If I get asked once, I get asked twenty times
a day,
“What’s the
market like now? What do you see happening?
” My eyes glaze over and
I hear myself repeat verbatim what I just said to the
last guy.
So, for the benefit of you (few) who
haven’t asked me in the last few
months, here it is:
“The market is definitely picking up.
We were busier in the third quarter of last year than
we had been all year.
We have more searches than we’ve had in a
while and we’ve lost a
few deals because candidates have taken other
positions.
Our number of “get me outta here”
phone calls has dramatically increased
(a sure sign of an easing job market.)
Yes, hiring is on the move again – slowly but
surely.”
The Changing
Scenario
For the past few years it’s been a
buyers market for companies that
are hiring. You could say that the
weather’s been real sunny in the
hiring department. After being practically “held
up” by candidates
and their demands in the late 90s, it’s been a
hiring dream (laced with
a bit of sweet revenge) for companies. Companies
have had their pick of candidates,
have let the hiring process become drawn
out because of this, and finally,
have dictated all of the final financial terms
of the hiring. (Candidates
who are unemployed are not about to negotiate
compensation.) You could say that
companies have gotten a little “fat and
happy” in the hiring
department. You also could say that if it’s
been sunny, the clouds are
coming and it’s gonna start raining again.
Believe it or not,
it’s a good thing!
When the hiring market is at either end of the
spectrum (candidates dictating
the terms or companies dictating the terms)
it’s not healthy for either
the candidate or the company. Companies either
pay too much for marginal
talent or good people are unemployed or
underemployed. Like a garden, your
company needs both sun and rain to make it
thrive.
So, with that in mind, here are a few tips to help
you get your umbrella up
and sharpen your hiring process:
- Have a Timetable
Two years ago you could wait until you found the
ideal candidate. Today you
can’t. I’m not saying take someone
who doesn’t measure up.
I’m saying have a practical deadline for
your hiring and make it
a priority.
According to Culpepper and Associates, publishers of
high-tech compensation
and financial benchmarks, the average technology
sales search lasted 45-65
days in 2003. You’ll see this number coming
down dramatically in 2004.
Shoot for 30 days (give or take a week or
so depending on level of
expertise required).
- Work Your Plan
Don’t be dubious about what kind of talent
you need. Clearly spell
out the job that has to be done. Then
ascertain whether you will do
it yourself or augment your own efforts with
your favorite recruiter.
Have a plan with a deadline for hiring!
- Tighten Up the Hiring
Process
We know that there are probably multiple people
in your organization who
have to meet and interview potential
employees. Get their commitment to
your “fast track” plan. Tell them they
may have to make room in
their schedules for interviews FAST!
- Make a Solid Offer
We’ve talked about this many times before.
Remember, you’re not
haggling to buy a rug in a bazaar! You’re
buying talent for your company
who will make a real contribution. Make a good, solid
offer based on sound
numbers ( click
here for a few tips from
“The 5 Deadliest Sins of
Hiring”).
In closing, I’m not saying we’re
headed back to the bad old days
of the 90s. What I am saying is that the winds are
shifting and candidates will
be having more choices. You’ll be fine if you
know what’s happening
around you -- and your umbrella’s up!!
