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12

OCT

2015

Competing for the best

Lara Devereux

How good are you at your job? How many positions have you applied for in the last 12 months?

You are great at your job right… and the chances are you have not applied for one job in the last 12 months. You are happy where you are and work for an employer who recognises the talent you bring and are using good retention tools to keep you there. And you are busy too - structures have shrunk and so your job is likely to have expanded in recent years. When would you have time to look at advertised jobs?

When you recruit, your brief is often “find another me”. But people like you aren’t looking. An advertised recruitment process wouldn’t find you, so why would it attract someone like you?

Positions between $80k and $200k are widely recognised as the hardest talent pool to find; irrespective of the function. Above and below these levels, a traditional recruitment approach will often work; yet in the engine room of our economy, people are not actively looking for new roles. A different approach is required. So what are you doing differently? How are you working on your employment branding? Are you keeping pace with market salaries? What is your induction plan like and what does it say to your new employees? How well trained are your line managers in interviewing? What are the compelling reasons someone should join your organisation? Recruitment isn’t a tick box exercise - these are all questions you need to answer to ensure you are prepared to ‘compete for the best’.

To support you in finding the best, you need to work with a recruitment provider that moves with market changes. 80% of the positions we place are filled with people we have approached versus those who have applied to an advertisement. So many recruitment suppliers are talking about the changing market, yet their service remains scarily similar to the past. Additionally, many recruitment suppliers are still talking about their ‘database’ and resorting to cursory search methods only when the initial ad response and database search fail. This results in an overly long recruitment process costing you money and negatively impacting your employment brand.

Working in true partnership with your recruitment supplier will allow you to hold them accountable. Find out what they are actually doing for you. How many roles are they working on, while recruiting your important vacancy? If there is not a significant portion of their time going into proactive search methods, the chances are you’re missing out on talent.

Are you truly competing for the best? Or the best that is actively looking?

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