Recruiting new talent

Companies that want to ensure that they can attract the best talent in the workplace, need to make themselves attractive in the areas of both packages available and the work environment. Just being a well known brand or name, no longer guarantees that everyone wants to work for such a company. In the past, well known companies have relied on their reputation as a large well known business to attract candidates and have adopted the approach that new staff should be flattered that they are offered positions. Quite often, candidates have taken such positions to develop their own CV and experience and show that they have worked for a key player. They quite often then move onto a smaller company that can offer someone with that experience, both development and a better package.

Large companies need to develop their candidate attraction and actively search out and attract key individuals. This can be done by offering development, work life balance, study opportunities and most of all, show a keen interest in that individual. In my experience, it is the companies that make the effort and show this individual attention that win every time. Attracting new talent isn't difficult, it just takes a little thought.

Recruitment in July 2007

The main issues concerning recruitment this year has been the speed in which new candidates are able to secure new roles. Pre 2007, there was almost a guarantee that you could work with a candidate for a week or two to secure interviews and discuss key opportunities with them. This was advantageous to recruiting companies as they were able to tie up interview diaries and allow themselves enough time to decide on how many candidates to see for each role. As 2007 has progressed, we have seen candidates staying on the open market for shorter periods of time. This can range from 1 -4 days. Quite often, a good candidate can now line up at least 5 interviews in one week and take their pick of the roles offered. We have found that the decision on which role they will take comes mainly down to location ( travelling times ) and money. At interview stage many candidates say that the job offered and the company background and aspirations are the most important aspects, however, this is not true. Money and location win every time. The only exception to this rule, is when we start looking at more senior roles in the market, where the rule is reversed. We have found that senior roles ( 50K+) generally attract the people that are genuinly interested in the wellbeing of the company and are interested in where they are going and how they are likely to perform.