The biggest reason companies decide to work with recruiting firms is to get access to top talent to hire-people they cannot find on their own. As much as we (recruiters) may like a particular candidate, if our client can get the same quality person on their own, they would not need us. Therefore, our goal is to look for very specific professionals-people with direct industry experience and solid success, doing the same functions the clients need.
As a Life Sciences recruiter I hear all kinds of reasons why people want to move from the corporate world to a smaller company—most are bored, feeling underutilized, or want to have more influence over decisions. Some have previously worked for small sized organizations and some have not. If you too are thinking about making a move from a large(r) organization to a startup or smaller company, and haven’t done your research, you might be in for a culture shock. Here are some things to consider:
Companies are getting creative to attract top talent. While employee benefits such as health insurance are still valued the most and have a significant impact on staff retention, other "perks" can help differentiate your organization. Soft benefits such as flex time, on-site childcare, well-stocked pantries, nap rooms, free subscriptions, and classes are making a difference in today's workplace.
Research indicates that a growing number of executives are open to offering soft benefits.These types of extras can be a comparatively low-cost alternative to traditional benefits, helping companies attract and retain workers even if they are unable to provide or have had to scale back standard benefit packages.
There are words that have power and evoke an immediate reaction. Catastrophic, terminal and devastation are all words that command our attention, causing all else to fade into the background.
On the other hand, distraction is a word I would put right up there with “stuff”; in fact, if it had a color it would be beige. I recently heard myself give the excuse that I was “distracted” as a reason for not paying attention while doing some mundane task that I bungled. A few days later I was flipping through the TV channels as a diversion from a cruddy day at work, and came across the History Channel. The commentator, in a French accent, spoke of the grisly details of a torture method used centuries ago known as ‘distraction’- literally the pulling apart of someone by tying their arms and legs to horses who ran off in opposite directions. The word suddenly took on a whole new meaning, yielding the same power of catastrophic, terminal, and devastation. Nothing worse than literally being pulled apart. The color of this word, red.
What’s next for recruiting? If you were to ask any business what their top challenges are for the future, odds are high that retaining talent and recruiting are on the list. Smart companies know that they are only as good as their best employees, and make it a priority to seek out solutions to find the ‘best of the best’.
Another thing these companies know is that technology will continue to evolve and play an increasingly important role in how they recruit talent. Below are some important changes to business operations I predict are on the horizon:
U.S. Bureau of Labor Statistics show that Americans spend an average of 70 hours cleaning their homes each year. What about your company’s talent acquisition process? Here are some ‘spring cleaning’ tips to help you find, hire and keep the best new employees:
After recently surviving my son’s college football recruiting decision, it occurred to me how many similarities exist between that recruiting process and what I do daily, advising my job recruits on opportunities. Keep in mind this round of college recruiting wasn’t my first rodeo: I have an older son who is also playing D1 Football, so you would think I was better equipped to navigate the waters this time around. The truth is that while you are in it, it is hard to see through the “razzle dazzle”. Having an outside advocate by your side is a great key to success. We were lucky to have had several, and both my boys ended up with great opportunities. Some others going through the process were not as lucky.
According to a recent article by IndustryWeek.com, "Economists agree that the U.S. wouldn’t be the powerhouse of a country that is it today if not for the manufacturing sector."
We could not agree more. In lieu of a list of facts and statistics, we'll let the infographic below show you:
It’s a candidate-driven job market… Top talent is tougher to find these days, as candidates have more options than ever, including: receiving multiple job offers, counter-offers, sign-on bonuses, stock options, and more... To attract and retain this coveted talent pool, we recruiters must educate our clients on what will make A-level candidates turn their heads.
“Why are you being so picky?!”... I was recently talking to a friend who is currently single and has been unsuccessful in the dating scene. She is quite the catch, and I am not just saying that because she is my friend. I remind her ad nauseam that her endless list of “need-to-haves” are without a doubt the reason she cannot find “Mr. Right”. I’ve witnessed her trials and tribulations firsthand, as we walked through her Match.com profile. Somehow there was something ‘wrong’ with each guy who reached out to her. Too short, too tall (imagine that!), too young, didn’t have a good job (or at least her idea of what a good job is). You name it, she had an excuse for why he wasn’t the right person.
This situation made me think about the job I have and how similar hiring is to dating. And just like my friend, sometimes employers are far too picky when it comes to looking for the right candidate.