Supply and Demand – How clients can bridge the gap and gain a 'competitive advantage'
Clients are currently missing out on top talent due to slow and cumbersome interview processes whether this be down to internal controls between line and resource / the expected interview process being longer than it needs to be / or simply down to getting a role formally sign off. Not having the ‘green light’ or making time to interview can increase the time invested in the long run.
A number of clients still feel they have the upper hand when recruiting. This may have been true mid way through the recession when supply out stripped demand but due to the huge shift and imbalance between demand now far outstripping supply things have become tough and very competitive amongst clients all fighting for the same top talent. Clients often feel the driving force behind attracting this top talent is simply in the brand, central location, shiny offices, or the size of business. In truth candidates are now looking for the whole package wanting all of the above including a work life balance, healthy life style, the right pension and fringe benefits and more importantly an employer that will have their best interests at heart offering the right development and progression or a mentor/boss they can look up to and learn from.
This power shift has and will continue to change with candidates being more in the driving seat. We (as recruiters) are trying to consult clients on a daily basis to some of the tools they can use to counter the above shift. This may be:
- Improving the company benefits offering
- Ensuring the pace of feedback to candidates is second to non
- Highlighting the most engaging finance representative to conduct the first interview
- Reverse the interview structure so that the 1st interview becomes ‘the sell’ and 2nd interviews more technical and questionable
- Ensure the environment of the interview location will leave a positive and lasting affect
- Ensuring the candidate experience from start to finish is strong enough for interviewing candidates to want to tell others about the positive experience with your company!
To stay ahead of the curve on the ‘War for Talent’ clients need to have a robust recruitment process with buy in from all parties including HR, line management and a Recruiter with open channels of communication. If this doesn’t happen, it is highly likely you may find yourself settling for 2nd best.