How many employees have recently been scooped out of your company? If you are like many other companies in an active job market, some of your key personnel have been hired by competitors or companies, right under your nose. Now you need to hire, but in this hot job market, should your hiring strategies change? In a conversation with two experts, Debra Johnstone, who runs a search practice at Cenera, a HR and business consulting firm in Calgary, Canada, and Bruce Green, a longtime search and career expert, there are some trends and strategies that companies need to consider when conducting a search for qualified candidates.

Fit

Johnstone, who works closely with clients on many of Cenera’s search assignments, says he’s noticed a shift in how recruiting firms view an employee’s “fit” with company culture. “Three or four years ago, hiring managers and HR departments go, and that’s a huge cost to the organization.” The trend is that you have to fit in…as heard in the tagline of Martha Stewart’s new TV show Apprentice, “you don’t fit in” (versus Donald Trump’s “you’re fired”). “Naturally, if you’re hiring, you need to understand your organization’s culture and also live up to the culture you claim to have so that new hires know what they’re agreeing to,” Green says. “When we work closely with our clients, we understand their culture well and are able to weed out bad candidates earlier in the process, which saves everyone time,” says Johnstone.

against offers

In this job market, many companies oppose their employees’ job offers, however, some companies choose not to oppose, feeling that it is in their best interest to let the person go. “It’s an interesting message that a company sends to the employee and to others who will listen, that suddenly ‘you’ll be worth $10,000 more a year if you stay,'” says Johnstone. The reason the employee was considering leaving in the first place is likely to continue to affect his or her job. “If you entice an employee to stay, make sure it’s not just about the money, but also about job satisfaction, meaning be ready to change job responsibilities and perhaps the manager you report to,” Says Johnstone, “The reason people leave a position is most often because of their manager.”

Rent

Rent. Rent. Rent. This doesn’t just apply to retail or home ownership; it also applies to places where your company has set up a camp. “We have client companies that strategically move their headquarters or operations to a location that is attractive to employees,” Green says. If there is a likely relocation in the near future, be honest about it with potential candidates. If the new hire is likely to move or transfer, discuss it. Many employees today are unable to transfer due to dual career families, elder care obligations, and unwilling family members to relocate, etc. “The cost of losing an employee is too high, put all your cards on the table,” says Green.

Speed ​​up the search process

Many organizations waste time searching for candidates themselves. “If you know the candidate search is going to be difficult, you should consider using a professional search firm from the start,” says Johnstone. I’ve seen companies desperate to hire spend three months trying to locate candidates through their websites or advertisements,” Johnstone explains. Letting the experts do your job will save you time and money. “And if you really want to speed up the process , make sure you can act fast, be available to interview and offer quickly, or you may lose a candidate to another offer.”

talks

Expect to pay more, and be upfront with your search company as to how far you can go. Don’t waste a candidate’s time if you know you can’t negotiate salary or benefits. “In the past it was common to offer a candidate a 10 percent raise, now 20 percent is common,” says Johnstone.

As you interview, be prepared for the questions that can be anticipated from today’s workforce. ‘What kind of training and development budget will I receive and when will I be able to access it?’ is a common question. ‘Will I have the opportunity to be trained or mentored?’ “Be clear and ready with answers and keep promises,” Green says.

Other hiring trends

-Companies desperate for labor and have considered acquiring a company, simply to get the above ground assets (labor and skill) not the ‘below ground assets’.

-Companies that merge strive to keep the majority of employees rather than downsize.

-When there are two great candidates for a job, companies are hiring both simply to take advantage of the search.

-Organizations are searching internationally to find employees, specifically for jobs in northern Alberta, where hundreds of jobs remain open.

-Short-term and long-term recruitment strategies are helping organizations address shortages of qualified employees.

-Reviewing and refining work processes is eliminating redundant employees who can be employed elsewhere.

-Improve corporate image through philanthropy, community investment and public speaking. Maintain high environmental standards and be a good corporate citizen.

-Some organizations are negotiating a flat fee for the service with their search company instead of a percentage of salary, as there is no perceived conflict of interest with a flat fee.