How to Approach Common Hiring Dilemmas
If you have ever been in charge of hiring a new employee, you know that there are many challenges involved in the process. A perfectly smooth hire is something all recruiters and employment managers hope for, however, candidates (like all people) are complex by nature. The good news is that the common problems that do arise when hiring often have a solution. In this post I’ll address four dilemmas that hiring managers face, and the best way to approach them in order to make a great hire.
- Problem: Candidates come up short.
We’ve all been there. You have a tough position to fill- the requirements are endless, the necessary skills are extremely niche, and it feels like you’re looking for a unicorn that simply doesn’t exist.
Solution: There are a couple ways to approach this issue. If you have searched far and wide for the perfect candidate and are still coming up short, it might be time to reevaluate what is really required of this role. You might want to start considering people who are ready to take on an increase in responsibility, rather than restricting your search to individuals who have already been there and done that. Someone who can hit the ground running is going to be more difficult to lure away from their current position, not to mention will come with a higher price tag. On the other hand, a less-experienced, but qualified candidate who can grow into the role could be your answer. The fact is we can’t create people who don’t exist, but we can groom a great candidate to be successful.
- Problem: Not enough time in the day.
From sourcing candidates, to scheduling and conducting interviews, to negotiating a job offer, hiring is extremely time consuming.
Solution: You may be able to seek the help of your HR staff to take care of some preliminary steps like sorting resumes and initial phone screens to save you time. Alternatively, a search firm will manage the entire process for you, allowing you to focus on other projects. If you have to conduct the search yourself, it helps to schedule out blocks of time to work on this search as you would an important meeting. These blocks of time should be non-negotiable and solely dedicated to your search. Remember, the longer it takes to fill an open position, the more profit is being lost. Although payroll costs are lower with an open position, good employees pay for their value tenfold.
- Problem: Need to relocate candidate.
Sometimes you find a perfect candidate who is interested in the job itself, but not its location. Whether the issue is the distance, climate, or moving their family, it can be difficult to convince someone to move to a location that they are less than excited about.
Solution: You can’t change the temperature outside with an app….yet, but you can offer a total compensation package that will entice your favorite candidate. Aside from offering a higher base salary—sign-on bonuses, robust relocation packages, benefits and long term incentive plans are all perks that can sweeten the pot. It is also important to be warm and welcoming to candidates and their families. Roll out the red carpet during their on-site interview by covering their flight, hotel, rental car and meals. Provide them with resources to get to know the area, and maybe even offer a house hunting trip upon acceptance of offer so they can find their new home. Employee retention begins well before their start date. If there is a strong, honest, and supportive connection, then they will be excited to move no matter where they are going. Ultimately employees want to feel valued just as much if not more so than their desire to earn an extra dollar. Lastly, if relocation is just not possible, more and more employees are working remotely, commuting when necessary and conducting business via the cloud.
4. Problem: Search is confidential.
Companies often wish to remain anonymous. Reason being, there is either someone in the role currently or they do not want to cause an internal stir by announcing the open position publicly. It is difficult to garner interest from candidates who are given a very limited amount of information about the opportunity.
Solution: The best way to approach a confidential search is to be upfront with your talent pool from the beginning. Let them know that you are unable to tell them the company name or specific location until they have been selected for an interview. Then, give them the option to opt out of the process after they have been informed of this confidential information. Most employed candidates would also like their interest to be kept confidential, so there is a mutual understanding among both parties. Keep in mind that curiosity is also in your favor. Candidates will want to be considered just so they can find out which company is hiring.
These are just four examples of common concerns when it comes to recruiting. A good recruiter or hiring manager knows that being flexible and finding alternate solutions is an important key to success.
Bristol Associates, Inc. is an executive search firm with over 50 years of excellence in recruiting nationwide. Bristol specializes in recruiting for the Casino Gaming; Hotels and Resorts; Travel, Tourism, and Attractions; Facilities and Concessions; Food and Beverage Manufacturing; Restaurant; Hospital and Healthcare; and Nonprofit industries.
Subscribe to our monthly newsletter here.