Are You Ready to Compete?
Dice.com saw a 35% increase in first quarter. eFinancialCareers was up 48%. Monster reported a 25% increase in bookings across all industries. What does this influx of job postings mean to you? It’s classic supply vs. demand.
For the past several years companies could afford to be ultra choosy, often subjecting candidates to long and sometimes tortuous interview processes and making conservative offers. As demand increases, candidates have more options, the best among them often entertaining multiple offers when making a move. Here are three ways that you can insure that your company snags the best available talent.
1. Have a look at your hiring process. Is it designed to attract and engage the best candidates? Does it follow a reasonable pattern and time table that allows both sides to conduct their due diligence, but not stall or lose interest? Or is interviewing something that you fit into your schedule when your “real” work is done?Â
2. Evaluate your offers.  Are your offers competitive? Real world competitive? Just because HR found a salary survey that says an average project manager in Dallas earns X doesn’t mean that’s what you should offer – unless you’re hiring a generic, average project manager. If your position requires specialized skills or subject matter expertise, strong candidates will expect to be compensated accordingly.
3. Share the vision. The best candidates won’t join a company just to fill someone else’s empty shoes. They want to make a difference; they’re excited about being a part of the company’s go forward strategy and will buy into their role in shaping the company’s future. Framing your opportunity in terms of its impact, both now and in the long term, will capture their attention and imagination, enabling you to close the strongest candidates.
Contact Debbie Harper at  Harper Hewes Executive Search for a complimentary evaluation of your company’s hiring process. dharper@harperhewes.com
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