Take a moment to remember back to the feeling you had when you signed off on your first home and drove by your new residence the next day to see a “SOLD” banner slapped up against the “For Sale” sign. Or reflect on the vows you said to your spouse on your wedding day, uniting the two of you together forever. In both cases, you were making a long-term commitment and essentially taking something or someone “off the market.”
As the unemployment numbers drop and the candidate pool shrinks, retaining top talent becomes even more crucial to companies big and small. While the ever popular Match Hire® opportunity remains a smart solution to fill a vacancy or newly created position, more and more employers see the true value a direct hire search can bring to their organization.
Here are a ideas to consider when searching for a new employee:
Opening up the candidate pool
Each time we interview a candidate at Celebrity Staff, we capture the candidate’s hiring preferences. In other words, we determine if the candidate is interested in hearing about job opportunities that are Match Hire, direct hire or temporary. Most highly qualified, passive candidates that are currently working are only interested in hearing about direct hire opportunities. The temporary or Match Hire opportunities do not provide the same sort of job security candidates are receiving in their current positions. Therefore, by choosing only the Match Hire option when working with your account manager to fill a permanent position, you are often times limiting your candidate pool to only those currently unemployed. With Lincoln, Omaha, Des Moines and Kansas City unemployment numbers standing at 3.8, 4.7, 5.1 and 7.5 percent, respectively, you are naturally missing out on a large pool of passive candidates. As a staffing consultant to my clients, it is my responsibility to find each company the best qualified candidate in my network. The top candidate in my network is often times actively employed. The next time you have an open position take the time to discuss each hiring option in greater depth. Ensure your account manager is truly able to live up to their responsibility, finding you the best candidate possible.
Establishing loyalty and appreciation
When talking to candidates about why they are looking to make a career change and what they hope to see in their next employer, the word “appreciation” often comes up. It should be no surprise that candidates want to feel appreciated by their next employer. When talking to employers about what they are looking for in their next employee, the word “loyalty” often comes up. Again, it should be no surprise that employers want to find an employee that is loyal to the company and looking to grow with the organization. Loyalty from an employee comes from a long-term commitment and sense of appreciation from the employer. It is the direct hire option that establishes the long-term commitment and true sense of appreciation for a candidate from day one with your organization. In turn, the outstanding candidate evolves into your loyal, committed and dedicated employee. In essence, you are taking the candidate “off the market.”
Offering employer “perks”
As companies increase their hiring efforts, eager candidates naturally submit multiple applications to various companies. Candidates interviewing for your position often have two to four other pending opportunities. At the point of a job offer from your company, the candidate may have multiple offers on the table to consider. From the candidate’s perspective, there are many factors to consider outside of comparing compensation when weighing multiple options. Employer “perks,” such as, medical benefits, paid time off and 401K plans are just a few of the “perks” a candidate will take into consideration. The direct hire option allows the candidate to move onto your payroll on the first day of start with your organization, enabling the employee to either immediately earn or work towards accruing some or all of these perks. Providing benefits for their family and/or planning for their retirement is often a make or break in a candidate’s decision process. As highly qualified candidates are able to become more selective when considering their next career move, employers must consider how each hiring option directly affects the candidate.
If you have questions about the hiring options Celebrity Staff offers, I encourage you to explore each option in great depth with your account manager. He or she will be able to consult with you on which option(s) you should consider to find your next employee and take them “off the market!”
About the Author Pam Hennings
Pam joined Celebrity Staff as an Account Manager in 2011. Prior to joining Celebrity Staff, she worked in the travel industry focusing on sales and recruiting. Originally from Iowa, Pam graduated with a Bachelor of Arts in Political Science from the Iowa State University. Outside of work she enjoys yoga, bike riding, cooking and most of all travel.