We are currently seeing the strongest job market for candidates since before the GFC. In fact, some would argue that right now is an even harder time for employers. Hiring staff is fiercely competitive and securing high quality talent is even more difficult.
The current market has seen a reversal, with candidates now interviewing the companies rather than the other way around. The same can be said for the relationship between in-house Talent Acquisition and external recruiters. Right now recruiters can afford to be picky about the work they take on, because they have more work than they can poke a stick at.
Here are some tips for how businesses can get the attention of recruiters in a loud and competitive landscape for talent.
1. Be Kind!
We actively steer away from clients we do not enjoy working with. If you are rude and have unrealistic expectations, then our experience of working with you will be a negative one that we won’t be inclined to repeat.
Being professional and polite go a long way to making the hiring process an enjoyable experience for all. We nurture and favour client relationships that are a pleasant experience.
2. Increase your fees
We all have a limit to how much work we’re able to take on. At this time when recruiters have huge workloads, increasing your payment will set you apart. This is especially useful if you don’t have a previous relationship with a recruiter to draw on. It might be helpful to reflect on what the cost to the company will be of not hiring the necessary person in a timely matter.
3. Keep us in the loop
Include external recruiters in your hiring plans and engage us at the beginning of the process, even if you’re planning on doing an internal search as a first port of call. That way, we have the position on our radar if you can’t find an internal candidate and can be ready to hit the ground running if you decide you need to look externally.
4. Keep your list of ‘must-haves’ reasonable
We want to find you the best candidate for the job. However, in a candidate-short market, sometimes the best person for the job will be the one who meets 80% of the requirements. Be sure to establish the absolute must-haves for the role and be prepared to have some flexibility around the rest. You don’t want to unnecessarily drag out the hiring process because you’re being unrealistic about the current market.