Four things our favourite clients do that impact time-to-hire (some bunny loves you!)

(2.5 minute read)

Maria Meiring, Managing Partner

This is one of those magical conversations that happen over the water cooler and goes far beyond the usual office chatter. There are certain things that our clients frequently do (and we love them for it) that make our role in the partnership exponentially easier while impacting the time-to-hire. When you think about it, everybody wins. We can work much faster, your critical roles are filled quicker, and the ripple effect of the benefits can be felt all the way to your bottom line.

These may seem like simple moves, but the reward is worth it let me tell you! These may not work in every business but are worth considering when briefing consultants on your needs. Here are some helpful recruitment moves that aid your consultant:

1. Timing is everything.

Land niche candidates with a personalised approach.

 
(2 minute read)

“I want to feel like I am just another number,” said no job seeker ever. Top Talent have their options laid out for them on a silver platter for the most part, so finding innovative and personalised ways to recruit them is increasingly important. In fact, the entire recruitment landscape is evolving and with global talent shortages affecting businesses all over the world, we have to do things differently to really stand out from the competition and attract the best of the best. 

Have you ever looked up a candidate’s background before extending a job offer? The modern candidate is doing the same when considering an offer from you. Did you know that 75% of candidates research you before even applying and 69% of candidates would not accept an offer from a company with a bad reputation, even if they wouldn’t have a job to fall back on?

Making the case for a solid recruitment budget (it’s easier than you think)

 

(2 minute read)

The days of the spray and pray recruitment strategy are long over!

Research has proven that the best quality candidates are produced through two recruitment sources; the company’s internal referral system and the use of specialist recruitment agencies. Surprisingly 85% of companies will first attempt to source candidates externally before approaching an agency. The reason given? “We don’t have enough of a recruitment budget”.

Posting on job boards and hoping for the right candidates just doesn’t cut it in this current market. Make the case to increase your recruitment budget with these top tips:

Identify your company’s strategic goals and highlight the ways your budget aligns with these. Think ‘how will this increased budget solve business problems’ (and remember not to think from purely a recruitment perspective).

Engage your employees in 2019 with these top tips

 

(2.5 minute read)

As we all return from the holidays refreshed and ready to take on the year ahead, this hot topic should be on our agenda for 2019.

First off, we need to make the distinction between employee engagement and job satisfaction – they are not the same thing. Some employees might feel satisfied by just keeping their head down and collecting that paycheck.

Engaged employees are more productive, creative, better communicators and brand advocates. Incorporating a culture of employee engagement can, not only help employees connect with one another, but it can also help create an environment in which innovation and ideas thrive.

Your employee engagement levels have an impact on your bottom line and your employer branding. If done right, you’ll find your turnover will improve. Now, it’s not something that can be forced; it needs to be ingrained in each individual within the business, from the ground up.

 

Here are some tips for improving yours (your employer brand will thank you):

 

Employer Branding 101: Why should I work for you?

(2.5 minute read)

We use marketing to attract customers, we use employer branding to attract talent. Whether or not you actively manage your employer brand, you already have one. This concept is not new; however, its importance is often overlooked.

What is an employer brand and why does it matter?

“69% of active job seekers are likely to apply to a job if the employer actively manages its employer brand.” – Glassdoor

It is your clearly defined value proposition from the candidate’s viewpoint. It tells your target talent “this is the company I want to work for” over the other companies courting them. It’s intangible and a powerful recruitment strategy tool. Your employer brand should highlight the kind of employment experience candidates will have at your organisation and development opportunities available which ensures that the people you attract will thrive in your culture.

Four reasons to recruit new hires over the holidays

 
(2 minute read)

As the holiday season approaches, recruiting slows for many organisations. What many decision makers don’t realise is that slowing recruiting efforts during this period could be a huge missed opportunity. We’re not talking about large scale recruiting efforts. This is the perfect time of year to focus on targeted recruitment for the top performers who usually don’t have time to respond to offers or calls timeously at other times of the year.

Why hire now?

1. Many companies start with their aggressive hiring plans come January. A stream of new job postings is almost certain at the start of the year as well as a lot of competition for top talent, so getting ahead of the curve can give you a competitive advantage.

Have you thought about hiring outside your industry?

(2 minute read)

If you are like most businesses out there, you haven’t considered looking outside your own industry for top talent. You set hiring parameters that lead to the same talent pool of carbon copies often working for your direct competitors, and sometimes end up paying above market value to get a candidate on board because of his/her proven track record in the same field. In the war for talent, considering a top candidate from another field may just be the competitive advantage your organisation needs.

Why hire outsiders?

Candidates from a different industry can be a source of innovation and a fresh set of eyes bringing with them a new perspective. They can also be more cost effective, and bring renewed energy to their work, as the field is shiny and new, so they won’t find themselves stuck in the same old ways of thinking. Including atypical candidates in your search can also shorten your time to hire, widening your talent pool.

What to look for:

Why you’re damaging your chances with Star Candidates (and how to fix it).

 
(2 minute read)

The new world has driven us to wear busyness like a badge of honour and it’s hurting our chances with brilliant candidates that we every so often don’t even get to meet.

In our business, we see it time and again. We rally forces in pursuit of the best talent the market has to offer and get them fired up about the idea of working for you. We present our purple unicorns to the recruitment decision makers, they’re great on paper and we’re ready to schedule that interview! Then comes the clincher; clients can’t find the time in their diaries. The “hurry up and wait” theme can kill a candidate’s interest before they even meet you.

Long internal hiring processes are damaging to a great candidate’s interest; the people we hire are our most valuable asset, so why are we not working harder to give them the best experience possible?

The cost of living in South Africa; what it means for your talent strategy.

 

The current cost of living in South Africa has seen many South African’s feeling the pinch. With the recent VAT increase, the near constant hikes in the fuel price and in turn consumer goods (not to mention the sharp rise in rental and property prices), just how far can South Africans stretch that paycheck?

Over the last few months, we’ve noticed that candidate salary expectations are higher than usual. In many instances candidates are expressing a need for 20-30% increase on their current annual packages. Across the board, this expectation is unrealistic (rare skill sets excluded).

Our Consultants are spending a lot of time counselling candidates around realistic, market related increases as well as explaining the financial pressures that corporate South Africa is facing. We are constantly consulting with our clients around making market related offers to our candidates but the reality is that the economic climate in our beautiful country is making the hiring of talent more and more difficult.  

Is your lengthy interview process chasing away top talent?

 

The demand for top talent is at an all-time high. The market is saturated with offers, and the war for talent rages on. It is crucial that processes are streamlined and that we create a positive candidate experience from the get go, because even the candidates you don’t hire, will probably recommend you to others.

One of the top reasons the best hires walk - a long interview process!

Three personality tests, six phone interviews, an essay, and your first born please.

Most candidates know that they will likely go through two or three interviews before receiving an offer. Nevertheless, tread carefully, especially when hiring for experience. These candidates have been around the block, so asking them to jump through hoops can be a powerful deterrent.

Mutual respect wins the game.