The TWO best pieces of advice for hiring managers this Summer

The TWO best pieces of advice for hiring managers this Summer

It’s all happening.

It’s been a seriously busy year. We’ve seen a significant increase in business’ hiring and a growing community of passive candidates who are willing to dip a toe / foot / leg in the market.

Additionally, it seems that most organisations have moved from skill-based hiring (square pegs in square holes), to now recruiting for attitude.

In other words: we’re not plugging gaps, we’re growing empires!

Perhaps my crystal ball’s due an MOT… but I can’t help it, I’m an optimist… The last 7-8 months don’t feel like a blip on the dial – they feel like a long term change in direction… the right direction.

Of course, with all of this increased optimism, it can mean only one thing – yes, it seems the recruitment pendulum is finally swinging back from whence it came (7 long years ago). We’re not there yet, but it’s my personal opinion that, in the next 12 months, the bargaining power is going to begin to move to the candidate.

That being said, candidates, take note – there’s still an expectation that you’ll have to tick most of the boxes our client’s require in order to successfully make a move – which means you should be focusing on leveraging your skill set to find a lateral proposition – but one which will allow you to grow quickly over the medium-to-long term.

However, for the first time in a long time, I’m finding that exceptional candidates are consistently receiving multiple offers. One of them is currently at final stage with 7 (yep… SEVEN) very respectable businesses.

Plus – early birds are catching worms. Smaller and more supple businesses have the capacity to move very quickly. So, by the time you’ve printed off that batch of CVs, made a cup of tea and sat down to give them a once-over, half of the candidates will be in new jobs (okay maybe not quite half…)

So, what do YOU need to be doing to react to the market conditions?

1) Sell your proposition. I’m not asking you to misrepresent or inflate the opportunity. I’m asking you to position it as best as you can to your potential employee. I can absolutely guarantee that, for a great candidate, your competition will be doing the same.

2) Move quickly. I appreciate that you need to make an informed decision and it’s my job to do my best to give you options. However, if I’ve run out of people to introduce you to, it means we’ve got a pretty good sense of what’s available. You need to be confident that you’re making the right decision – but if you leave a good person hanging, they’ll be gone before too long.

These two steps will dramatically improve your ability to recruit and ultimately the calibre of candidate that you’ll secure. They say that job hunting is a full time job in itself – however if you’re not going to adopt a similar approach to hiring, you’re going to be left with second best.

As a group, Better Placed introduces great candidates to great businesses. Our specialties are Marketing, Sales and Engineering & Manufacturing. We place permanent and interim professionals, all the way up to senior executive level, and our dedicated team of consultants work throughout the UK with some of the country’s most recognisable brands. Put simply, we are committed to putting the right people together.

I’d be delighted to help with any recruitment requirements, or simply questions – please feel free to get in touch. 0203 008 6827 / rowanfisk@betterplaced.com.