Are The Best Job Candidates Getting Away ?

All firms of all sizes in all areas of business want the best candidates for the jobs they have available. However, in recent years, the employee-candidate paradigm has been reversed. Because of a shortage of talented candidates, there is more competition between companies for the talent that is available. So, rather than the job candidate having to sell him or herself to the company, the Hiring Manager's responsibility is to "sell" the quality, financial stability, and advancement opportunities of the company to the candidate.

It is now essential that firms revise their recruiting procedures and do not let the best candidates get away. Some simple adjustments should be enough for your company to stop those high quality candidates from going elsewhere.

Quick Response
Once you decide to fill a position, be committed to that decision and make hiring decisions quickly. View the hiring process like a project and ensure you meet your goal of hiring the "best candidate" in the shortest amount of time. Indecisiveness, time delays, budget reviews, etc., send a message to the candidate about the company's lack of focus. If you wait two weeks following an interview to make an offer, your ideal candidate may have already accepted a job offer from elsewhere - even from one of your competitors.

Streamline the Hiring Process
Do you really need second and third interviews ? If you ensure that all the participants in the hiring process are available for the first interview, then decisions can be made quickly and effectively, ensuring that your firm has a better chance of recruiting the top talent.

If You Want The Best...
If you want the best...then you will need to pay the best. It may not be what most companies want to hear but it happens to be true. Don't misjudge the pay rate, benefits, perks, etc., necessary for the best quality candidate to accept the position; don't play games with lower than market rate offers.

Keep abreast of changing salary scales, and price your jobs competitively. If you don't know what the current market rate is, hire a recruiter who does and who can advise on all aspects of the recruiting process.

Get The Right Help
Bringing a professional recruiter in at an early stage will help prepare your company for the hiring process. A top-notch recruiter will ask the right questions to help you identify your company's needs and will also help you identify human attributes (personality, communication skills, corporate culture, etc.) that the "right" candidate should possess, including "must-have" attributes and "preferred" attributes.

Choose a recruiter to work long term and they will soon be attuned to the exact needs and requirements of your company. Include the recruiter on your company's hiring team. A preferred recruiter is very helpful in structuring job descriptions so they stand out. And finding the recruiting angle that will draw superstars and in presenting the job offer to the candidate so it will be accepted. In addition to recruiting top talent, good recruiters possess skills to help candidates evaluate and accept good offers. This “third-party-input” to the candidate during the decision is critical to avoiding turn down and defusing counter offers.

With a streamlined recruiting procedure and the right approach to the top candidates, your firm will be one of those getting the best talent while your competitors are still wondering how that perfect candidate managed to get away.

3 Points You Should Negotiate When You Are Losing Your Job

You work for a company that has been going through a lot of changes and upheaval. Word is going around about lay-offs and you worry you will be next. If you’ve been an exemplary employee and the lay-off is not because of anything you’ve done, be sure you ask these three questions as you are being handed your Pink Slip:

1.    Ask for a Letter of Reference. You can use this to help you land that new job because it will be beneficial to have a letter that praises you and your accomplishments. This will show future employers that your termination was a business decision and not because of any wrong-doing on your part. Most people forget to ask about this, and it is difficult to try to go back later and ask for one.

2.    Ask about severance pay. You are not automatically guaranteed this unless it was stipulated in your employment contract when you were hired.. Typically, one week of severance is given for each year of service to the company, but this can be negotiable. And, especially if you’ve recently finished an important project, been honored or achieved a major goal, be sure to remind them. It may buy you another week of severance pay they weren’t planning on giving.

3.    Are you entitled to unused vacation pay? In most cases, the answer is no. Some companies allow you to roll over your unused time from one year to the next, while others have a use it or lose it policy. Most companies will explain their rules in the employee handbook, but asking to be paid for your unused vacation pay just may earn you a few extra dollars you could use right now.

You may not get any severance or vacation pay, and you especially won’t if you don’t ask for it. Don’t forget, this is a very difficult situation for your boss, too, so he or she may be willing to give you more than had been planned on. You’ll never know unless you try, and the worst they can do is say no. If the moment passes, chances are you won’t have another opportunity to ask these questions again. Knowing ahead of time what to ask for may give you the confidence to speak up for yourself at this difficult time. Good luck!