THE RACE FOR THE BEST TALENT AND HOW TO WIN SOURCING STARS IN FACILITIES MANAGEMENT
THE RACE FOR THE BEST TALENT AND HOW TO WIN www.talentfm.co.uk
Š 2015 Facilities Management Recruitment from Talent FM All rights reserved. No part of this publication may be produced or transmitted in any form by any means mechanical or electronic including photocopying and recording or by any information storage and retrieval system without permission in writing from the publisher.
www.talentfm.co.uk
1
The Race for the Best Talent: And How to Win - Talent FM
INTRODUCTION Finally the hiring challenges caused by the recession, where you were expected to recruit entire teams with little to no budget, are behind you. However, the current job climate also brings its own challenges. The best talent is on the move, but they’re a discerning group who know their worth. They know they’ll receive multiple interviews, and multiple offers of employment. So how do you position yourself in the market to make sure you’re the employer of choice for them? Talent FM have a proven track record in helping companies secure the very best talent in their market, and have compiled the following useful information for helping you finish first in the race for the best talent.
1
BROADEN YOUR OUTLOOK: LOOK BEYOND YOUR PSL
Many recruiters operate a strict PSL (Preferred Supplier List), which they rely on for all candidate sourcing. But will that list provide the very best talent in the highly specific or niche areas of expertise you’re looking to hire in? If you were looking for an HR role yourself, chances are you’d reach out to an HR specialist recruiter who understands what you do, and is capable of effectively selling your expertise to the market. More often than not, general recruiters aren’t able to assist candidates with the help they require, so the candidates won’t bother registering with them. The best talent in any sector will want a specialist consultant, who has a thorough understanding of both the industry and the specific requirements needed to work within it. A specialist or niche recruitment consultancy will provide you with a far more dynamic, relevant and impressive shortlist than a generalist recruitment agency will be able to.
www.talentfm.co.uk
2
The Race for the Best Talent: And How to Win - Talent FM
2
DON’T TURN YOUR HIRING STRATEGY INTO A GAME OF ‘MUSICAL CHAIRS’
Before registering your vacancies with multiple agencies, think about the impact it will have on your results. In most cases, it can be highly counterproductive for identifying the best talent in the market, and for ensuring the recruitment companies are doing their best work. Not all recruitment consultancies have high standards, so there’s a real risk that they’ll cut corners during the process in order to be the first to provide you with a CV. What makes it worse is that the only way you’d know this was happening is by receiving the same candidate over and over again from multiple agencies. On top of this worrying drop in standards, you’ll also significantly reduce your chance of meeting unique or ‘passive’ candidates, thanks to recruiters rushing shortlists in order to beat their own competition. If you use many recruiters you’re running the risk of not finding the best candidates, which could have a detrimental effect on your business. Take the time needed to brief and engage a small number of consultants – no more than two or three – and you’re more likely to achieve a desirable result. They’ll be less inclined to rush the search, and are more likely to identify ‘passive’ candidates who could be the perfect fit. You’re paying an introduction fee (out of your already stretched budget!), so you want to make sure your recruiter is working for their money, and not just forwarding CV’s to you that you could find yourself through a job board log in. Being discerning and selective is likely to give you a much better result.
3
DON’T BE TEMPTED TO ‘GO IT ALONE’
When you are looking to fill a position which is both niche and rarely vacant, it may seem like the most ideal option is to attempt to fill it without external recruitment support, or to rely on internal applications. By using a specialist consultant who has extensive knowledge of the market, you will limit both the time and resources spent on the search. Specialist recruiters have the right competency needed to identify the candidates who are the most suitable within their relevant field, and therefore more likely to provide you with an outstanding shortlist. They can also give you piece of mind in knowing that you’re populating your organisation with the very best people for the role, rather than just promoting from within to save on recruitment
www.talentfm.co.uk
3
The Race for the Best Talent: And How to Win - Talent FM
fees. Use your trusted recruitment advisor to benchmark candidates for you against your internal applications. Those who are reputable and professional will be happy to help you do so. In an increasingly competitive global economy it’s really important to do this to make sure you really have got it right.
4
BECOME AN EMPLOYER OF CHOICE
There’s little point in spending time and resources participating in head-to-head competition with similar companies for the same candidates. Instead, focus on championing your brand in a way that makes you the preferred employer. By doing so, the best talent in the market will naturally gravitate towards your company. There are several creative ways to strengthen your brand. You may want to look into sponsoring events which are in line with your company values. Ensure you’re always highlighting your unique selling points (also known as USPs) on your website and in your marketing material, and enter into competitions such as The Times Best Companies to Work For to give you an edge. The very best candidates want to work for the very best companies, so make sure you’re telling them why they should choose you over your competition.
5
CONSIDER ALTERNATIVE CHANNELS TO SPREAD THE WORD
When searching for suitable candidates to join your company be wary of relying solely on responses to job advertisements on the same old job board. Consider partnering with a reputable recruitment brand and setting up a joint branded advertisement. This will increase your brand visibility, which in turn will increase the response rates from desirable candidates. You and your chosen recruitment brand could host networking events and open days, or even sponsor events which are relevant for your specific trade. By broadening your search outside of the traditional advertising venues, you will ensure that you have access to a constant pipeline of the very best talent available. And even better than that, you’ll engage them before your competition.
www.talentfm.co.uk
4
FINDING STAR CANDIDATES We are Talent FM. We’re a team of dedicated recruitment consultants who specialise in FM recruitment. We’ve developed an outstanding network of FM professionals and a unique approach to recruitment. We are passionate about delivering only the very best talent to our global, marketleading clients. We are proud of our work and our testimonials are exemplary. To us, it’s not just about putting any people into any jobs available. We find the right people for the right jobs, first time and every time.
Get in touch w m www.talentfm.co.uk
stars@talentfm.co.uk
O G U
+44 (0) 203 587 7863
Facebook.com/TalentFM.Recruitment Twitter.com/talentfm Linkedin.com/talentfm