time. You come across the perfect job! With a Web CV you can send an email with your CV Web address and password to the employer or recruitment agency and they can view your CV immediately. Indeed, whether you are moving house, taking a gap year abroad or travelling extensively in your current job you can give employers and agencies instant access to your CV and you can apply for any vacancy at any time.
With a CV Web page you can ring employers or agencies about a job advertised in the local paper and instead of just sending your CV by post a few days later, why not give them your web address and password over the phone? They can look at your CV while you are still talking. You will be remembered for being innovative, professional and efficient.
Even if you apply for a vacancy via email you can include a link to your CV Web Page or add it to your covering letter. Employers in every line of business use computer technology to a small or larger degree. A Web CV will show employers and recruiters that you are aware of and embracing the latest technology.
Add a Web CV to your toolkit today and get ahead of the rest.
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A particularly unique job order needed some ‘tweaking’. Couple of us recruiters and our good client met over coffee. We could not help over hear the next table - also recruiters (is this cafe a recruiter hang out or what?) were on to their banter. Their conversation was getting hotter than the brew. Long story short: Your job order, my resume, how do we split the income.
Our client asked, does that happen all the time. We volunteered a guess, on the negative. Heading back, we googled out “recruiter splits” and you would be surprised to a lot of dirty linen in public (IPs - so to say).
Green opportunities beckon - you have the job order, I have my resume archives gathering dust. We jump in, all in good will. When there is income to share, goodwill is under stress and, relationships split. What’s a good method:
1. The side that brings the opportunity takes the larger share (The risk is taken by this recruiter in dealing the business)
2. The person sending resumes is usually pulling out of the archives - not that there were hot hot resumes
3. If there are niche skills, or the recruiter is going out of the way to source resumes - discuss costs then and there
4. Basically agree on the split before sharing the resume
Wouldn’t it be nice if someone started job order sharing service? Apparently, somebody did…
www.gorecroot.com - truly a service to go recruit
Our friend here has a good story. They almost lost a client in the process of splitting earnings.
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The flood gates opened, gallons of coffee and loads of doughnut later – the progressive (note the underline in progressive) bunch called an Engineering team with this job order:
An intelligent assistant is needed to fit resumes for a job order
Resumes should have relevant data – preferably multi dimensional (data, photo, voice, video – the works)
The intelligent assistant should be flexible to the job order and support fitment decision making
The assistant should be nice, easy and effective, reach global & local – and yes, we’ll pay the assistant for results
I don’t mind if the assistant can bring me some money, said someone, high on caffeine
So many lines of code, tweaks more coffees and doughnuts later www.GoRecroot.com
Take two minutes of your time (it really takes much less than that), sign up and post your job order. If you are the multi dimensional web 2.0 types, throw in your voice file as well. Job seekers like the fizz. That’s it for now. Give it a few days and wait for the curtains to rise, and exciting results soon follow.
194,350 recruiters from around the world could be damn right. How does a mouse help – click it here
What is in it for me - Recrooter?
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Membership and reward points
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