The Market is on Fire!

School’s out and summer has finally arrived in Denver after an incredibly wet winter and spring. Temperatures have hit the mid 90s.  It feels as if the pandemic is coming to an end as masks are not required the way they were just a few weeks ago. Traffic is back to the levels pre-pandemic and people are out and about in a fashion we haven’t witnessed in 18 months. 

In parallel with all of the above, the hiring market is heating up as well. We at Z3Talent are busier than ever and all of our friends in recruiting from light industrial and temp agencies to IT staffing firms to retained firms are seeing an unprecedented number of hiring. The floodgates have opened and the war on talent is full on! In the past week alone we have witnesses executive level candidates receive competing offers, had candidates withdraw unexpectedly to take offers with significant increases in their compensation packages, and had a candidate withdraw as they do not want to be committed to coming into an office 4 days per week. Unfortunately we even had a $300,000 level executive no-call no-show an interview for a senior level executive role that we prepped him for hours before the interview. Yes, you read that correctly, crazy.

Highly desirable candidates are quickly realizing they’re in demand. These “top picks” will be harder to land if the hiring processes drag or are not clearly defined. Here are three steps to help land the top candidates:

1.    Have a discerning but clear process. The best candidates are attracted to the best companies. A rigorous screening process can be an asset if it moves quickly. It sends a clear message that we want A players to join our team.

2.    Offers must be competitive but also holistic. Post-pandemic candidates want to ensure the right fit for their lifestyle …remote options, travel demands, location, visibility, upward career opportunities, etc.. Likewise, clients want employees whose desires align with the job requirements. If you must be on-site, candidates should be excited about that.

3.    Make a strong offer. Often clients lead with an offer that has room to negotiate. Put your best foot forward when making the offer. Keep in mind the cost of starting the search again.

Are you ramping up your team now or in the next 3 months? If so, let's talk about how we can help ensure you get the best talent on your team.

+Steve