Posts Tagged ‘Job hunting’

It’s April of 2011 and congratulations, you’ve likely recognized that “The Recession” is nearing an end.  You’ve become profitable again…maybe even realized quarter over quarter growth a couple times in a row, and you’re ready to think about hiring.

You better think hard…hiring isn’t the same as it was 2 years ago.  “What’s different?”  I’m glad you asked:

1) The job boards that you used to rely on…useless.

2) Your HR Generalist trying to recruit talent…useless.

3) Your antiquated technologies that use to be cutting edge…useless.

4) The same old salary that you’re paying your current employees…I think you get the idea.

Go ahead, scratch your head…and while you’re scratching that noggin, stop thinking and just accept the fact that growing a business is just like it was back in the good old days when you first got started — A RISK!

As a professional in the IT staffing and IT projects business, I get to witness symptoms of this on a daily basis in numerous forms.  I am going to let you in on a very important secret that I don’t want you to forget until the DJIA drops to 8,000 again: the people that are good at what they do are currently working and need to be headhunted.  The candidates that you want on your team are getting contacted by 5 other people like you on a weekly basis.

So what are you going to do different from them?

Since this conversation is starting to click for you and you’ve already answered this on your own, and screamed out “offer them more money!”, we should probably address a second problem: are there rockstars on your current team that are going to be making less money than the new rockstars that you’re going to be onboarding?  It would obviously be common sense and redundant if I told you that you may want to give them a raise if you want to keep them around much longer, so I won’t go there.

I don’t care if you’re hiring software developers, executives, sales professionals, recruiters, marketing analysts, realtors, or dirt farmers (um…oxymoron…disregard) — here are the facts:

– I’ve had 17 candidates that myself and my recruiting team have been working with, in the last 2 months, receive between 2-4 simultaneous offers in the same week

– In a recent survey that I took within the inner circle of my professional network, I’ve found that most of us are getting called, e-mailed and/or “InMailed” an average of 4.5 times per week by executives, head hunters, or other professionals trying to solicit us for a new position.

I met with a customer recently that has suffered incredible turnover issues in the past year.  Despite the aggressive growth plans that they have for 2011, they’ve been struggling to add to the team fast enough to keep up with their attrition.  I asked them, “do you really think that you’re really going to find the talent that you’re looking for given what you are offering to pay?”  This customer in particular couldn’t fathom that my team and I weren’t able to find the level of talent that they were looking for.  They immediately got defensive and quoted statistics about how they’re paying above the “local average”.

We can all subscribe to Culpepper or Salary.com and preach statistics until there’s no tomorrow — but that won’t help us get what they’re looking for.

I don’t know about you, but “average” is unacceptable to me and I’d rather open my wallet, take a risk, and go after the rainmakers — and so would your competitors!

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