Companies want to hire great people

The Challenges and Realities of Hiring: Understanding the Employer's Perspective

Companies want to hire great people. We work with hundreds of companies every year that are looking to hire. There are situations where our clients don't have internal HR or talent acquisition teams and have built their talent acquisition process around utilizing a recruitment and staffing firm like ours. But for the most part, companies use us when they're experiencing pain.

They either need to hire temps or contractors because of unexpected and unforeseen vacancies, or they have important growth or reactive hiring needs. They've likely been trying to hire on their own to save the thousands of dollars it costs to hire through a company like ours and haven't been successful.

The recruitment process isn't broken, and there isn't a secret recipe:

1. Post a job
2. Screen applicants
3. Interview
4. Pick the best
5. Offer them the job
6. Hire them

The process hasn't changed, but the rigor, thoroughness, drive, relentlessness, and depth of operating the process ultimately determine whether someone is successful in recruiting.

It's easier than ever for job seekers to apply for a job. The volume of applicants from our local market, our nation, our continent, and all over the world has made it harder than ever for employers. Not to mention that employers have been burned in so many different ways that they haven't changed the process; they've just made the process far more in-depth.

Examples Outside of Employment Impacting Hiring:

• A person spills hot coffee on themselves and blames McDonald's.
• People eat Tide Pods, get sick, and blame Tide.
• People injure themselves and even go deaf with Q-tips and sue the company.

These actions result in legal issues, increased costs for the company, and stricter regulations. These additional costs and changes are ultimately passed along to the consumer, showcasing how these one-off individual actions can have widespread impacts.

The same goes for the job seeker and the employee in their job search. Companies have been burned in so many different ways, and the cost of employment can be massive, which has resulted in companies being overprotective and overcautious in the hiring process, making it hard for job seekers. Although the process is the same, companies have created hoops for job seekers to jump through—not only to see who's willing to jump the highest, furthest, and hardest, but also to eliminate those who aren't willing to jump at all.

Most Companies Want to Hire: I don't think there are any fake jobs or ghost postings in the market. I think when companies are having a hard time hiring, it's because of a misstep at the front of the process.

The Critical Front-End Piece:

• The intake and getting a profound understanding of the nature of the vacancy
• How the position directly ties into the company org chart
• How the position ties into the vision, mission, culture, and values
• The direct role responsibility, short-term desired impact, and long-term desired impact
• Fit and true perceived cost and value of the role

These are critical to understand before building a recruitment process. The rest of the process is fairly straightforward, but nailing this front-end piece is where we see people win and lose.

Free Resources:

I offer free market analysis, search viability and intake sessions for companies based in Vancouver. There is no bait and switch—this is purely a way to give back and help companies overcome the challenges of hiring in today's market. If you or someone you know is hiring or struggling to hire and could use some help, feel free to message me, email me, or book a session through my Calendly link here. Let's work together to gain clarity in your search and hire better.