Who wants to read on a Friday??? Here’s a fun video instead!
TalentPuzzle's Online Recruitment Blog was created to provide valuable content to the HR and recruitment agencies community about trends and innovations in the recruitment industry. Besides various topics such as Recruitment Process Outsourcing, Cost Per Hire, social media recruitment and cultural effects, we are focusing on pros & cons of different web based recruitment methods.
Who wants to read on a Friday??? Here’s a fun video instead!
Following last weeks’ immensely popular blog it seems there are many more assumptions we make when engaging agencies, so here are a further 3…
1) ‘Talking to the agencies is a complete waste of time, they are specialists in this area and should know what we want’
Specialists will know what ‘good’ looks like on paper but they definitely don’t know that the line manager is a lunatic and only a very special sort of person could handle working with them. Even the briefest of conversations can ensure candidates hit the mark from the start.
TalentPuzzle Tip: A recruiter can’t guess your company culture or team fit. The more information you can give them, the easier it will be to find you the perfect match.
2) We never use agencies
This may be true 80% or maybe even 95% of the time. However you never know when the time will come where you needed that hire yesterday or a senior exec. is leaving the business and you need to discreetly backfill the role. Never say never…
When you do need to engage an agency use TalentPuzzle to search for and connect with rated and reviewed recruiters.
3) We have a PSL and don’t work outside it.
I think someone is telling porkies. It is almost impossible to build a fully comprehensive PSL that performs every time, covering every eventuality. Ok, maybe you aren’t telling porkies, maybe the procurement team doesn’t allow you to work with anyone else but that must be so frustrating?
TalentPuzzle Sneaky Tip.
Add TalentPuzzle to your PSL and open up a whole new pool of potential agencies. There is only ever one billing relationship if you use a TalentPuzzle agency! You can use as many agencies as you want and procurement will be none the wiser.
Watch this space for more hints and (tricks) tips on working with the agencies you want when you want.
Whilst perusing one of my favourite recruitment blogs I came across the following gem on hiring hackers or IT developers, to less informed amongst us. Now many of our current clients are seeking some of the top IT talent this side of the pond. However what is abundantly clear is that many haven’t got a clue what they are looking for or where to begin to find them.
So here is an excerpt written by JohnPaul Bennett the Co-Founder of Gun.io:
The founders of 37Signals put it simply, “Never hire anyone to do a job until you’ve tried to do it yourself first.” Because things change so rapidly with programming, hackers are always learning. Learning is in their DNA. If they don’t know something, they learn it. You should too, or at least attempt to learn. To get started, ask friends who program what books or articles to read. If you don’t know any hackers, go to a local Meetup group for hackers…
Since 95% of hackers are already employed, it’s more important than ever to target passive candidates when hiring. Don’t get stuck in all or nothing mode. Everyone wants a technical co-founder or full-time hacker. Full-time hackers get offered six figures with many benefits. Focus on the things you can do, and work toward the things that are temporarily out of reach. Hire a freelance hacker. It’s the quickest way to get your project built and in front of customers…
Ask for a referral
This one is straightforward. Ask a hacker for three client referrals and three developer referrals. Client referrals are important to understanding how they communicate and what they are capable of building. Developer referrals will give you a better snapshot of how they work with other people.‘
Read the full article on SmartRecruiters here.
How did you find your developers? What have been your best and worst experiences when trying to recruit technical talent?
1. Awful Candidate Experience
This can be anything from essay long application forms, time consuming tests, multiple round interviews, the list can literally go on (…and on). Youth Unemployment in the UK may be at all-time high and yes some people will be desperate for a job but you don’t want the desperate; you want the dedicated. I have lost count of the number of applications I have abandoned during my job search due to a ridiculously long process.
Overcome it by: Keep the application questions short and simple. Make it a quiz and get creative. Screening questions can filter out most irrelevant CV’s, those that pass can upload a CV and get given a time for a phone interview. It’s that simple.
2. Your Offers aren’t Competitive
Budgeting constraints are real, but if you can’t afford the very best, you are really going have to get creative with your benefits and perks to attract them. Money isn’t everything people flock to ‘unpaid’ internships just because they like a company. You have to get competitive.
Overcome it by: Create a list of achievable perks, flexible work hours, extended vacation pay, course sponsorships, FUN Team building days. You want to become a place where people want to work.
I have some good news and some bad news. The bad news is there are some great companies killing employer branding right now (e.g. Netflix). The good news is that there is still time to gear up and compete as the majority haven’t got it figured out yet.
So here are the Top 3 reasons nobody wants to work for your company….
1. Your company doesn’t exist
Obviously you exist, but not in the channels that are relevant to the hottest talent around. If your Google SERPS (Search Engine Results Page) brings up nothing but an outdated website page then you will be overlooked.
Overcome it by: Joining social media sites like Twitter, Facebook and G+. If you have very little control over your company’s website then let your social media outlets do the talking.
2. You don’t know what you want
When hiring you should always have a goal in mind, but be prepared to modify it. You will be interviewing real people with real experiences not an android. There are many candidates that can perform exceptionally for your company that will be nothing like your version of ‘perfect’. Be open to change and listen to the candidates.
Overcome it by: Have your image of perfect and create a sliding scale of attributes that you want down to what you don’t want if a candidate has 3/5 or more shortlist them. Second interviews are great for finding out more information you may have missed initially.
3. Your name is EVERYWHERE
Whilst all publicity is good publicity, bad publicity is still bad publicity. At TalentPuzzle we are helping a client overcome this problem, if you have saturated the market with your roles and they go unfilled for a length of time then you really need to stop and read this list to find out why NOBODY wants to work for you.
Overcome it by: Reviewing your process, do some research and ask the agencies to provide you with candidate feedback and then address the issues raised.
1) ‘The more recruiters I engage with the more CVs I will receive’
This is a perfectly reasonable assumption to make but in reality it rarely works. To truly understand why, you need to think like a recruiter:
I have 2 jobs I’m working on.
Job 1 – I am 1 of 10 recruiters.
Probability of filling the job = 10%
Job 2 – I am 1 of 3 recruiters.
Probability of filling the job = 33%
It doesn’t take a rocket scientist to work out which job the recruiter is going to focus on.
Recruitment is an interesting career because you work for free most of the time with no guarantee of getting paid at the end of a campaign. Survival instinct kicks in and naturally efforts are channelled into the role with the highest probability of a return.
Now if the 10 recruiters you have engaged all think in the same way, is anyone working on your job?
TalentPuzzle Tip: The optimum number of recruiters to work with is 3. This ensures more commitment, better quality, pre-screened candidates and a more manageable work flow for you.
2) ‘Every recruitment agency wants to work with us….’
Wrong again. You may be the greatest company in the world but if you’re a nightmare to work with then recruiters will take their business elsewhere.
If you refuse to communicate and are slow providing feedback then the chances of the recruiter finding you the right candidate or sticking around until they do is highly unlikely.
TalentPuzzle Tip: Engage with a manageable number of agencies, fully brief them on the role at the beginning and give prompt feedback.
3) ‘Agencies want to work with us so they’ll agree to our terms of business’
180 day payment terms? See y’all later. Would you want to wait 6 months to get paid? Didn’t think so…
TalentPuzzle Tip: If you are engaging with smaller suppliers your terms should reflect this.
If you need to work with an agency tap into our performance data on hundreds of rated and reviewed agencies here.
If you answered Yes to any of these questions… then you need to review your Candidate Experience. You want need candidates to want to work for you. It begins with the very first interaction to the very last and whether you want to hire a candidate or not you still need them to have a positive experience.
1. Long initial application process
Does this sound familiar… ‘Apply to vacancy’ followed by ‘Register details’ then there is a 10 question competency questionnaire followed by a manual input of their CV? No, No, No, No, No! When a candidate spots your job posting and decides to apply the first step should not take more than 15mins to complete. I have abandoned so many applications that required a lot of my time for very little reward.
2. Feedback is delayed or non-existent
A little feedback goes a long way. Even feedback to say you have no feedback is nice. It shows you are thinking about them. If candidates are always chasing you for feedback maybe you should implement an auto-mail that provides an update. If active job seekers hear nothing but radio silence after a week then rest assured you have long been forgotten about.
3. You changed the Offer…
…And didn’t say anything until the end. If you managed to do everything right and you found your candidate and put out an offer that is virtually unrecognisable to them then chances are you are about to have a declined offer on your hands. Always be honest with what you can offer and be realistic about the role and what they can expect. Imagine being given a nice warm cup of tea and it’s made with soy milk! Nobody likes to be deceived.
Treat all candidates with decency and respect. Do some testing of your process and see how effective it is. Have a team member go through the process and review their feedback. Mystery shopper services can do this for you for a fee.
I’ll take it to a personal place and give you an anecdote from my job seeking past.
My positive candidate experience:
I was hunting for a job and I was a little lost as to where to begin. The silence that follows applying for ~15 jobs per day can get to a person. It was mostly at the hands of recruitment agencies but some were employers too. I started to focus my search and eventually targeted the Recruitment Industry (high turnovers means there are loads of opportunities).
I was called by one particular agency and had quite a lengthy telephone interview with a chap called Roland. I’m sure the call was almost an hour, but it was a great call. He asked me questions about my background and genuinely seemed interested in me as a candidate. At the end of the call he asked if I would be happy attend an assessment day and booked me in. Overall it was a great first impression. I had one task… to write a 2min speech about why I would be great person to work there? (I’m not a fan of public speaking)
The day of the assessment centre: I will confess, I was beyond nervous. You are literally face to face with the competition for a whole day! After getting some beverages we were taken into a conference room introduced to the two guys in charge of the department. We were given a talk, a booklet and some exercises and had to present our speeches.
During this time I was focused on sussing out the competition and observing my two potential bosses. There were a round of cuts which they had based on the morning performance. I made it to the next round (I had no idea why…) and as a reward for making it, we got taken out for an expensive Italian meal. This was great! I was having a great time. After spending more time doing more activities and being lectured I knew I didn’t want to work for them. I won’t go into detail but their management style and their general demeanour just wasn’t going to work for me. Inevitably, I lost interest and as the tasks got more intense, I got more uncomfortable. At 5pm we left and I had quite an enjoyable day and learnt a lot. When I didn’t receive an offer I was ok with that and I knew why.
Despite it not working out for me, (I would argue it did work out for me in many ways) I had a great candidate experience.
Sadly not everyone walks away with such a great impression after their application process, but they should! Overall you should be aiming for candidates to come to you and even if they don’t make the cut they will always think of the company in a positive light. Chances are they will refer someone else to you who will potentially be a good fit.
I am champion of paying recruiters a fair and competitive fee for their services. If you go down the cheapest route you typically get a pretty cheap service.
However, sometimes your purse strings just don’t stretch that far and 10% is the only option. Here are 3 ways you can pay an agency 10% and still get your hands on some hot talent.
1) Offer one agency exclusivity.
If you can only pay 10% don’t offer the role to 10 agencies. If I was one of the 10 agencies engaged on this role, I wouldn’t work it very hard because the probability of me filling it would be pretty minimal.
If however I was the only agency working on this role, I would fully commit to filling this role.
Exclusivity is like gold dust to contingent recruiters. Guarantee this and you will find many will be willing to offer more flexibility on their fee.
2) Guarantee volume.
After exclusivity, consistent work flow is a contingent recruiter’s dream. If you are making a number of hires negotiate a lower fee in exchange for a higher volume of jobs.
3) Save on easy to fill roles.
Instead of paying agencies a blanket 15% on all roles allocate more of your budget on hard to fill niche roles such as data scientists, engineers etc. and save on roles that are easier to fill.
As a rule of thumb if the role is highly specialised you will inevitably need to pay more (unless you can strike a deal with one lucky recruiter).