By Nigel Baker, Group Manager, Business Development
Eden Ritchie Recruitment
My role is essentially that of the ‘middle man’. It is a role that I genuinely enjoy and a skill which is becoming more desirable across many industries, in many organisations. When a new recruitment process starts we are looking for the skills that are not in the position description that will make the successful candidate stand out from the crowd, more often than not we hear phrases such as “strong stakeholder management/engagement”, “ability to translate technical requirements for the business”, “ability to manage change”, “build a roadmap and take people on the journey”…. You get the idea.
Managing the disparity and frustrations between the client and the candidate is the most difficult and often most enjoyable aspect of my role. Here are five of the most common themes we deal with on a day-to-day basis:
- Rates of pay
- Employers will often come with a budget that is not realistic for the level of skills and experience they are looking for.
- Candidates will have an expectation/salary level that is absolutely right for their level of experience, however they are probably over qualified for the role on offer. Yes, you may be better than the person they employ but the employer has to be commercial.
- Permanent vs Contract
- The general belief in candidates is that there is less and less differentiation between the two and, less value is placed on the traditional ‘benefits’ of sick pay, holiday pay, long service leave etc.
- Employers often do not think that they are competing for talent with the contracting market. For the above reasons they are….the two markets are merging.
- Competing timeframes
- Interview processes taking too long.
- Candidates are taking alternative offers.
- Notice periods are too long.
- Probity checks adding 2-6 weeks onto the recruitment process.
- Wish list position descriptions
- Employers often have position descriptions that cover multiple roles, therefore they list everything that needs to be covered in all the roles.
- Position descriptions often focus on skills/qualifications rather than deliverables.
- The interview was for a different role than advertised
- Candidates often complain that the interview was not relevant for the role that was originally advertised, and clients will often decide that a candidate is no longer suitable because their expectations changed mid-way through the process.
- Clients do allow the interview process to define the final role and responsibilities based on the people they meet and expect candidates to be flexible.
Often it is not black or white, there is no right or wrong, we are dealing with people and emotions. Decisions are sometimes made on pure speculation about something that is very subjective. This is why recruitment and the recruitment process is one of the most frustrating and satisfying challenges, often at the same time, no matter if you are the employer, candidate or recruiter.