Executing Recruiting, Executive Search, Hiring

Advice To Companies Having Problems Filling Certain Positions

I have seen a lot of companies over the last several years struggle to fill certain positions. Most of these positions tend to be either Information Technology or Engineering related.  With the unemployment rate nearing what the government refers to a “full employment”, it is understandable why filling certain jobs has become a real challenge.

Rather than sit back and hope that the perfect candidate falls into your lap, companies need to look at their sourcing and recruiting methods and processes and determine what needs to change.

1. Are we too strict with our job requirements?

I see this as the main culprit to not filling jobs. Many companies have job descriptions that have requirements that are way too restrictive. Rather than have 7 or 8 MUST have requirements that must be satisfied, re-look at the requirements to see if any of the MUST haves can be converted to NICE TO HAVE.  With a certain amount of training, you could get new hires to the level that you seek.

2. Can we be more flexible with the role?

Many companies today still do not offer employees some work from home flexibility or the ability to perform a role remotely. There is very little cost or downside to offering this flexibility and not having it, puts your company at a major disadvantage to those companies who do offer such flexibility.  Offering this option will also great increase the pool of potential candidates for your roles.

3. Are our salaries competitive?

Because of the slow economic conditions over the last 8 or so years, companies have offered current employees very minimal annual raises.  When they get to the point of hiring again, they are quite shocked to see what certain hard-to-fill roles command in today’s market.  These companies struggle to come up with competitive offers because of concerns with internal equity.  In order to attract star candidates, companies are going to have to make very compelling offers or risk losing the candidates to another companies.

4. Are our benefits competitive?

While base salary and bonus potential seem to be the key components in any job offer, having a competitive benefits package is a close second in priority.  Having a benefits package that is both comprehensive and priced well are very important to landing star candidates.  One area where I see companies struggle is offering competitive vacation or PTO levels to experienced candidates.  It is not realistic to expect an experienced candidate to drop from 3 or 4 weeks vacation back to 2 years vacation.  Companies need to make these candidates “whole” in order to be competitive in today’s employment market.

5. Is our interview process too cumbersome?

In a softer job market, companies could take their time with the hiring process.  This would include multiple phone or onsite interviews as well as extended time between these interviews.  Ina a soft job market, candidates do not have many options and, thus, are compelled to wait.  As the job market heats up, the opportunities for candidates increases, and therefore, companies must speed up the timing of their hiring process in order to capture the star candidates.  Remember, everyone is looking to hire stars, and stars don’t stay on the market very long!

Hopefully, these points will help your company make the changes necessary to improve your hiring rate and fill more jobs.

Author
Mike Sweeny
Principal & Founder
MAS Recruiting
www.masrecruiting.com

As a Philadelphia area based Executive Search and Recruiting firm, MAS Recruiting offers clients a strong level of recruiting expertise and an unprecedented level of service not received from larger firms.

We have a national list of clients. Our client list includes emerging growth up to Fortune 500 companies. We have strong recruiting experience in a multitude of industry verticals including:

  • Advanced Materials
  • Business Consulting
  • Clean-Tech & Energy
  • e-Commerce
  • Financial Services
  • Food & Beverage
  • Healthcare
  • Retail
  • Software
  • Technology
Advertisements
Standard
Executing Recruiting, Executive Search, Hiring, Uncategorized

Should I Pay Someone To Help Me Find My Next Job?

I get asked by candidates quite often if they can pay me to help them find their next job. I tell those candidates that 99% of recruiters (including myself) are paid by the client when we make a placement. Companies come to a specific recruiter and engage his or her services to recruit specific talent to fill specific roles. Generally, recruiters do not work as “talent agents” to represent individual candidates to “shop” them around to various companies. I will never accept money from a candidate in order to help them find a role. I don’t feel that it is morally right to do this.

However, there are firms out there that will charge candidates really good money to represent them in their job search. Under the guise of “Career Counseling”, these firms will help candidates put together a resume, coach them on how to interview, and then tell the candidates that they will market their resume to various companies and recruiters. There is a substantial fee for all this so-called service. In addition, these firms generally get the candidates to sign an agreement that the candidate will owe a certain additional fee to the Career Counseling company if the candidate finds a job, whether the Career Counseling firm helps makes the placement or not.

There is something wrong about this business model where you lead the candidate on to think that your firm will open up doors for them and never do.

My advice to candidates is NEVER pay anyone to help you find your next job. It may be OK to pay someone a small fee to assist you to prepare and/or update your resume, but most recruiters that I know, will give advice to candidates for free. In addition, there are a lot of free templates online that a candidate can use to prepare their resume.

Author

Mike Sweeny
Principal & Founder

MAS Recruiting

www.masrecruiting.com

 
As a Philadelphia area based Executive Search and Recruiting firm, MAS Recruiting offers clients a strong level of recruiting expertise and an unprecedented level of service not received from larger firms.
We have a national list of clients.  Our client list includes emerging growth up to Fortune 500 companies.  We have strong recruiting experience in a multitude of industry verticals including:
  • Advanced Materials
  • Business Consulting
  • Clean-Tech & Energy
  • e-Commerce
  • Financial Services
  • Food & Beverage
  • Healthcare
  • Retail
  • Software
  • Technology
Standard
Executing Recruiting, Executive Search, Hiring, Uncategorized

Job Seekers-Expanding Your Social Media Brand

More and more recruiters are finding candidates through social media than the traditional job boards.  Most people have heard of LinkedIn which remains the most popular site for recruiters when they search for candidates.  It is a must for all active and passive job seekers to have an up-to-date LinkedIn profile.

I came across a new site the other day called beBee http://www.bebee.com which seems to offer a lot of promise.  While it is not nearly as well-known as LinkedIn, it seems like a site that most potential job seekers should be on.

beBee is a Personal Branding Platform founded by serial-entrepreneurs Javier Cámara and Juan Imaz.   The network was created to allow people to showcase and share their personal brand and market themselves to employers, clients, customers, vendors and media in their respective industries. beBee allows users to network with each other through common personal and professional interests, uniting their personal and professional lives in one place.

The startup was established in February 2015, and originally launched in English, Spanish and Portuguese before expanding in French, Italian, German and Russian in 2016. beBee has more than 11.5 million users and is aiming to have 40 million users by 2018.

While my experience with beBee is limited, it seems like a well-managed and easy-to-use site.


Author
Mike Sweeny
Principal & Founder
MAS Recruiting
www.masrecruiting.com

As a Philadelphia area based Executive Search and Recruiting firm, MAS Recruiting offers clients a strong level of recruiting expertise and an unprecedented level of service not received from larger firms.

We have a national list of clients. Our client list includes emerging growth up to Fortune 500 companies. We have strong recruiting experience in a multitude of industry verticals including:

  • Advanced Materials
  • Business Consulting
  • Clean-Tech & Energy
  • e-Commerce
  • Financial Services
  • Food & Beverage
  • Healthcare
  • Retail
  • Software
  • Technology
Standard