Tag Archive | "Recruitment"

TIME IS AN ENEMY WHEN YOU ARE HIRING STAFF

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TIME IS AN ENEMY WHEN YOU ARE HIRING STAFF


Don’t let the clock tick down when you need to fill a sales role

Let’s talk about time. If recruiting for a role yourself, you will spend countless hours sifting through applications and initial screenings.

At its most simple, using a recruiter will save you time and to use an example, time is critical when filling vacant sales roles. If the territory is vacant it means that another employee or even the hiring manager is covering the area and this could result in a loss in revenue as customers are not getting the right amount of contact. Another implication, people are human and if someone is covering two roles rather than just their own, it will cause issues. Trust me, I’ve been there!

People will talk sometimes to a recruiter rather than apply direct as it offers them in some cases some anonymity, also the roles I work on are not out there plastered across the job boards for all to see. Using a recruiter cuts out the headache of marketing the role, finding candidates and organising meetings. My ‘specialism’ (a horrible term) is in the body refinish market, but the same rules apply across the aftermarket and elsewhere.

But what if the boot is on the other foot and you are a candidate?. Why would you consider going to a recruiter instead of approaching the firms that interest you directly? Ideally, any good recruitment agency should act as the ‘compère’, between you as a candidate and a potential employer. Putting the right people in front of the right employer is a skill, encountering a large number of variables along the way. Yes, the skills must be right to do the role however much more is involved. There aremany more elements which come together to make the perfect candidate including personalities need to match with company culture and ethics. A good recruiter will understand the needs to match all aspects, the candidate must be right for the business in the same breath as the client being right for the candidate ensuring longevity for both client and candidate alike. Believe me this is no easy task.

Recruiters (well the good ones), have a network of hiring managers, business influencers and decision makers in multiple businesses. Something that as a candidate you in all likelihood don’t have, or not to the extent of an agent. All of these things go back to the issue of making the most of the limited time available – don’t waste yours.

TOP CANDIDATES MOVE QUICKLY

Research shows that from the start of the hiring process the top 10 percent of candidates have disappeared from the market in the first two working weeks. So, considering the average time to hire in the UK is approximately 28 days, the candidates remaining in your process from working day 11 onward are unlikely to be the right fit or the most qualified for your role. However, some companies will attempt to make a ‘good fit’ from the limited candidates now available and in effect taking on someone who doesn’t entirely fit the role because they need it filled and the slow process has cost them the best candidates.

In addition to this, a long hiring process is often the top reason candidates speak negatively about a brand or company. Candidates are now researching online reviews from former candidates or employees in the same way that they would from (say) Trip Advisor, when looking at holiday destinations. The result of this is that it can add 10 percent to the cost of every hire.

Remember the hiring process clock starts ticking as soon as that candidate submits the application not when you review it or when they sit in front of you at interview. By then the damage could have been done and your ideal candidate could have slipped through your fingers! So how long is your hiring process? Do you need to make changes?
Gavin Collier

Posted in CAT Know-How, Factor & Supplier News, Garage News, News, Retailer NewsComments (0)

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SALARY EXPECTATIONS: THE ELEPHANT IN THE ROOM


If you are not clear about what you will pay, or what you want to be paid, here is a risk of wasting everybody’s time, writes Pri Chauhan

Pri Chauhan is a Director at PG Automotive Aftermarket Recruitment

Pri Chauhan is a Director at PG Automotive Aftermarket Recruitment

In the automotive aftermarket, the majority of declined job offers are a result of something salary-related.

Of course, there can be other factors that force a candidate to decline an offer; job title, location, benefits package or so much more. In the automotive industry in particular, the choice of company car is so emotive that I have witnessed candidates turn down great jobs on the basis of the brand of car, which isn’t very sensible. The way that some people react, you might think that only four German brands are able to build a car!

However, it has been my experience that salary is the number one reason. As salary plays such a major role in a successful hire, it is important that both the candidate and employer are on the same page about it. If there is a significant gap between the two sides, chances are the offer process will be bumpier than the ride on the run-flat tyres on your shiny new German marque.

STIGMA


Unfortunately, most conversations surrounding salary are viewed as difficult and therefore uncomfortable. As a society we have established that talking about salary feels as taboo as openly discussing politics or religion. As a recruiter, it is important to separate what it’s like to have a discussion at the dinner table with a friend versus gathering information that leads to a successful appointment. The sooner you take away the stigma that goes with ‘what do you make?’, the sooner you will be able to have an effective conversation and understand where everyone stands on the matter.

GET 
IN 
EARLY


Salary information is so crucial to a successful hire; the conversation needs to be had sooner rather than later. A candidate does not want to go through several rounds of interviews taking multiple days off of work and spending hours preparing for tough questions, only to find out the business cannot afford to hire them.

Likewise, recruiters don’t want to spend time prepping and facilitating candidates to interview only to find out the person they are representing has outlandish, unobtainable expectations. The same can be said for hiring managers; no party wants their time wasted for no reason.

salary

MUTUAL 
UNDERSTANDING


For recruiters, it is important to be on top of this, the whole way through the process. Keeping all this in mind, I like to have the salary conversation with my candidates immediately. That means on the first call. I always ensure the candidate that I am NOT trying to lock them down on a salary amount, rather that I would like to know what it would take for them to accept a new role.

It’s important the candidate knows that having this conversation is actually in their very best interests. I always do my best to relay this to the individual. Also, remind them that private health care, holiday allowance and other package factors will impact this number too, so it’s not the be-all and end-all right then and there.

HARD
 QUESTION

I like to prompt the subject by asking: “in order for me to get you the best offer, what would you be looking for in total first year earnings?” It allows the candidate to realise that I am going to work for them to get the best offer I can.

There is no point encouraging a candidate through the interview process that is too much of a reach for them, or not going to fulfill their monetary goals. If their expectations are unrealistic, it’s better to confront the situation head on at the start. Likewise, if our client can’t pay them what they want and deserve, we like them to be upfront about it. Asking them what an unbelievable, excellent, good, okay, unsatisfactory and outright terrible offer would be is also a good way to understand their priorities, appreciate how important salary is to them and recognise how much selling you’ll have to do come offer stage, depending on the amount.


MAINTAIN
 CONTROL


As soon as you realise that you are asking this information for the benefit of the candidate, salary talks no longer becomes an awkward or difficult conversation. It is important to gather all of the information that will impact the acceptance of an offer ahead of time so there are no surprises throughout the process.

Enough can go wrong in the recruiting process, so the more you can limit issues, the easier it will be to hire successfully!

Posted in CAT Know-How, Factor & Supplier News, Garage News, NewsComments (0)

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