I’ve been in recruitment long enough to see several cycles
of it being an ‘employer-driven market’ and a ‘candidate-driven market’. We’re in a really interesting situation at
the moment where employers think they ‘still hold the cards’ whereas the truth
is that good candidates have a wealth of opportunities at their fingertips and truly
are the ones that are ‘calling the shots’.
Particularly, in London, which let’s face it is an economy
in its own right, the ‘fight for talent’ is as ferocious as it was in those heady
years of 2004-2007. We have seen
candidates register on the Monday and be placed in a role before the week was out,
and the majority of our candidates at a final interview stage have two or three
opportunities to choose from. In
addition, we have also lost out on a couple of opportunities as employers
dragged their heels in confirming the offer details in writing.So what can employers do to ensure that they hire the best talent to their required timescales?
1) WORK TO A PLAN: A free checklist to ensure a well thought out plan is executed can be found here: http://www.aaronwallis.co.uk/Recruitment-Plan-Template.aspx
2) LOOK OUTSIDE THE OBVIOUS: I’ve spent the last five years trying to educate employers that recruiting from a competitor is not a great long-term move. Think of it logically – would you move from ‘Company A’ to ‘Company B’ for exactly the same role for perhaps a few more quid? It’s unrealistic. So, employers need to look once again outside of the obvious. In sales, it’s all about ‘routes to market’ – if someone sells a product through distribution, they will be able to sell your product, with product training, through distribution. If someone sells a product into retailers, they will, with training, be able to sell your product into retailers. If you are willing to flex on a candidate from an aligned company, you can then look for far greater qualities like i) can they sell, ii) are they a team fit iii) do they have the potential to develop in my organisation. Subsequently you can target candidates from a pool of several hundred rather than ten to ensure you recruit the right person for your business.
3) YOU ALSO HAVE TO SELL AT INTERVIEW: Ensure that you sell
your business, your role and the opportunity to candidates at the first-stage interview.
More advice and a video on the ‘Importance of Selling to Candidates’ can
be found here: http://www.aaronwallis.co.uk/how-to-not-lose-the-best-candidates.aspx
4) MOVE QUICKLY PART ONE: Arrange to meet your selected candidates
within a few days of the CV being received.
If you meet someone at first interview that you want to move forward to
the next stage then ensure that it happens within five working days. I appreciate that everyone’s diary is busy
but with the ability to Skype and so forth your director’s availability should
no longer be an excuse. If this is just
an impossibility and the delay is going to be more than five days, then add an
additional telephone interview stage in-between the first and second meetings. This will keep the momentum going and ensure
that the candidate remains engaged into your recruitment process.
5) MOVE QUICKLY PART TWO: Regardless of your company policy a
successful applicant will expect a bullet pointed overview of the offer within
two days. Like yourself, all sales people like decisive people! Request that the candidate agrees in
principle to the offer in writing by return.
If there is a delay in the response, you could be looking at a problem, but
at least you will know about it sooner rather than later. Then work with the recruiter, or the
candidate directly, to get the start date confirmed as soon as possible and
attempt to reduce the notice period to get them into your business sooner.
6) THE BIGGEST FALLACY OF ALL WHEN RECRUITING: “Well if he wasn’t prepared to wait three weeks for the final interview
to meet with our very busy Managing Director then he evidently wasn’t the right
candidate for our organisation”. You
can justify it to yourself all you like but good sales candidates want to work
for well directed, decisive and driven organisations that know what they want, where
they are going and what they need to get there. This is now a candidate driven market again and you need to follow the above steps.
Hope that this helps to ensure that you do not lose out on
the best sales talent
