End of Year Roundup
2018 is on its way out.
Soon the holidays will be arriving and, in its wake, a frantic rush to tie up loose ends to ensure quality time with family and friends.
This is also the time to tamp down on business expenses and analyze the data for next year’s projections.
How many pivotal roles were filled this year? How many remain vacant?
Below is a compilation of insights culled from previous articles for timeless hiring wisdom during the holiday rush. Reading over these snippets may even provide new ideas for the fast-approaching new year.
An executive search firm worth their salt has a network and expertise in the field for which you are looking to hire. This essential prerequisite translates into the ability to acquire qualified candidates at a quicker rate without the need for a learning curve.
True, any good search firm can apply their search methodology in any field and, in time, can be successful. But, as a client, do you have time and money to wait? If you need an economist, engage a firm that recruits economists. If you need a health services researcher, engage a firm that recruits health services researchers.
A simple question on your part can determine if the search firm is appropriate: “What examples of placements have you made in this area?”
While many roles can be filled through a firm’s internal recruitment process, there are certain positions – usually those critical to a company’s success – that are particularly challenging. These are the roles that linger on the company’s careers page for what seems an eternity.
Those select “dream candidates” rarely answer job postings; they are too busy being gainfully employed and valued by their respective employers.
In recruitment lingo, these are the passive candidates – those who could be enticed into a new role given the right information – but are not actively looking.
Interestingly enough, not much has changed over the past 50 years on how to recruit passive candidates.
Before email, recruiting was accomplished either over the phone or in-person.
Although technology has advanced, and we have many more ways to communicate at our fingertips, the essence of recruiting remains primarily the same.
In addition to the hard work of rolling up one’s sleeves and placing call after call, recruiting passive candidates requires building rapport and developing trust. It requires that personal touch.
Passive candidates do change jobs; it just takes a traditional approach whereby quality is valued over quantity.
So getting back to that ad sitting on the company’s career page, we see that the quality of passive candidates identified from a traditional (but active) approach will be much greater than dredging the waters to see what comes up.
When deciding whether to accept a new job, consider the following three factors:
1. What do I want?
2. What job will enable me to accomplish my goals?
- Where will I be happier and more satisfied?
For some, salary comes first; for others, job satisfaction and fulfillment. Whichever decision one makes, as the referenced studies demonstrate, more money does not necessarily equate to job satisfaction.
Lengthy hiring practices may be the number one obstacle to hiring.
While it is important to make the best hiring decision, long delays in doing so adversely affect company performance and revenue.
We’ve outlined several reasons why a quicker hiring process is beneficial in our article describing The Cost of Slow Hiring.
What hiring challenges will organizations face in 2019? Whatever the new year brings, we’ll continue to analyze and provide a running commentary.