Kate Ross: No time like the present

Kate Ross. Photo / Supplied

The job market is currently buoyant and candidates continue to be in short supply; why then are employers hesitating to snap up the best person for the job when they come along?

People want comparisons, they want to feel that they have choice; they want proof that the person they are taking on board is absolutely, positively the right person for the job.

As an agency, I also feel that employers sometimes want to feel they are getting 'value for money' and this means five interviews rather than one. However, if we have done all the hard work and the first person you see is the best person for the job - isn't that the best value for money you can get?

We are all still very aware of keeping costs down and some employers are looking to pick up a bargain when recruiting. Unfortunately candidates are not buying it - good people know what they are worth and as always it is true that you get what you pay for. It is difficult to explain this to employers who still feel that people should be glad to have a job considering the recession that we have weathered.

New Zealand is a fairly unique market and has been unaffected to the extent that many other countries have been. This is not to say we haven't seen tough times, of course we have, but we are pulling through and the candidate market is not quite the HR buying opportunity that you would expect in the wake of such an experience.

We feel the best way to find the right person to fill a vacancy is to follow a set process;

1. Understand the job brief - this is imperative and can be overlooked internally as well as when using an agency. We deal with some HR departments who at times are clueless about the specifics of roles they are recruiting.

A detailed brief from the hiring manager is imperative to get the process off to the right start. If after two weeks, none of the candidates are right, I would recommend getting together and getting a re-brief.

Perhaps something is not really imperative, something can be taught on the job, something can be outsourced - sometimes a small compromise is all that is needed to get the right person on board. Remember that attitude and culture fit are the most important factors and everything else can be taught.

2. Advertise effectively - you want to attract the right people, with the right skill set, at the right salary level and you want to do that in the shortest time possible. Writing an eye-catching, strong and to-the-point ad is essential for this.

3. Interview efficiently - from phone screening to one on one competency based interviews, ask the right questions and find out the information you need to make good choices.

4. The extra mile - database searches and head hunting are steps your agency can help with and these are best left to the experts.

The third quarter of the year, which I always say is traditionally the busiest and most profitable quarter, has started off very well. Our candidate base is strong and qualified and we do our very best to manage each role and to ensure a satisfied client and candidate at the end of the day.

As always with recruitment, the key to success is covering all the bases, working consistently to get the right people in the door and communicating constantly with everyone involved to avoid misunderstanding.

The most important thing is to know when the perfect candidate is sitting in front of you and doing everything in your power to get that person on board.

What are you waiting for?


Kate Ross, Director of Kinetic Recruitment