Smart Shopping: The Different Approaches to Recruiting

approaches to recruiting

Have you ever noticed the different habits of shoppers? Over the years I have noticed the parallels between distinct shopping behaviors (and their outcomes) with the world of recruiting. Here are a handful of the different types of shoppers that distinctly remind me of the different approaches to recruiting:

  • The shopper that’s always waiting for a sale. This is a 50/50 proposition. As often as it is successful, the item either ends up sold out or never goes on sale, so you just lose out.
  • The shopper that’s searching for the best product for the best price. Usually ends in a bit of extra work, but worth it in the end.
  • The shopper that sees what they want and buys it, without even looking at the price tag. The benefit is you get what you want, but sometimes pay more than you should have.
  • The shopper with the pie in the sky. They want a ‘purple unicorn’ and will accept no substitutes. There are options that come close, but they keep on looking because it’s not ‘perfect.’ Once in a while they get lucky and find one, but most of the time they are unsuccessful.
  • The shopper who may ideally want a purple unicorn but are willing to find a close substitute.
  • The shopper we see at the garage sales and flea markets who get in arguments with the vendors. They will not pay the ticketed price because they just HAVE to get a bargain. This, of course, results in sometimes getting a deal, but more often, results in just irritating or offending vendors.

As a recruiter, I am guessing you know where I am going in my analogy. Recruiting top talent offers many similar scenarios to the nuances of shopping, with often the same results.

Approaches to recruiting

The shopper that’s always waiting for a sale

You may find the right candidate, but you keep looking until you find someone who has the same qualifications, but is cheaper, or in this analogy, on sale. Often, when you finally decide to bite the bullet because you can’t find a sale priced candidate, the one you want has already been ‘sold’ to another ‘shopper.’

The shopper that’s searching for the best product for the best price

Looking for the best-priced candidate whose salary expectations are realistic takes a good process to land great talent but can be worth it in the long run. There are competitors who may pay more, so an efficient process here is key. A good process and a flexible salary range will show them you recognize their value. The candidate will feel appreciated.

The shopper that sees what they want and buys it

The person who sees what they want and doesn’t care about the price tag in the hiring world is rare indeed. They often get what they want and move quickly, and candidates are happy; however, you also run the risk of hiring a candidate who inflates their value, and therefore, their salary expectations.

The shopper with the pie in the sky

The purple unicorn shoppers will interview many and select none. They want a purple unicorn and will not even settle for a pink panda. I think we all know how this turns out.

The shopper willing to buy a substitute

Negotiating for the best deal speaks to both candidates and companies. So why, when a company gives you a low-ball offer, are we so offended? Recognize that the company may be trying to stretch their budget or hoping for a good deal. If you don’t like the offer, come back with a reasonable number and tell them how much it will take to get the deal done. If they don’t accept, walk away, if they do, everyone wins. Just don’t get bent out of shape because they are trying to get a great deal.

The yard sale shopper

And for companies who are looking to add talent, making a fair offer is paramount in the perception of your company and the successful acquisition of talent. If you know the salary expectations of a candidate and choose to interview them, pony up. If you don’t want to pay that rate, let the candidate and recruiter know up front what their experience is worth in the grand scheme of your business. Don’t string them or their recruiter along. Tell them what the estimated wage would be if an offer is forthcoming, so you don’t waste your time or the candidate’s time.

Work with a professional

As a hiring manager, you must make the best impression, negotiate fairly, take the best offer, and consider both sides of the equation. You may be surprised at the difference an attitude makes when recruiting new talent for your team. If you are shopping for great talent and want a recruiting firm that will negotiate fairly, give us a call to find out what it will take to get the best bang for your buck.

Let’s work together

Recruiting Methods

Why Traditional Recruiting Methods Aren’t Working

Recruiting MethodsMost companies are having a hard time in today’s job climate filling their critical positions. This may be because their traditional recruiting methods of finding talent aren’t working.

With the unemployment rate nearing the lowest it has been in over 18 years, seeking out great talent is difficult.

More Jobs Than Workers

In the latest reports, the amount of positions open to be filled has well surpassed the number of people the Bureau of Labor Statistics says are unemployed. This obviously causes a huge problem for businesses for multiple reasons: One being other employees are having to pick up the slack, without receiving any benefit from it. This, in turn, can generate more open positions because employees know they have options. And if the price and position are right, they will move.

So now, companies are having to make a choice: Either raise wages or risk losing internal and external candidates to other opportunities.

It’s a Buyer’s Market

With candidates knowing they have options, it leaves companies vulnerable to losing their good talent if they feel unappreciated. But it also causes a problem for companies that are searching to fill positions. Candidates are not just looking at one offer nowadays; they are looking at multiple.

Which leaves your company vulnerable to being ‘ghosted’ by great candidates who found an even better offer. Traditional methods simply aren’t helping you lock down the candidates you want.

This Market is Costing Employers

An annual report in June 2018 illustrated that workers received their largest wage increase (of 2.8%) in nearly a decade. This means employers are having to offer higher wages to attract and keep qualified candidates. With this hike in salaries, it’s putting more pressure on good companies to fill their currently vacant roles.

And it’s making them either increase their salaries or find another way to recruit good candidates. The environment is causing a lot of stress for companies but thankfully, there is a great option for them.

Partner With an Expert

As you’ve read, job boards and the traditional recruiting methods for finding great candidates aren’t working anymore. But that’s what JSG is here to do. We work solely for our clients to find them the best candidates for their positions, so they don’t have to. We know that our clients are just as busy as we are, and they deserve to have experts pushing their companies forward while still filling their critical roles.

With JSG’s expertise in our current job climate, we can help your company with those critical positions that desperately need to be filled. By partnering with an expert, we take stress off you, but we also take stress off your current employees who are having to do extra work just to keep things moving.

Traditional Recruiting Methods Are Not As Effective