Places that have been vacant for six months
The issue of a shortage of skilled workers always causes lively discussions. Some experts even ask: may we end up not having a shortage of skilled workers? For every company that is desperately looking for suitable employees, this question must sound like mockery. But maybe they are similar to one of our customers:
We were commissioned by a medium-sized company to recruit a project management manager. The company had already published the vacancy for six months, but hardly received any applications, and the applications that had been received did not correspond to the ideas of the department.
The special challenges of medium-sized enterprises
It should be noted that the client faces some challenges that many, especially SMEs, have:
- The company is market leader in its segment, but is relatively unknown in the applicant market.
- The location of the company lies in a region that is not attractive, especially for young candidates.
- The monetary conditions of the vacancy are not particularly convincing compared to other companies, as the general conditions at the location and the current salary level of the team were oriented.
When important information is missing
Right from the start, another problem became apparent. In the telephone conversation with the person ally, it quickly became clear that relevant information on the position was missing. At the clarification date on the spot with the specialist department and personnel department, we experienced what we also know from a variety of other processes:
Namely that the specialist department places a broad requirement profile on the position and this is then reduced to the job description on a list of keywords, whereby important points are lost or lose importance.
One hour time at the beginning saves 10 hours in the process
It was only in a joint discussion with all responsible persons that the profile, the direction of the target and the human factors were clearly clarified. This is the only way to convey a complete and realistic picture to the applicant. Unfortunately, not every company takes the time for such a conversation. A good search should always begin with an extensive recording.
In particular, because we experience again and again that recruitment consultants are only commissioned by companies, if the respective vacancies could not be filled for several months. As a result, the pressure of the department to quickly fill the position with candidates is enormous. One hour at the beginning saves 10 hours in the process.
When decisions are delayed
When we presented the first qualified candidates through a broad-based search and direct contacts within four weeks, we had to realize that other priorities were more important now and feedback from the decision-makers weeks was waiting.
The subsequent application interviews should also be delayed by three weeks later. At that time, the company had only two available from the possible five candidates.
What frustrates qualified candidates
The other qualified candidates had meanwhile signed an employment contract with other companies. One of the remaining candidates for the position could be won, but the question of whether processes have to be so lengthy will remain.
1. Sex Sells!
How much sex appeal has the job? The stress curve lies between desire and reality. Do not spread expectations that can not be kept. The disappointment about the fact that the job advertisement differs too much from the actual daily business can hardly be absorbed.
Tip: But do not put up any dissuasive requirement catalogs. We experience again and again that it is the extremes that dominate. - Create a healthy mix. Look at the job from the outside and work out what makes the position attractive.
2. Quality is achieved through coordination
Requirement profiles that are not up-to-date, that are not in line with the market, that have not been reconciled between the specialist and HR departments, cost important time.
Tip: Take the time and prior to the publication of job advertisements, get in touch with the department head and, if necessary, with the respective team members, in order to clarify the professional and above all the human requirements for the candidate. But also take a look at the current market conditions.
3. Structure ensures your recruitment process
Lack of time planning and lack of structures in the recruitment process not only lead to applicants, even through automated e-mails, about the receipt of their Casting be informed. But also to ensure that applicants can not find out whether they are one step further in the recruitment process due to too long feedback times, only after weeks.
After this time, the job interviews often take longer. Qualified employees who are actively looking for a new job are often no longer available.
Tip: Implement a recruitment process with clearly defined times, which include both feedback, deadlines for the next process steps, as well as deadlines for a plan B, if the vacancy can not be occupied by the company itself in order to pre-empt financial impact.
4. Recruitment standards
Many companies pass qualified candidates because of careless mistakes in their curriculum vitae, because the photo was made poorly or because the common thread is not immediately obvious.
Terrifying, considering that many of these points can be dispelled by a short phone call.
Tip: Take the time for your future colleagues and give your candidate the attention that you expect from you. Consider whether your recruitment standards are still up-to-date.
5. Don'ts in the interview
The interview, which is not on the same level, can lead quickly to the applicant's cancellation.
Dept. of departmental departments, which only cut down on professional facts, and people who take the well-known standard questions, leave the impression of a good team with the least qualified candidates who would like to work together in the long term.
Tip: The candidate market has changed; candidates should no longer have to present themselves to companies. Rather, an open discussion should be held with the candidates in order to recognize the personality of a candidate. At the same time, the company offers the opportunity to make a good impression even in the case of candidates who are rejected.
Through a qualitative acceptance of the candidate profile, both from a professional and a human point of view, through a focused search process across a wide variety of channels and through a tight application process, you will be able to fill almost all positions promptly.
Text as PDF, book or eCourse on the topic or personal advice
Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.
Book on the topic with discount: This text is also available in book form and you can buy the title here in two languages. You can also preview the book first look at and then purchase directly on the book page with a 20 percent member discount.
German edition: ISBN 9783965960121
English version: ISBN 9783965960138 (Translation notice)
Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!
Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).