How can you win the fight for talent?

We’ve talked about the ‘fight for talent’ for some time now so believe us when we say that it’s happening right now and we forecast it will be with us for the foreseeable future!

As businesses begin to scale again as we recover from the economic impact of COVID 19, we are witnessing a hiring boom. Because of this, we can almost guarantee that the candidates you’re engaging with will have multiple job opportunities to consider and most likely will receive multiple job offers… let’s not even get into talking about the counteroffer from their current employer.

So based on this, we asked our LinkedIn community ‘Is it acceptable morally or commercially for a candidate to accept an offer while they continue the process with other opportunities?’.

With 169 votes, over 56% of people surveyed answered ‘Yes! Put yourself first’. 

I can’t help but wonder if the result of the poll would have been different pre-covid? Covid has given individuals the time to reassess what they expect from work, and how it fits into the rest of their life. Flexibility is key for some, while stability and routine have been craved by many others. Is it a case of the new normal? Has power shifted from employers to employees? We think so.

As frustrating as the poll result might feel for hiring managers and recruiters alike, there are things we can do to make sure that not only are we interviewing the right people for the roles in question, but making the role stays front of mind and first choice for those in the interview process.

As recruiters, we work on behalf of both the client and the candidate. It’s our job to find the right people for the right roles, and by asking the right questions at the right time, we can closely match candidates to roles with not only the right skill sets but with shared values and cultural fit. Having the right working environment and the right culture fit is just as important as having the right skills for the job. Businesses that have shared values with those they hire can expect increased retention rates.

We know that as recruiters our job shouldn’t and doesn’t end at the offer stage. A good recruiter continues to check in on both clients and candidates up until and beyond the candidate’s start date, offering both reassurance and advice on both ends. This allows us to make sure there are no surprises for either side.

Should the emphasis be solely on recruiters?

In short, no. As we mentioned above, recruiters work on behalf of both clients and candidates, and it’s our job to make sure candidates are just as happy and as well-advised as our clients are. We want to find job seekers the right role for them, with everything they are looking for. We’re here to help you make the best decision for you, we’re impartial and really do want to help.

Being honest and transparent with your recruitment consultant is always the best course of action and ensures the best outcome for everyone involved. And, we hate to say it, but it’s a small world. Accepting a job and then taking another can leave a bad taste in a hiring manager’s mouth and you never know what business they might end up at in the future…

David Waddell is Managing Director at Harvey John.

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