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Vol 8, No 7, August 2009
Dear Hiring Manager:
Does the Dow's recent surge to over 9000 mean we
may be turning a corner on the dismal economy?
Let's hope so. But even if some economic indicators
point to recovery, I have a hunch that top
candidates
will remain skittish about making any career moves for
the foreseeable future.
Why? Because what I see and hear from clients and
hiring managers is a continued reticence on the part
of their top picks to "jump ship." In other words,
when
it comes to leaving their present employer, they have
the "Never Can Say Goodbye" syndrome.
This month I give you three sure-fire strategies to
woo
and win your top candidates, even in these uncertain
times. Read on…
Betsy Harper
Managing Partner
Sales and Marketing Search
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Never Can Say Goodbye
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A daily read of the Wall Street Journal, along
with my
morning coffee, has been my routine for longer than I
care to admit. Recently, I was intrigued by a story
about Bobby Fitzgerald, the owner of five restaurants
in three states, including the White Chocolate Grill in
Phoenix.
When talking to the Journal about recruiting for the
Grill and his other establishments, Mr. Fitzgerald
stated that he only wants to employ the very best
talent. Further, he defines the very best talent as
those who are still working in this tight economy. So
he frequents his competitors' establishments,
assesses their best staff, and does his best to recruit
them for his restaurants.
How's this approach working for Mr. Fitzgerald? Not
so well. According to the Journal article, "Mr.
Fitzgerald's preference for the employed can be time-
consuming and expensive." Recently, for
example, his
top pick for an important management spot turned him
down (the candidate is currently employed).
So, while the "simply the best" philosophy is a great
one when choosing fresh ingredients for your
restaurant, right now, "simply the best" is harder than
ever to get!
"NEVER CAN SAY
GOODBYE" SYNDROME
It's safe to say that anyone who is "still standing"
through multiple layoffs is top talent. It's also very safe
to say that these candidates are the most difficult
to
recruit out of their companies.
As "survivors" of corporate upheaval and layoffs, they
have become very risk averse in their short-term
career strategies. You can have a great company, a
great technology, a great restaurant and a fantastic
opportunity. But, it's still difficult to get these
candidates to make a move. I call this, "Never Can
Say Goodbye" syndrome. Here's how it
works: - Candidates see the incredible
uncertainty and
volatility in the financial markets, the global
political
scene and possibly their own companies.
- They believe that forces beyond their control
are
determining what is happening to them (and possibly
their mortgages!).
- They don't want to be caught in a bad situation
(read: layoff-LIFO) down the road if they make a
change now.
- They conclude that it's better to stick with what
they've got – even though they may be
unhappy
– at
least for the time being. The devil you know, etc.
So, how can you woo your top pick away from his or
her current employer? Here are three strategies
for you to use as you talk to candidates who are still
employed: - ADJUST YOUR
ATTITUDE: Recently, I have
been astounded by the attitude of some hiring
managers who believe that they somehow have
the "upper hand" because they have an open position.
They are approaching candidates with nothing less
than an arrogant attitude… one which
conveys, "Tell
me why you should be working for me."
I know the 200 resumes they received from their
internet job posting have contributed to this line of
thinking, but honestly, it's not pretty. Instead, talk to
candidates as if they were prospective investors
(because they truly are). As I'm sure your mother
advised, you catch more flies with honey than with
vinegar!
- SELL, SELL, SELL!
If you, or your hiring
managers, need to get juiced up again about the great
opportunity that exists in your company, do it. You may
need to review the vision statement, the strategic plan,
your place in the market, recent press releases, etc.
Have your employees talk to candidates about what
it's like working at the company. Remember,
everyone
in your company is a salesperson, especially
when it
comes to recruiting.
- ACKNOWLEDGE AND
MITIGATE SOME OF THE RISK: In the
hiring process, everyone hopes that the
future will be bright and things will work out. But no
one has a crystal ball. Realize as a hiring manager
that there is real risk involved in changing jobs
right
now and acknowledge that to your candidate.
Then,
take it one step further and try to mitigate some of that
risk.
Recently, we have seen signing bonuses come back
as an option for recruiting top candidates. We have
also seen some companies get very creative in their
compensation packages and employee agreements
so that candidates feel more financially and
psychologically "protected" from the start.
In times like these, it's no wonder that candidates
are
hesitant to say goodbye to whatever perceived security
they feel with their current employers. If you hope
to
successfully woo these top players over to your team,
you'll need to do more than just open the door and
wait for the cream of the crop to walk in.
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