We’re again experiencing a real shortage of capable talent at every professional level and if I could tag this post with ‘High Importance’ I would. For those who weren’t around, or who have already forgotten what it was like nearly a decade ago, here’s a story and some hot tips.
Always keen to innovate, we started Final5 as a shortlisting service in 2005; employers could brief us on a role, detail the five critical SKEs (skill, knowledge and experience) and receive a shortlist of five people in around 5 days. Five was the magical number. And it worked beautifully for around 5 years; that was until we couldn’t find 5 people who fit in five days. We couldn’t even find them in 50 days.
Embarrassingly we had to change our Terms of Business to say an acceptable shortlist from Final5 would comprise a Final 3+! And ultimately we changed our name to NextHire. Those were the years of critical shortages of capable talent. The term ‘War for Talent’ was in every second article we read.
Peeps, we think those days are back and we all have to respond accordingly.
Six Recruitment Tips for 2018.
- Different numbers
It may take 2x longer that than you expected to source high performers and you may only interview ½ as many candidates as you expected.
- Be clear up front
What are the critical capabilities and skills? What are the absolute ‘must haves’ vs what can be taught and learned?
- Don’t target 100% skills fit
Skills can always be learned and even better, your new hire will be trained in the latest best practice rather than relying on what they learned 10 years ago, or picked up by osmosis. It’s as true for a Claims Clerk as it is for a CFO.
- Do target culture and values
Improving self-awareness is hard to achieve once we’re adults. Spend time making sure the person will fit the organisation. If they’re smart and have an aptitude for learning they’ll quickly meet their accountabilities.
- Follow your instinct and act fast
You’ll know when you meet a good candidate. And so will everyone else she’s interviewing with. Don’t wait until you’ve met five more candidates before you make your decision. By then she’ll have three offers on the table and as you weren’t that interested early on…
- For specific expertise don’t overlook contractors
A Spot Market does exist for skilled employees – but it’s an interim/temporary solution rather than permanent. Our spot market is via interchangebench.com.au which has candidates with specific skill sets for fixed periods of time across most roles and industries.
How are you managing the talent shortage in your world@work?