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Quarterly Newsletter 2008
'The
on-going crusade for talent'
Many factors come
into play for organisations that are wanting to attract key talent and for candidates that are wanting to make a career move.
For the employers looking at applicants these
will include;what value has the potential employee brought to their last position and how will this add value to the position
the candidate seeks with us, what are their future career aspirations,how do they interact with other people,do they communicate
in a clear and concise manner,what achievements in their working life to date are they proud of,will they over promise and
under deliver or vice versa,do they have a great attitude.For the candidate considerations will include; will the employer contribute to the cost
of relocation,quality of lifestyle moving to, geographical/climate conditions, the culture of potential employers organisation
including average turnover of staff, future aspirations of a company, support in career advancement, training provisions,
possible flexible hours arrangement, compensation, types of projects worked on, cost of living where relocating to, quality
of schools, Universities, Technical Colleges.
These
are but a few examples of what each party will be considering before finally entering into a working partnership.The Engineering/Technical division of About Personnel would like
to offer our assistance in helping your organization to target in on those candidates. After all, its what we do every day
all day. We search for talent that adds value to an organization.The
days of placing an advert in the local, or national newspaper, including using a company or general web site are becoming
less and less effective in attracting the best talent for an organization. With the changing market, then so must the approach
for talent also change. What worked before does not work now.
A few countries have made positive adjustments to
their respective immigration processes resulting in 'fast track' systems now being available to candidates via some employers,
in those countries.
Subject to all required immigration documentation being in order employers in those countries
can expect Work to Residence Visas's being issued within a time frame of 2 to 7 weeks, from date of candidates' application
being submitted.
Consider this, there are in
excess over 44,000 job sites available to post your job ad. Which one do you use hoping to attract the ‘right fit’
candidate?Keep in mind that age generations
look for their next job/career very differently from each other.What
is the bottom line cost to any organization to have positions unfilled, hoping that the right applicant may one day show up?Very few organisations keep matrixes on lost business opportunities,
due to staffing shortages.A few tips on gaining
the edge on your competition for star candidates:When
recruiting, bear in mind that personnel costs can typically account for 50 percent of an organization’s annual expenditure.
We also recommend establishing a relationship with only one or two recruitment specialists.Keep the selected Agency in the
loop with the recruiting assignment on a consistant basis. Look at possibly engaging the agency on a 'Retainer' or 'Assignment'
basis. (this will of course give the search more 'horsepower' for obvious reasons).
Have your HR department work
very closely as a partnership with the selected recruiting agency/consultant.Consider outsourcing some of the recruiting function
(RPO), or all of it on a case by case basis.Recognize
that when you interview an excellent candidate, do not wait. If it is the right person for the job then make an offer. If
you don’t your competition probably will.(How many times have we seen this happen).Recognize in a tight labour market you may only get to see one candidate, the
luxury of seeing 3 - 4 stars has long gone (you only get this gazing up into a clear night sky).Recognize that it is now a candidates market. Most star candidates will
have multiple job offers being made to them at some time.Be
prepared to make an offer that sets you apart from your competition.Never ever make an offer that would not even get your
attention if you were on the other side of the table applying for the position.Hire for attitude and train for skills.So the candidate may not have everything on your
wish list, yet they have alot of what is required, a proven background in adding value to their employer,a willingness to
learn and a great attitude.Go for the attitude every time.
One last note: Those companies that have an excellent
'settling in program' and induction process have a much higher probability of retaining their new employee/s for the long
term.We welcome your enquiry to discuss your
current or future staffing requirements.
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