As Ben Fitzgerald said in his article earlier this month – recruitment is all about relationships.
Today is Valentine’s Day, so what better way to celebrate than to take a look at those recruitment troubles that can be just as painful as those romantic woes.
Here are the causes and cures:
1. Cause: Shortage of great talent
Rapid and significant changes in all industries mean new skill requirements in employees. But hiring employees with the right backgrounds is proving more and more challenging for companies today. Apparently, more than 41,000 hiring managers around the world found that 38% are having trouble filling positions, proving even more difficult for recruiters.
Use data to find the best places to recruit. For instance, technology has opened up access to information, which empowers job seekers. Consider using LinkedIn’s recruiter tool or learning more about what they offer in talent solutions. These are powerful tools that give you access to over 400 million users across the globe, so you can reach the talent you want, matching skill sets with the opportunity.
2. Cause: Closing candidates with multiple offers
A recruiter has finally made an offer to a rockstar candidate only to have them turn around and say that they are considering a couple of other offers. This causes panic, after all, if they turn it down, the recruiter will have to start the process all over again.
To make things even worse, while they compare the opportunity against their other options, the recruiter’s other candidates are accepting jobs elsewhere.
There are a few cures here. Firstly to shorten the hiring cycle by scheduling interviews quickly after advertising as the more time you take to make your decision, the more time the candidate has to explore other opportunities. Another way is to actually listen to what the candidate wants. That way when it comes down to it, your offer truly matches their expectations.
3. Cause: When a candidate knocks you back
So, a recruiter has spent hours with a candidate, developing a strong relationship and supporting them through the recruitment process, it all seems promising and then they turn down the offer last minute. Or they just vanish and they’ve been ghosted.
Preventing a candidate from knocking you back is sometimes out of a recruiter’s control. However, keeping the candidate engaged, having good communication and ensuring the relationship stays positive can all be used as prevention tools.
4. Cause: Attracting ‘millennials’
We briefly discussed millennials in our rock star recruit whitepaper as this new generation is driving the bottom line. Expected to make up almost 50% of the workforce by 2020, millennials (born from early 1980s to early 2000s) are starting to dominate the working landscape as more baby boomers begin to retire and they possess significantly different characteristics than previous generations. For instance, they have close affinity with the latest technology, tend to favour their personal needs more than that of the organisation they work for and are more comfortable with a fluid career.
Recruiters need to source roles which make the benefits of working millennial-friendly. The ‘Millennials at Work Study‘ by PWC found that training & development and flexible working hours were valued more by millennials than financial reward. Therefore, during the recruitment process, it’s essential to have open communication and ensure the benefits match the candidate’s needs.
Are you a candidate not looking to break a recruiter’s heart? Then search new roles here.