Recently, LinkedIn’s head of recruiting, Brendan Browne, shares a few of his insights about the current state of recruiting – including where most recruiters are falling short.
If you want your company to thrive, you need to hire finance professionals based on more than just their ability to work with numbers. Top candidates also need to bring something else to the table that can potentially help your company.
The goal of hiring is to find the best talent possible – the person(s) that will help fill the void in your company and help you meet your objectives. However, with so much competition, and with recruiting practices ever-evolving, it can be difficult to stay on top of things – and difficult to find the talent you need for your company to thrive.
As headhunters we know that switching jobs is a big deal in someone’s life. After all, most of us spend the majority of our waking hours at work. That’s why we do our best to ensure our candidates are taking the right next step for their careers before we place them. Are you considering changing jobs? Ask yourself these questions first.
One strategy that more professionals are benefitting from is working with an external recruiter
Companies in the financial industry are always looking for new ways to get an advantage over their competitors. Hiring and retaining the best talent is a huge success factor, and having the ability to hire up and coming talent in the finance industry can strengthen your organization for years to come.
As far as agency recruiting goes, there are way too many “fly by night” shops that give our industry a terrible reputation. I have worked with countless recruiters over the years, many of which are phenomenal, and many others – not so much. Too many are focused on their commission instead of the human beings they are trying to help match up.
“So you’ve found the perfect candidate. You offer them the job and they accept! Everything is going swimmingly, recruiter life is good. But then in a couple of days…maybe a week or two, you get a phone call or email from that perfect candidate saying that they’ve decided to stay with their current company because they’ve been given an offer that they can’t refuse.”
A common question that is debated in recruiting circles revolves around what you should focus on when hiring. Should you focus on hiring for personality or skill?
