Well,
this year has seen a big change in employment and as the economy continues to
pick up, it is becoming more of a ‘candidate driven market’ once again. I know it’s harsh to be so blunt but NOW is
the time that most employers need to take their ‘head out of the sand’ and
change how they’re operating, or they could miss out on the very best sales
talent.
Here
are seven reasons you might be missing out:
Not Offering
Realistic Salary for the Job – we have come across it a few times this year;
a company wants to advertise a role at a certain salary and then when it comes
to offer stage they offer the candidate considerably less. You can’t expect the
top talent to accept when they likely have other offers on the table.
Unrealistic
Requirements – A
lot of companies draw up a list of the one hundred requirements that they want in
their ideal candidate; and that’s great to identify a target. However, don’t go
out looking for ‘the needle in a haystack’ that ticks all one hundred boxes, or
else you’ll have a very long wait and a very vacant position! Don’t rule out meeting candidates for not meeting
the entire brief as they just may be the best person available for your business.
Lack of Budget – In order to hire
the best candidates, you need to make sure that you have a strong budget. Top candidates
realise their worth, know their market value and won’t come cheap.
Act Fast When You
Find the Right Person
- Hiring managers have a tendency to wait until they have seen several
candidates before making a decision; even when they feel they’ve met the
perfect candidate. When you find the top talent, move quickly before your
competitor snaps them up.
Set Expectations from
the Start
– Don’t let things drag on too long; candidates who aren’t engaged to a defined
timescale of your process will get fed up and move on. Have a recruitment plan to work towards and clearly
outline to the candidate what to expect from the next stages of your process so
that they are already prepared.
Selling Your Company – Great
candidates will have a plethora of opportunities and, like you, will have drawn
up a list of THEIR requirements from their next employer. You need to sell the company environment, where
they will fit into the business and how your culture will benefit the
candidate. At interview, you must ‘sell’
the products and services you offer, the difference you make and how they will
be helping YOUR customers when they join you. Question what they’re looking for and ensure
that your company, your culture and your role hits their ‘hot buttons’.
Poorly Written
Advert/Job Description - If your advert or job description lacks something, is
inaccurate or doesn’t stand out - then it simply won’t attract high calibre
candidates.
To conclude: The ‘war for talent’
is back to pre-recession days. Employers no longer ‘hold all of the cards', and
if you dither, delay, or deliberate too long, then don’t be surprised when you
see your ideal candidate representing a competitor to your customers.
Written by Liam Oakes
Liam is the Office Manager at
Aaron Wallis and has been with the company for 3 years after having a career
with the RAF; Liam has helped hundreds of Sales Professionals secure a new
Sales role and ensures that Aaron Wallis runs smoothly.
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