Why do some brands fail to hire well…?

why clients fail to hire well

Why do some brands fail to hire well…?

why clients fail to hire well

The 8 most common hiring errors business make… 

Here are my insights: why do so many brands repeatedly fail to hire the right talent effectively and efficiently, or if ever?

1.     Time kills deals

Too often the decision makers are too busy, disparate and part of a clunky process which results in delays. Imagine finally getting the right candidate but then to lose them because it took a week to get the offer out! Shocking really but a common reality! A smart staffing partner will align your processes and you’ll gladly ­­pay them to do it – it’s well worth the investment!

2.     Too many chefs 

For some reason, many hiring managers, HR execs and internal recruiters think that having 10

Agencies working on a vital role will mean it will definitely get filled! Truth is it won’t get worked on by any agency worth their salt. A one in ten contingency chance isn’t worth the effort of a database search let alone a paid advert! To definitely fill it give it to one, because then it matters!

3.     “It just didn’t float my boat”

Candidate experience is so important and such a big part of the prospective employee’s decision-making process, yet so few brands invest anything into it. (Although they do welcome mugs, caps, pens and hoodies – this is arse about face). The pre-pack, the work for us video, emails and phone numbers of current staff “hiring advocates” to ask them what it’s like, the tour, the chance to interview the most recent hire, the welcome, the tone of voice, making the process engaging and interesting boy I could go on! Result of not doing this: you’re not getting the best people or guerrilla marketing word of mouth! 

4.     Low balling

When clients chisel on rates it’s a sure sign they will low ball an offer which is an absolute no no!!! The candidate has an expectation of the role and has agreed to be interview based on that. To then try and save £4K, like it’s all OK, because they are not a 100% match is farcical and extremely naïve. It will mean many similar people will hear about the experience – and that’s another 50 people you will never get to see. Either don’t make an offer or ask if the candidate will accept less than the minimum – be a pro about it!

5.     Hmmmmmm

Indecision will turn off recruitment partners faster than a Jeremy Corbyn manifesto!! Clients who change their mind and suddenly don’t need someone, decide to hire internally at the last minute or flip flop with the job spec will end up short on supply very quickly. Treat your staffing partners with respect try to not pee agencies off because the ugly truth is they can’t deal with everyone and they all love a donor site to headhunt from!! A great agency relationship is something to nurture, not abuse.

6.     Great expectations

All really good recruiters will push back and explain if hiring expectations don’t match the commercial reality. It’s true some great brands, projects or opportunities will result in candidates reducing the salary and benefits requirements but that’s not the norm. Try to take honest advice because there is no winner if someone agrees to work on a position they will never fill. My advice = this sounds like a contract gig all day long!

7.     Yuk

Some brands really have a wow value, but the reverse is also true! It’s hard to hire for an animal testing laboratory and to cross a picket line of animal rights fighters morning and night! That’s a powerful example but every business has a perception and reputation and ignoring it is again naive. With the help of a smart recruiting business, they will help redress any negative brand issue and solve the solvable. Otherwise Contract it is again!

8.     I got it covered

Just because a business has invested in an Internal Talent (IR) team doesn’t mean the hiring issues suddenly disappear. No IR team will be good within all the markets, and let’s face it they will by nature do the easiest roles first. The problem now is that many agencies will now not partner with the brand!! (I have no wish to fall out with IR’s, everyone knows I predict their days are numbered, but it’s another layer), they typically don’t know the technical detail of the role well enough or the ability to explain it in the right language back up the line as to why one candidate is better than another and they farm jobs to too many agencies! Partnering with a single recruiter per discipline directly or via an RPO is a much better idea, and again the smart agencies will consult and facilitate this with and for you! 

Of course, this is a very subjective opinion, but from someone with 34 years of success and experience at the top of his game in the staffing world.

The truth is Recruitment Businesses are changing extremely fast and these transactional models are being left behind. But the facts are too many businesses fail themselves and recruitment partners should be engaged to advise them at C-suite at the start of a hiring conversation to help the brand plan how to deliver its strategic goals, and not just at the end providing the talent!

You will see loads of this in 2020.

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