As we’ve touched on recently, the landscape of the creative industry is in a constant state of motion. As jobs become available, candidates must adapt to the changing views of employers, all while employers are struggling to do the same. We have a saying around CM Access: “When you’re good, you’re gone.”
Talent wars and counter-offers are commonplace, but how should they be navigated? Hiring is a game for both sides, and this week we’ll focus on how an employer should play it.
- Don’t sit on a candidate. If they’re “perfect” for the position, they are probably perfect for a few other companies as well. If you offer a candidate the job, and they don’t respond right away, or skirt around an answer, state a deadline. Say you’re willing to give them some time, but you’ll need an answer by ____. You could lose other talented candidates by putting all your eggs in one potentially-perfect-employee basket.
- Be flexible. If you’re replacing a recently-departed employee, don’t pigeon-hole yourself by seeking a replacement to fill those exact shoes. Sure, you’ll still need to be able to walk in these shoes, but if you’ve lost a sneaker, don’t be afraid to consider what a sandal could do for your company. Just because a candidate hasn’t perfected one aspect of the To Hire laundry list doesn’t mean they can’t. Being more open-minded than a competing company can better your chances of winning.
- Give a sneak peek. Sometimes it’s hard to look past what’s right in front of your face. Sure, your company probably has a plethora of great projects, but to this candidate, the here and now is what will stick in their mind. Give them a taste of what they’d be working on, throw them a bone, and you’ll pique their interest. If they’re deciding between you and another company, it could come down to the project they’d be working on, so by golly give them a good one, eh?