‘How do I identify, secure and retain stellar candidates?’
This is the billion dollar question on the lips of everyone who has ever started a business…or grown a business…or helped anyone else grow a business. Superstar candidates are a huge asset to a business, but finding them can be difficult, and keeping them can be even harder.
Triple Seven’s board have seen their fair share of superstar candidates. Collectively, they have over 50 years of experience in Recruitment; what these lot don’t know about talent, ain’t worth knowing. We asked them for their advice on identifying the best candidates, and ensuring that they stick around…
'Hiring people is the easy part! It's keeping them interested and engaged with what you are trying to do as a business long term that every business craves. Everyone has their own agenda for coming to work but getting this to dovetail with the companies’ ambitions is the key. Fortunately, in Recruitment this commonly means rewards and fast career progression for the most ambitious. Setting clear goals and a plan of how to get there is essential for everyone from trainees through to senior management. Every employee should know what they need to do to progress at every stage of their career, in my opinion. Finding roles for employees that play to their strengths alongside their core job is also another way to keep employees involved with overall business growth.'
Greg Ashmore, Managing Director, Ashmore Stark
The best recruitment professionals that I have ever placed have come from years’ worth of networking with that individual person. Trust and rapport is built over a long period of time. I never apply pressure and I’m never aggressive or intrusive because I understand that in order to secure that ‘A-star’ recruiter, the timing has to be right for them. A good 70% of my placements come from candidates who get back in touch with me – and after careful consideration, they are ready to look at new opportunities. They come to me because the relationship is already there, the trust is in place and I have already demonstrated my commitment to them. These tend to be the top billers and game changers.
SJ Clark, Managing Director, Higher Recruitment
Recruiting the best people in today's ultra-competitive commercial world is the most significant factor in determining a business's success. Having the right team in place is the most valuable asset a company can have. You should have a clear understanding of what kind of business you want to be and what you want to achieve so you can find candidates that match these values and aspirations. However, don't be afraid to embrace new ideas and innovate. Leave your ego at the door and don't be afraid to embrace individuals who can bring something new to the table. In my 8 years working in recruitment, it is clear to see what people really want from a company is opportunity (for success, learning and development, progression) and to be valued. If you want to hire and retain superstars, provide them with a platform to succeed, lead by example, show them their worth and you will inspire loyalty and a workforce that will give everything for the cause.
Richard Daniels, Managing Director, ESG Recruitment
'Everyone wants to hire the best people – why wouldn’t they? But not everyone is capable of securing them and often don’t know why. Having been hiring for myself and my clients for 20 years, I have learnt there is a formula for being better at this – and it’s actually very simple. If you want to hire the best – treat the individual like the best from the outset and make sure the process to secure them is the best. For example, if you were a Premier League Manager and you had a chance of signing Ronaldo or Messi – how would you treat them from the outset and throughout the process? If you were invited to meet the Queen, how would you present yourself? I always treat people like gold-dust from the outset, because if they turn out to be just that then I have created the best impression from the beginning and it’s much easier to maintain throughout their career with you.'
Simon Taylor, CEO, Triple Seven Group