Recruiting Your next employee

People may wonder why it is difficult to find qualified applicants for open positions today when there is such a large pool of applicants who are unemployed. They may also wonder why it’s so difficult today to find qualified applicants with the surge of online resources to connect with applicants such as LinkedIn.

The reality, though, is that despite the abundance of unemployed individuals, as well as the plethora of recruiting resources at our disposal, the truly ‘qualified’ applicants that our clients want to hire to help turn their companies around and make a huge impact are extremely hard to find.

According to an article published in 2012 by Time Magazine, “some of the most puzzling stories to come out of the Great Recession are the many claims by employers that they cannot find qualified applicants to fill their jobs, despite the millions of unemployed who are seeking work.” – See more at: so many agencies, jobbanks and headhunters in the market, finding and keeping your next employee has become more challenging that a real relationship..

So what does this mean for the manufacturing industry and especially for the recruiting world? I can think of 2 things that make me both optimistic and excited about the coming years. First, I believe that more and more employers are going to realize that they need the help of specialized placement agencies and recruiters like myself for finding the right talent for their openings. There are more requirements to meet job demands than ever before. According to that same Time Magazine article, “employers have complicated the hiring process by piling on more and more job requirements, expecting that in a down market a perfect candidate will turn up if they just keep looking.” Basically, in order for HR Managers to make their hiring managers happy by finding applicants to meet strict requirements, they are simply going to have to reach out to recruiters for help.

The key to mounting a successful recruitment campaign, like all business activities, lies in the planning. Once a role becomes available the principal should spend time on thinking through the current scope and responsibilities and how it may evolve in to the future. High performance candidates will always be looking for potential career path opportunities and if these are reflected in the future development of the role then it is likely to attract strong candidates.

Once a comprehensive review of the role is undertaken it is time to put together a position description which should not only set out the role responsibilities but should provide some insight in to the business. If the practice is focused on a particular market segment then that should be included along with any information on the longevity of the business and its culture.

The decision to DIY or work with a recruiter is often based on cost. Recruiters will charge a fee between 15% and 22% of the base remuneration package. A role attracting a package of $100k would cost the business between $15k and $22k and many SME sized businesses are unable or unwilling to bear this cost and decide to DIY.

Before the decision is made whether to use a recruiter or DIY it is worth considering whether you have the time required to devote to what is a very intensive process. It is worthwhile looking at what is involved and the resources you will require. Once you have a firm grip on this then work out how much it is going to cost the business.

If you decide to use a recruiter choose a firm that has experience of recruiting like positions and reference them with their clients before entering in to a contract. The most effective relationship with a recruiter is working with them on an exclusive basis where they are solely dedicated to finding you the best fit candidate. This will mean that you will have to pay an engagement fee which is usually a third of the final fee.

The alternative is to work with the recruiter on a contingent basis where they supply candidates from a pool that they make available to their clients. The problem arises when you have decided to make an offer to a candidate but one of the recruiter’s other clients has beaten you to the punch. Contingent recruiters will not provide you with the focus that you require and look to getting their success based fee as quickly as they can from whichever client is willing to pay.

The other opportunity is to work with a recruitment adviser who can work with you through the recruitment process. Recruitment advisers have extensive recruitment experience and will work with you in a consulting basis supporting you through the process where and when you require. They are particularly useful in the planning stage of the process advising you as to position descriptions and other documentation you will need and if you decide to advertise they will assist you in drafting copy that will best position the role to attract relevant candidates.

Recruitment advisers can guide you through the search process including interviewing candidates referencing them and assisting you make the preferred candidate an offer. The additional benefit of using a recruitment adviser is the cost which depending on how much you want the adviser involved will be between twenty five to fifty per cent of a recruiter’s fee.

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