Top 5 mistakes that stop you recruiting the best talent

The employment market in my sector of expertise (FMCG) is much improved and  many trends that were apparent before the recession hit in 2008/09 are emerging again.

At SJS we have seen a big uplift in the number of vacancies we are briefed on, counter offers are common place and skills gaps are widening at an alarming rate.

My experience is that few employers are reacting in a proactive way to these market changes. This failure to recognise that we are now firmly in a candidate driven market means that many companies miss out on attracting and recruiting the best talent.

What are the top 5 mistakes, in my view, that stop business recruiting the best talent?

1. Briefing too many recruiters – quantity doesn’t equal quality. In the vast majority of cases the best approach is to work exclusively with a recruiter that is retained to deliver a high quality service and top shortlist of talented candidates.

2. Being too narrow in terms of person specification- not being open to a more diverse shortlist can mean clients miss out on some fantastic talent. All too often sector experience is, in my view, over rated as a ‘must have’. I understand that a client might like the fact that a candidate has like-for-like sector experience. However, if the candidate possesses excellent learning agility, does it really matter?

3. Taking forever to make a decision or string out a recruitment process- this doesn’t mean making hasty and incorrect decisions. However, time kills a recruitment process dead. Clients should ensure that they run a tight ship and process that is counted in weeks, not months. Top talent won’t hang around for long.

4. Expecting a 100% fit  – the perfect candidate does not exist. I have seen clients waste months turning away people who are 8 or 9 out of 10 in the hope that the perfect candidate will emerge at any moment.

5. Seeing the recruitment process as a one way street- all too often clients focus  heavily on what they want to get from the recruitment process. Little time or effort is made on making sure the candidates career aspirations and goals are discussed in the recruitment process. Top talent is hard to attract and time must be spent by employers to make sure they are positioning their business as an employer of choice.

If your business is serious about recruiting the best talent retain an expert recruiter (or use in-house expertise), widen the person spec, work a robust but tight timescale recruitment process, be realistic about where you can be flexible and make sure you take the time to align your career opportunity with what is important to the candidates career goals.

John Assunto
Originally Posted on Linked In By: Steve Barnes


Posted on September 15, 2015, in Uncategorized. Bookmark the permalink. Leave a comment.

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