The days when highly skilled candidates were lining up for jobs are long gone. Sadly, we find that the mindset and hiring practices of many employers have not kept up pace with the changes on the market.
We are clearly on the cusp of the next technology boom. This also means that both technical staff and management experts in this field are in already high demand. We expect this interest to continue to grow.
Twenty or thirty years ago this would mean that companies would go into a full out salary bidding war with usually the big players winning over the smaller companies. This, however, is no longer the case. The playing field has changed. The candidates are not as easily brought over by an increase in salary.
Of course, there will always be those who can be bought, but generation X and Y are shunning both the 9-5 mentality and working purely for financial gain.
It is time that hiring managers realise this and make changes. Otherwise, they risk missing out on great talent, as well as losing some of their own staff to competitors who understand that work needs to be engaging and the environment fun.
It is crucial that the hiring part of the interview (every interview in the process) focuses on selling the position, company and feel of the organisation to candidates.
Good candidates are usually speaking with several companies at a time and will not move for a few Euro more. They need to know why a company is exciting and what type of organisation it is. Why do people want to work there and why would they choose to spend 14hrs at the office.
People are no longer looking for a safe place to work, but a safe, creative, energetic, friendly, professional, active, engaging and fun place — ideally with “awesome” technical solutions and an interesting challenge — that will enable them to make a leap in their careers.
As headhunters who actively work with passive candidates, we hear these candidates' demands very often and know for a fact that they are deadly serious.
This is also why it is crucial for businesses to learn to sell themselves to potential hires. It is not only about the money, but the environment, opportunity and organisation.
The sooner hiring managers learn to include a sales pitch in their interviews the sooner they will attract better and more motivated talent.
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