Intricate issues often have the knack of generating further complex problems, often larger and trickier than the initial hiccup. The economic landscape is no exception.
Consider the present economic climate. With recovery proceeding at a slow pace, companies are desperately seeking out talent, but their search strategies often leave much to be desired. Paradoxically, these companies are convinced that their methods represent the most effective strategy under the given circumstances.
Unraveling the factors
In essence, businesses are relentlessly hunting for the ‘ideal candidate’ across all hierarchical levels. Despite a market bustling with job seekers, finding such a fit seems more elusive than ever. But what factors are fueling this quest for the ‘perfect candidate’?
- Fear of Mis-hiring – Companies are increasingly apprehensive about making a wrong hiring decision. This often leads to an overly analytical approach towards potential hires and an insatiable desire to screen countless candidates, thereby delaying actual decision-making. Companies are becoming more reactive to market conditions, instead of proactively addressing their hiring needs, an approach that hampers growth.
- The ‘Maximize with Minimum’ Philosophy – Although this principle aims to increase efficiency, taking it to an extreme can hamper productivity and profit. Leaving crucial positions vacant for extended periods can lead to employee burnout and potential retention problems as the economy picks up.
- The Specialization Conundrum – Companies often desire candidates who are immediately effective and highly knowledgeable about their job roles. While this seems logical, it discounts the fact that many individuals seek jobs for the opportunity to learn, grow, and face new challenges. This narrow perspective can further escalate retention issues.
Seeing the ‘Bigger Picture’
In their quest for the ‘ideal candidate,’ companies often overlook potentials who cannot relocate due to housing market conditions. They exclude these potentially transformative candidates and continue their search, often to their own detriment.
Companies must embrace a ‘bigger picture perspective’ during these testing times and innovate their hiring practices to secure the most promising talent. Relying on the ‘ideal candidate’ to miraculously appear or disregarding an excellent candidate due to relocation difficulties can stunt team growth, slow productivity, and hinder future expansion. Below are some creative strategies for companies to consider:
- Telecommuting – Leveraging technology to allow remote working can be an excellent temporary solution until the employee can sell their house and relocate.
- Partial Relocation/Extreme Commuting – Increasingly, employees are relocating alone or commuting from home during weekends, allowing families to stay in place while still securing employment.
- Contracting – This approach provides maximum flexibility with minimal commitment. It gives companies breathing room until they can find a permanent hire and sometimes, contractors might prove so valuable that they are hired full time.
Whether you’re seeking the ‘ideal candidate’ or a temporary solution to your current challenges, think outside the box. Regardless of economic conditions, success hinges on results, and companies need to employ innovative strategies to hire the best talent. The readiness to adopt a short-term solution rather than indefinitely waiting for a long-term answer could not only improve current productivity but also ensure sustained growth and prosperity in the future.
About the Author
Maria Codilla is the Practice Manager for pork production/processing at Continental Search, a leading recruiting team in the animal sciences. She is a NAPS Certified Personnel Consultant and has the latest opportunities for swine farm managers, nutritionists, geneticists, and veterinarians.
Maria first joined Continental Search as Content Manager. Her impressive interpersonal skills earned her promotion to Talent Scout and then to Feed Mill Recruiter. For the latest job opportunities, connect with Maria on LinkedIn or email her at firstname.lastname@example.org.