Be Careful and Consider This!

Filed in HIRING ARTICLES by on July 1, 2015

Be Careful … Never hire the best salesperson, unless of course you are actually hiring a salesperson!

Be Careful … When you decide to advertise for a position, you just might end up hiring the person who made the last municipality miserable!

Be Careful … Keep in mind that a really good candidate would never risk sending his resume in response to an ad when not certain who would see it and know! Would you?

Be Careful … Most of the time, it’s the unhappy people who are looking at the ads!

Be Careful … Yesterday’s solution may not work today. Because something worked in the past is no guarantee it will work today. We live in ever changing times, and the job market is fluid. In order to keep up, you need to be creative and flexible in the way you attract new talent. A mix of hiring methods is the order of the day. If you are not using everything the 21st century has to offer, you may be falling behind. Check out the methods practiced by some of the savvy municipalities that you admire –  then compare what they are doing with your process.

Consider this: It usually takes about 12 weeks to perform a director search. If had a director leave who was earning a salary of $10K per month, that’s approximately $30K over 12 weeks. That would more than cover the cost of hiring Ravenhill to perform the search. And, as an added bonus, we will find the VERY BEST person for the job. We back that claim up with a 365-day guarantee!

Consider this: Happy, well-adjusted staff who are doing well, are very unlikely to hear about your opportunity or ever see your ad … and why should they? Here’s how that works – remember, you only look seriously at a car ad when you’re buying a car.  Happy employees who are working in an exciting municipality, being paid well, able to grow professionally, are working alongside good colleagues, and are having fun at work, have no obvious reason to look elsewhere!

Consider this: About 10% of the people we contact in a typical search would consider a new opportunity, but they are not looking for one. This fact prompts an obvious question: What is it that makes a successful Chief Administrative Officer or Municipal Director consider a job change?

Consider this: If you put off making your hiring decision, it could be a deal killer. The time from when a candidate first hears about a position until she actually goes through the interview process and gets notified about the position is critical. You need to make the offer while the candidate is hot. Whatever you do, don’t let your decision slip. Statistics indicate that a candidate’s interest in a position can drop as much as 10% per day while she waits to hear from you!

Consider this: Statistically, more than one-third of Canada’s towns and cities are unclear about what they are looking for before they begin their search. If you’re going to find the right person for the job, you had better know what it is you want. Ask yourself what are the key competencies needed … what attitudes? … what skills? … what knowledge? Create a proper job description if you want to avoid making mistakes.

Consider this: It’s in your job description. Bringing top talent to your city is part of your job. Talent management is why you are where you are. It is no longer a job you can simply hand-off to your HR department and forget about. In order to win the ‘War for Talent’, you need to be armed with the latest training, the best technology and the most up to date resources.

Bruce Malcolm

About the Author ()

Bruce's background includes 30+ years of human resource management experience covering all aspects of HR administration with a clear specialty in team building and recruiting. He created and developed the concept of “Ethical Head-Hunting™”. Bruce began his recruiting career in 1971 with Prudential Assurance.

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