Consult Recruitment NZ > Business  > Why great NZ companies are failing to hire great talent.

Why great NZ companies are failing to hire great talent.

We are sitting at 4.2% unemployment.  It doesn’t get any lower. This is creating issues for any employer looking for their next great hire.

We have seen some great companies have job offers turned down in the past 6 months.  

Worse even – often these (would be) exceptional hires have accepted jobs with the competition – a double whammy recruitment fail.  Good candidates have multiple job offer opportunities and we are seeing about 50% of candidates being counter-offered when they resign – so now is the time to double down on your acquisition focus.

Here is why some companies are failing to hire great people:

1. Your role is not well defined.

You’ve got to adequately (and accurately) convey the real role to candidates – not the one that they would like it to be in 2 years, or the one that only focuses on the cool parts – you must give a real picture of the role or you run the risk of your new hire leaving in the first few months.  If you say it is part time – it really has to be!

2. You are trying to get a bargain hire.

This is not the time to try to hire someone for less than the market is paying.  You only get one chance to put your best foot forward. We had a client miss out on an exceptional hire last week because their HR was stuck on the role being within ‘their band’ – in a talent short market – relying on historical HR banding data will result in you failing to hire.

3. Your company or team has no values.

This is really important – particularly with the younger generations.  They want to be paid well, to do a good job, but they also want to know that their personal values are aligned with the organisation or team values.  If you don’t have any currently – you should work on it! (we can help!).

4. You can’t show development opportunities.

Every good hire wants to know and understand what their growth and development opportunities are.  It is important that you can show a plan so the candidate can visualise themselves growing and progressing over time.  Lean on your HR team to assist you here.

5. Your recruitment team is too busy or distracted to sell.

In-house recruitment teams are working on 100+ roles – this means they don’t have the time to sell the dream to every candidate.  It is up to you to ensure that you know your key selling points, to set aside time in your schedule for the recruitment process and to upskill yourself on effective interviewing.

6. Your recruitment process is too long.

It is important when you hire that you do your checks and balances on people.  But if you take two weeks to test someone – chances are that the candidate will have accepted another role.  Work with your HR team to ensure that a slow process doesn’t result in you losing an amazing hire.

 7. Your work environment is not welcoming.

In an environment where candidates have multiple job offers – the office environment becomes an important consideration – after all – we spend so much time at work!  Make sure your environment is looking inviting and appeals to the candidate. Basic things like tidiness, plants and a bit of personalisation make a big difference.

8. You’re not focusing on health and wellness.

This is huge right now – so you need a bit of a focus on it – not just because you want to hire a great person, but also it is the right thing to do.  For us office workers – focusing on basic things like workstations and standing desks is important. The more you can show you do here – the more attractive you are to candidates.

9. You are not talking about your team.

It is said that the biggest work perk you can have is to work with great people. Certainly, when we are speaking with candidates about roles – this is something they want to know about.  Being able to learn from experienced people is a huge attraction for top talent. Working with positive, motivated, effective workmates should be a right – but is still a benefit.  Make sure your team is effective – deal with underperformers and ensure that you are highlighting people that can coach and mentor potential hires.

10. You don’t know your key selling points.

Every role and every organisation has things that are great about it, as well as aspects that are not so great. You need to be able to stand out from a bunch of other employers who are also looking to hire their next great person.  Make sure you know who you are trying to appeal to and how your role and your organisation will fit.

With our clients – we cover off these aspects to ensure they are ready to recruit and can also put their best foot forward – because it dramatically increases their chances of a successful hire.

“We are nothing without great people” – is one of our Consult Values – and never before has it rung so true.

About the author

Angela Cameron - CA, CPA

Executive Director

A chartered accountant by qualification, she is a recruitment leader by nature.

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