Why Your Competitors Get Your Candidates

One of the biggest mistakes companies make when hiring for a security specialist is treating this vacancy like any other within the business…

There’s a looming recession, global central banks are increasing interest rates, and the stock market is crashing… yet cyber and information security needs are still as high as ever.

In 2010, there were countless redundancies, and I was desperately trying to place a guy with 2x PhDs into a job. My colleague told me that I was mad –

“Just pick up a load of the same jobs, and then find a few candidates who you can send to all of them.”

I thought he was a genius…

My recruitment followers all know this – but how about my non-recruitment followers?

So why in a high demand market - like security - are companies are working on a contingent basis with multiple agencies? It baffles me…

If you’re doing this, then the candidate is the product. No recruiter cares about your vacancy. You've given no incentive for them to care.

Your “panel” are racing out to the (limited) candidate market, giving different sells about the role, because it’s evolved over the last few days, or another manager has given the brief...

And they’re selling your competitor’s jobs at the same time.

Then they’re firing candidates into your inbox, hoping one of them will hit the mark.

And what happens to the candidates already in your process? They hear the sell, think it’s a different job, and later realise the amount of competition out there for the same role.

So they apply for more jobs. And then your preferred candidate has even more offers, and you can't pay for a bidding war...

You need a search firm to look at your job as the product.

You’ll stop receiving unqualified candidates because it is no longer a race between agencies to find the best candidate on the market.

Yes, there’s an initial up-front cost working with a search firm, but it's deducted from the final invoice. And if you are working with a good firm you should have a guarantee in place.

What's more, the exclusivity works both ways. If you've got a smooth process in place, and the right candidate - you've wiped out the competition.

Everyone wants the best candidate, right now, for cheap.

The issue with Time / Cost / Quality is you can only choose 2 in recruitment.

What’s most important to you?

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Whenever you’re ready, there are 2 ways I can help you:

1. If you're an Employer:

→?Read our Free Guides:?10 Step Guide To Hiring A Security Specialist?and?7 Steps To Fix Your Recruitment Process.

→?Download our Free eBook,?“13 free tips you can use right now to hire security talent”. This is our ultimate 27-page guide to building your security team.

→?Or speak to me directly here:?Book a Security Hiring Strategy Session.?

2. If you're a Candidate:

→?Read our Free Guide:?How To Negotiate Salary.

→?We place security specialists across Europe.?Get in touch?if you are looking for another opportunity.

→?Or use our?CV Rewriting Service to Fix Your CV.

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If you liked this, you may also be interested in last week’s Newsletter, Timing is Everything.