Despite the crisis and increasing the number of job seekers recruitment specialists all also not easy to find the right person for the existing vacancy. About what is happening in the HR market right now, what are the problems in recruiting the right person is available, and what are the solutions to the problem, we will introduce this article.At the moment, we can confidently say that the proven methods used in the preparation of the proposal, the applicant cease to operate.
During the crisis, the candidates are very actively considered all job offers. Now the situation has changed, supply exceeds demand and there is a lot of no objection from the applicants, even at the stage of the presentation of the position of HR Manager on the phone.
the Standard phrase: «Large international company», «Complete social package», «Grant car», etc. do not have the desired effect as earlier. Now we need to find unusual ways of presenting the company.
Many well-known Western and Russian HR-experts believe that there is a shift of the market from the employer to the candidate. This means that the trend will not be a standard approach to the presentation of the Company and the position. Feeling the demand for their professional skills, experts expect spectacular proposal describing features, benefits, non-standard problems and conditions.
This means that HR managers should review their methods of work and begin to improve their knowledge in creating convincing proposals and motivation of candidates.
it is Necessary to identify the strengths and weaknesses of positions, to know what our competitors do. This will help to respond quickly to objections of the applicants against one or another company or Vice versa will help to highlight the proposal of a number of similar, as well as to properly position the company. Naturally, at first it is better to push the good sides. For example, if the company is large – to talk about the size and sustainability in the market. If not large – the speed of decision making, informal style of work.
If this start-up project – career opportunities and the availability of non-standard problems.
No small role is played by the question of the individual criteria of each candidate. Before to announce the vacancy, you need to understand what is fundamentally important to the applicant that he will pay attention in the choice. Thus, many important opportunities for career advancement or professional growth, more independence in taking decisions, a better product or new market channels. Many asked to talk in detail about the chain of command and also independently gather recommendations about future leaders.
If we talk about specialized expertise to help them focus. On the example of the pharmaceutical market, it is safe to say that the social importance of a product, its quality and therapeutic properties is the main criteria in evaluating the candidate proposals.
Standard terms relating to salary, VHI, compensation, power, etc. is almost the same for all companies. Therefore, you need to be able to highlight those which differ from the competitors. Some employers are willing to pay for fitness, learning English, study abroad, etc.
the Most relevant arguments for professionals on the example of Marketing such as Product Manager are:
Motivation is only money is also not working, because many employers, not wanting to lose valuable professionals and learning about the intention to change jobs, offer higher wages or positions. So you need to be ready to find new approaches to «block» these proposals from the employer.
to summarize, we can say that there is no limit to perfection in the profession of the HR Manager. Always need to keep track of any changes in the staffing trends of the market and quickly adapt to them. To be able to find an individual approach. Search for new, alternative operation with candidates and be able to stand out.
Kseniya Tsygankova
Recruitment company AVICONN
Consultant recruitment.