When a job posting fails to attract the right candidate, the company may go to the next level of hiring. They employ several recruiters. The selection process and logic most companies use to choose recruiters, is an entirely separate subject I will address in another article. Typically, the results of most recruiting efforts are not too dissimilar to the results of the job positing. Sadly, recruiters typically provide their client with candidate information that is from previous searches and their hope is one will be close enough the client will want to see them and there is a much better way.
By the time the company has gone to recruiters they are typically willing to settle. If they interview a person(s) who might work out; they decide which candidate is the most likely to accept an offer.
The focus goes from solving a business problem to solving a hiring problem. They solve the hiring problem, but many times it did not solve the business problem, because they did not hire the type of person they really wanted.
For companies to solve this, they have to become recruiting companies. What is that? They do not just fill jobs but attract top talent. Understand the best are not hanging around job boards or looking at company websites. Companies have to stop using dated recruiting practices and change their hiring attitudes.
Instead, create attraction factors for your company. Use specific knowledge. Understand general knowledge generally fails. Do not use annual reports for recruiting. Do not use marketing materials and do not think the company’s reputation is enough. It is not. Having situational insight for a position is important. Knowing how to apply attraction factors in a selling scenario will start to attract those you might want.
The best qualified people are pensive side today. They ask very tough questions and you better be able to answer them. The best are able to perform excellent due diligence on you and your company. They will be quite knowledgeable, therefore be prepared.
Where does this leave you and your company? On the outside looking in if the traditional hiring practices continue to be followed. That can lead to very serious consequences. With the coming extreme shortage of qualified people:
· It will mean some companies may reach a point where they are no longer competitive and they go out of business
· They may be without the necessary talent and become targets for take over
· Some may feel forced to sell their company to others that have made a shift and are able to go get the talent they need
· They may not be able to pursue new product development to keep up with market demands
It could mean that this country falls behind further in the world as a leader in technology and other areas.
What is the answer? Companies have to learn to become real recruiting companies. It has to start at the top. These are skills that are very foreign to most companies and their leaders. It is foreign to the hiring managers and to the Human Resources department. The points made above illustrate why this situation exists.
We teach companies how to make that shift. We teach the necessary skills, so the key individuals involved in the process become a part of the recruiting process. The company can transform into a company that is attracting the top talent, not just job applicants.
For positions where we are asked to be engaged, we perform talent acquisition in a surgically precise manner. Typically, we are asked to help where the position is critical and no solution has been found.
Do not be caught is the situation many companies already find themselves. The current environment is not very forgiving and companies have to be prepared for the current talent shortage that is ever increasing.
For more information on our webinar that creates the needed transformation or our talent acquisition services, please contact me at kvn.sutton@gmail.com.
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