SPRING NEWSLETTER 2009

Who needs Recruitment Consultants now?

8 good reasons for using a professional staffing company in the current market and how to avoid the pitfalls and traps!

Be warned about assuming it will be easy to recruit in the credit crunch – there are traps everywhere!

We believe that now as much as ever, using professionals is relevant. It’s not (just) a sales pitch – there are very real issues happening to companies that are recruiting right now.

There is some great talent around, far too many good people are being made redundant currently – not so called “dead wood” – but high quality professionals. Recruiting in this market is changing – some aspects are easier – others are making life difficult in new ways. From experience built over a couple of previous recessions, and analysing current issues we have some thoughts to consider that might help.

1. Who will find your advert?
Where will candidates look to find their next job? Job advertising has changed completely in recent years. Our local paper only has public sector roles and job board adverts these days! The internet is the place to go but many experienced candidates aren’t savvy in searching for jobs here.
Where will you advertise – and will the best candidates choose the same place to look? There are thousands of possibilities: large generic sites, niche industry or geographical sites, search engines, and your corporate website. Will your job get found on Google?
Desperate candidates will try to search everywhere – the best are more selective - limited advertising may miss them
ARV Solutions are specialists in cost effective online recruitment advertising campaigns. We know where to put your adverts to find more of the right candidates. We advertise extensively and on an ongoing basis to find the best. Our own website is experiencing massive increases in traffic.

2. Blink and they’re gone!
The best readily available candidates are often snapped up fast, even in the current market. Companies whose recruitment process has been slow – due to lack of urgency or other business pressures pushing timescales back, are losing the best of their short list before getting to offer or even interview stage.

3. Staying put
Those in work could be looking a lot less actively and putting up with their job for now. They probably don’t expect to find vacancies currently.
Our extensive candidate database built over five years affords us access to many skilled candidates that want to move but aren’t actively applying for roles.

4. Inundated with hopefuls at the expense good people
Increased response from many more chance applicants can be hard to handle. You could be inundated with a mixed bag of candidates! The internet allows huge numbers of applications to be made based on broad search criteria very quickly.
• Many will be unsuitable
• Some will look good but not be
Do you have time to sift through and find the best before they are working for your competitor?
All responses need handling promptly and professionally – your company image is at stake!
Others may have ineffective CVs but be very good candidates!
Our experienced team are geared to deal with large responses and have vast experience of assessing and selecting applications rapidly and effectively.

5. Bargains – Too good to be true?
Increasingly, out of work applicants will apply for roles below their current level, for less money and can be more flexible to work away from home.
Will you be snapping up a bargain or are you going to need to start again when the market improves? Will these candidates be tempted to move back home with better money when jobs become available?
Careful assessment techniques from experienced Recruiters can help avoid these situations .

6. Life issues affecting work performance
Increasing numbers of candidates are showing they are affected by stress and lack of motivation in work and at home, for example:
Threat of redundancy
Coping with increased pressure/workloads due to fewer staff
Being out of work for long lengths of time
Managers are often focused on survival rather than staff development. External pressures from debt and family can intensify problems at work. This needs to be identified and only then can be dealt with carefully.
Through our psychometric profiling services we are seeing major increases in these issues that can affect how future employees will adjust.
Benefits of profiling
• Advance warning of issues
• How to assess nature and severity of those issues
• How avoid costly and painful mistakes on both sides

7. Lack of long term certainty
Many experts will tell you when the credit crunch will end, but they won’t all agree! In the mean time workloads may increase but will they continue?
Have you considered looking at Interim Managers – whether at a senior level for strategic improvements or for short to medium term additional resource?
ARV Solutions have a strong database of skilled people ready to start on any length of contract. Whether it’s a Senior Director to put together a report on your market opportunities or a Designer to detail that unexpected project win, we can help.

8. Outsource: it’s cost effective
When you take into account the key factors recruitment fees can seem more affordable.
• Your valuable time – and what else you have to do
• Possible delays and effects on your business from not getting it right first time
ARV Solutions charge competitive 15% fees for the level of service and at least similar success rates that Executive Search firms often charge up to 30% for.
We can afford to charge low fees with the highest service levels only through gaining high levels of repeat business and ongoing client relationships. There’s only one way we get repeat business – by getting it right the first time!

We’re sure you are getting even more calls from agencies than ever – our current committed clients just let them know they have it sorted.

We’d love to tell you more – and can promise a professional, honest, grown up solution.
 

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