Volume 5
Employment Essentials Volume 5: What is the best approach to recruit for “Hard to Fill” roles?
Finding the right person for a job has always been a challenge. Make that job a technical/ specialty role and you’ve got yourself a mountain to climb.
You know the perfect person is out there somewhere, but where?
With many factors like talent scarcity, supply and demand, etc., it’s critical you use all your resources as efficiently as possible. These candidates won’t be out there for long, and you won’t be the only one looking for them! Identifying those hires may be tough but not impossible.
In today’s Masterclass Monday, we look at how FLAG can help you set yourself up for a successful search.
Dedicated Call Time:
Sourcing and screening requires a lot of focused time to develop any kind of momentum for a viable batch of candidates. There is also a certain amount of time needed to prepare the search such as research, data filtering, JD analysis, manager intakes, job postings, search strings, and call sheets; that’s all before you even make a phone call!
By allocating a support team, FLAG allows recruiters to focus their day on labor intensive calls leading to your next hire. In order to not waste your time, these “Hard to Fill” roles demand that your recruiter dedicates the necessary time to take a deep dive into the resume assessment and also the candidate screening.
Industry Specialty:
So much of the successes in recruiting come from a recruiter’s ability to generate and sustain momentum in connecting with relevant talent within a short time span. We do ourselves a disservice by thinking we can be good at all things at once.
The truth is, we all have a limited amount of ‘bandwidth’ as they say, and its best used to focus on a particular business segment to generate a talent pool to work with.
Other operations might have one recruiter working on all types of roles from clerical to technical, for various industries, at different pay rates. Different business segments and positions require a different call structure, screening process, etc.
Considering the law of averages, or just “working the numbers”, because of the overwhelming amount of variety, those types of recruiters tend to have subpar results for all of those business segments.
FLAG has 3 separate divisions (Industrial, Professional, Engineering) that allows those sets of recruiters to focus on specific business segments allowing them to build networks for that divisions specialty.
What can you do as an Employer?
Competitive Compensation Packages:
When it comes to roles with a small talent pool, it may be more cost effective to pay them and have them, than to need them and lose out on their productivity. Pay is always going to be the most important factor, but there are other ways to make your opportunity more enticing with health benefits, awards and recognition, employee trainings, and other ways to let your employees know you are investing in them as well. As employers, it is important to acknowledge that “good working conditions” mean more than the physical aspects of the job. It is important for employees to feel appreciated and part of a team; investing in your managers can have a large return on investment.
Streamlined Onboarding:
Until the person has accepted and started a new position with your company, you have not officially hired for your “Hard to Fill” role! A lot can happen with a candidate when put through an extensive interview and onboarding process. You may lose them to a counteroffer, a competitor, second thoughts, etc. You want to convey conviction in knowing what you want, and urgency in making an offer to express your genuine interest. If the candidate isn’t sure whether you are going to make an offer, or prioritize them in your selection process, chances are they will revert to where they are at for comfort or choose someone else who didn’t make them question whether they were wanted.
As important and purposeful your interview process may be internally, it is important to consider the candidate’s experience when dealing with lengthy processes. Consider modifying your process by removing any extra steps not critical to the decision making and keeping appointments within 48-72 hours from the next.
FLAG has built its reputation in helping our partners find the right talent for those “Hard to Fill” and “making it look easy”. While recruiting isn’t easy, it’s simple.
Keep it simple and partner with FLAG.
Cheers to your Success!
#WESTANDFORYOU
Employee Insights Volume 5: How can I grow my professional network?
Today we have the compounded experience of job boards, algorithms, ads, and even AI. Despite all these advancements, the timeless art of referrals and networking remains the Golden Standard.
Think back to when you got your first job, chances are you were referred to that job by a friend, or close acquaintance. While all these technological advancements are great options and tools to have, the personal touch in connecting with others adds a deeper layer of trust and rapport.
Before we get into how, lets take a quick look at two reasons as to WHY it is important to build your professional network.
First, exclusive access to opportunities in different spheres of influence you may not be directly connected with. Are you familiar with Metcalfe’s law? The law states that the value of your network is equal to the amount of people in your network squared. So if you know 10 people, the value of your network is 100 people, since those 10 individuals know 10 other individuals. Being able to tap into different spheres of influence is much more attainable than you think! You may not know everyone, but everyone knows someone.
Secondly, good people know good people. Being referred or connected by someone in your network comes with an implicit vote of confidence from that person! This person is using the power of their reputation to speak highly of you and help you stand out amongst the competition.
Be sure to take referrals with the delicacy it deserves. Networking has plenty to do with managing your own reputation as well as the person who is using their influence to help you.
Now, for today’s Masterclass Monday, lets take a look at what we can do to effectively grow your network.
Mindset
What is in it for them? Before you start thinking about what’s in it for you, remember that relationships, whether personal or professional, is a 2-way street. Be sure to keep the other person in mind and acknowledge they might benefit from your network or expertise as well. Think, how can I help this person? Can I help with a problem they have? The more you help and invest in others, the higher the chances of your “giving ” being reciprocated by someone else. When connecting with others, let your calling card be, “Is there anything I can do for you?”
Social Media
Professional Presence: Chances are you are viewing this article on social media, (LinkedIn, Instagram, Facebook). While some of those platforms are designed for more personal use, ensure you are consistent with your personal branding and represent yourself in a professional manner. Take the time to update your profile and ensure you have a professional headshot, along with a built-out profile.
Engagement: As you start seeing job postings, status updates, or interesting articles, take the time to interact, like and share! You may come to mind to someone who may not have had you top of mind.
Social media algorithms will propel you to the top of most searches, or “people you may know” searches if you are more involved in dialogue with others.
Networking!
Contact Adding Spree: Who do you work with now? Who have you worked with in the past? Who are you mutually connected with already? Our networks tend to be larger than we think. Invest time to think back through old jobs you’ve worked at and connect with old colleagues you may know.
Connect Offline: Having online networks is great; as we mentioned earlier, the human touch is better. Let your contacts know they can reach you offline, call or text as well. This allows you to have their contact information in turn and have the ability to reach them directly that much faster.
Ask for an Introduction! In case you have identified a specific opportunity and know there is a mutual acquaintance, ask for an introduction if possible. That person may not always be able to make that introduction but at a bare minimum, you can always get additional information that can help you expedite the potential process.
Work with FLAG!
We are proud of the relationships we’ve fostered with the employers of choice in our local communities. Connect with one of our recruiters and get connected with unique, exclusive opportunities, TODAY!
We look forward to connecting top employers with top talent like YOU!
Invest in yourself today and connect with a FLAG professional to expand your network and open doors to endless possibilities in your career journey!