So you've been through a recruitment process once, twice or even more? Feel like the right person just doesn't exist? Are you just not getting the result from another recruiter? These are common issues and it’s one we help our clients with all the time! Here are some proven-to-work suggestions that may be of value to you:
- Re-scope the role or re-map your own expectations. If you've you created a role whose combination of requirements makes it nigh on impossible to find the right person, merely going out to market again will not get you a different result. Re-scoping takes varying forms;
- Review the remuneration
- Modify the combination of responsibilities
- Restructure the team and their roles
- Bring on a contractor for skills transfer. This is a two step process: Firstly, hire someone who has the right attitude, some of the requisite skills and an ability to learn.
Secondly bring on an experienced contractor of the “knowledge sharing” mentality (rather than keeping to ones self) who will teach the fledgling all they know. For bonus points - maybe even tie in an early completion bonus for the contractor…
- Promote and mentor – bringing people through the business shows a development mentality and encourages others to grow themselves, and ultimately the enterprise. With some structure, open ended questions and clear objectives to work towards, mentoring like coaching can provide rich rewards for both parties. See our external structured coaching.
If these things have been considered, and aren’t the right options for you, then perhaps it’s time to talk to us about one of two recruitment growth opportunities.
The first is Search & Select. A large portion of the roles we deliver to are now filled through this method as a result of the specialist industry knowledge of our consultants. Search is when we identify, approach and assess individuals whose skill set make them hugely relevant to your role, but who have not been exposed to an opportunity with your business. This is a proactive recruitment model and here’s the great thing, it enables you to achieve your recruitment goals through talking to more suitable candidates about your business. Look at it this way, when using more traditional methods of recruitment such as advertising, statistically you will be exposing your role to less than 10% of the possible talent market. Imagine the impact on your business if you were only talking to 8% of your client base! Search will expand your shortlist with a much more relevant selection of qualified candidates. By virtue it is conducted discretely - unless of course you want to shout about your growth and make the process public! So, if you just want results and you are tired of waiting for the right candidate then talk to us about Search, today!
Secondly, why not take your recruitment offshore? The Foundation has connections with UK based businesses who are uniquely positioned to match motivated migrants with your opportunity and support them through the entire relocation process. This option is becoming a lot more prevalent in the increasing NZ skills shortage. We would be happy to discuss this possibility with you, and help you gain some global mobility in your recruitment branding.
In a quick plug I would of course encourage you to contact us.