Recruiting Talent In 2021
At Schwarz & Vogel, we know that ‘partnership’ means building a long lasting relationship with our clients. Above all else, relationships built on trust will be honest and open. That’s why recruiting talent for our clients is more efficient when we can work together.
We use our experience and industry knowledge to develop great recruitment habits. These good habits will then enhance the recruitment process for our clients. We use the trust that we have built with our clients to help them develop their decision making process.
Imagine this scenario, your team have identified an opportunity for growth. This means that a recruitment drive is necessary. Great decision making will ensure that only the best candidates come forward.
Defining A Process for Recruiting Talent
Strategic decisions need a strong decision making process. A strong process will need the key stakeholders and people who can make decisions. There are three main areas needed to create a good decision making process.
- Orientation: This is defining the situation and procedures needed.
- Evaluation: This will involve discussions of ideas and opinions.
- Decision: The time to make a quick move.
Schwarz & Vogel is a Global Talent Partner that helps SMLEs get the best talent they need to succeed. We do this to help them reach their goals and drive growth in their sectors. Our clients ensure that the ‘Orientation’ and ‘Evaluation’ phases are finished before they engage with us.
Good decision making will mean everyone is clear about what the requirements are. The stakeholders should represent all areas of the business. If key stakeholders are on the same page, getting the right candidate will be quick. From our experience, there is a crucial three-week window of availability. This is the time within which companies must act to get their first choice candidate.
The senior professionals being targeted to fill strategic roles are in high demand. The CIPD survey from last August, highlighted a skills shortage within the tech sector. Companies that are recruiting talent must ensure that their key stakeholders know the benefit of a strong decision making process.
Within this phase, c-level executives will design and implement the decision making process. We’ve highlighted the four main roles that will carry out the tasks in this stage.
- The CFO will review the benefit for the business. They will assess risk and analyze return on investment.
- The HR Director will ensure that the candidate is a good cultural fit for the business. They will look at any potential risks surrounding the candidate.
- The Head of Technology will focus on the department goals and targets. They will work with the hiring manager to identify the core skills needed for the role.
- The Hiring Manager will focus on the objectives set by the Head of Technology. They will check candidate suitability against the existing team, management style, and cultural fit.
In the orientation stage, stakeholders will discuss the objectives and create a procedure. If this is effective and people buy into it, the recruitment process will become streamlined. Having completed this phase, the key stakeholders should now understand the recruitment goal.
The next stage is the ‘Evaluation’ phase. This is the point where we tend to see a break down in the process. Failure here will lead to a lack of cohesion between the key stakeholders. As a result, no collective agreement is in place and the recruitment process slows down. If the evaluation phase is not executed, stakeholders will have failed to outline their requirements clearly. Here, we also tend to see a lack of agreement about the essential skills and experience needed for the role.
Conducting face to face to meetings will record the ideas and opinions of the team. By the end of the meetings, there should be an agreement on the core skills and experience required for the role. The agreed requirements can then go into the job description.
The ‘Decision’ phase includes the interview process and the candidate selection. If all phases are complete and agreement has been reached, the end result will be a consensus among the entire team. A Good decision making process will help the business to choose the right candidate. Clients who are able to secure their first choice candidates immediately, will see their goals achieved much faster.
Using Recruitment as a Service for Recruiting Talent
Our unique recruitment as a service (RaaS) model works well when our clients are ready to hire. Our pricing model uses billable hours to calculate the cost of our recruitment service. Clients that can make quick offers of employment are the ones who will benefit the most from our model. Why is this? Losing time due to bureaucracy and bad processes can slow things down. The speed at which we work is essential. We’re the fastest agency out there.
To find out more about Recruitment as a Service (RaaS), book some time with a consultant by using the Contact Us page.