How to Solve Four Common Hiring Dilemmas
Facing hiring challenges? Recruiters and employers strive for a smooth recruitment process, but this is difficult to achieve when internal and external obstacles occasionally arise. Luckily, hiring dilemmas often have a solution. In this post, we will address four common situations that hiring authorities face, and the best ways to approach them in order to attain a great employee.
Dilemma #1: Candidates come up short
Most hiring authorities have encountered a tough position to fill – the requirements are vast, the necessary skills are extremely niche, and it feels like you’re searching for a unicorn that may not exist.
Solution: If you have searched far and wide for the perfect candidate and are still coming up short, start with reevaluating the position’s requirements. Consider people who are ready to take on an increase in responsibilities, rather than restricting the search to individuals who are currently in that type of role.
A less-experienced, but qualified candidate who is willing to learn and grow can be successful if onboarded properly. It’s impossible to find the “perfect candidate” if they don’t exist, but it is possible to train someone with strong potential to become the ideal candidate when given the proper tools and resources.
Dilemma #2: Not enough time to search
From sourcing candidates to scheduling and conducting interviews, hiring can be extremely time consuming, especially when you have other work responsibilities to balance.
Solution: To save time, delegate tasks to human resources staff to take care of preliminary steps (e.g. sorting resumes and initial phone screens). Alternatively, a search firm is a valuable resource that can manage the entire hiring process on your behalf, allowing you to focus on other company projects.
If both options aren’t feasible, schedule blocks of time to work on the search as if it were an important meeting. The timeframe allotted 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 without that role filled, good employees pay for their value tenfold.
Dilemma #3: Need to relocate the candidate
Sometimes hiring authorities find a perfect candidate who is interested in the job, but not where it is located. Whether the issue is the coronavirus, distance, climate, or moving their family, it can be difficult to convince someone to move to a location that isn’t ideal for them.
Solution: While you can’t control the weather, you can offer a total compensation package that will entice your favorite candidate. Aside from presenting a higher base salary, perks such as sign-on bonuses, robust relocation packages, benefits, and long-term incentive plans can sweeten the pot. It’s 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 the 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 between the candidate and the employer, then the former should be excited to move no matter where they are going. According to our 2019 Casino Gaming Executive Satisfaction Survey results, executives ranked career opportunity and growth higher than compensation when considering a new employer. Employees want to know if they can thrive in the organization before accepting the offer. If your star candidate doesn’t feel safe relocating during the pandemic, if viable, consider remote work as a short-term solution.
Dilemma #4: The search is confidential
Companies often wish to remain anonymous when announcing an open position publicly. Reasons being, their employee is still in the role or they want to prevent an internal stir within their organization. However, it’s difficult to garner interest from candidates who are given a limited amount of information about a career opportunity.
Solution: The best way to approach a confidential search is to be upfront with your talent pool from the beginning. Inform the candidate that you’re unable to disclose 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 prefer to keep their interest in new opportunities discreet, so there is a mutual understanding of confidentiality between 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.
When facing a hiring dilemma, don’t give up hope. Alternative and creative solutions do exist that can help with the recruitment process. A good recruiter or hiring authority knows that by being open-minded, flexible, and transparent throughout each stage, hiring a star candidate that will make a positive impact is nothing short of possible.
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; CBD; Facilities and Concessions; Food and Beverage Manufacturing; Hospital and Healthcare; Hotels and Resorts; Nonprofit; Restaurant; and Travel, Tourism, and Attractions industries.
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