With the progression of 2020, the development of COVID-19 but continued low unemployment in specific areas e.g. IT (Data Scientist, CRM Architect etc), the demand for skilled professionals (talent) especially in the digital space far exceeds supply. Gone are the days of 2008 where the employer held all the cards in the deck and dictated the terms of employment. Now emerging technology companies, start-ups who want to hire skilled employees to find a candidate with the right fit for their organization should rethink their strategy on hiring an experienced candidate with them who will not choose the competition. Here are some tips on what you can do to win this race.


How to recruit talent: prioritise the company's needs and the candidate's goals

Before you and your talent acquisition team begin the search for an experienced candidate, first ask yourself, "What value will this role bring to the team?' Prepare in terms of what you expect in the short and long term, what goals and challenges will this person face? How do you envision this role? Use these answers as a guide at the start of your recruitment plan.

Once you have done this and found the candidate you are looking for, make sure you have a good understanding of the candidate's personal goals for moving to your organisation. For a C-Level candidate, a career change is not just about the impact of salary or a change of scenery. Take the time to understand what this candidate is looking for in a transition. What are his or her career goals? You may find yourself creating a role around this person if you truly believe this is the perfect fit for your company.


Create a quick and painless recruitment process - preferably remote

We're not saying you should hire your candidates over the phone, but with some talent acquisition strategies by many companies it becomes very laborious and cumbersome and you may lose your ideal candidate. In a candidate-driven market, every hiring manager should assume that if a candidate identified as talent is interviewing with an organisation, they are most likely interviewing with other companies at the same time. By creating a process where candidates receive timely feedback, quick responses and next steps will ensure a greater likelihood of achieving a potential hire before the competition.


Talent won't wait - so don't wait and make the best offer right away

When it comes to senior talent, you'll find yourself in a bidding war with other companies that have sent out job offers. While many competing companies have all the basic general benefits such as multisport cards, medical, life insurance, subsidised lunches etc, if you want your offer to stand out straight away, try and go one step further. This means not only a well-tailored talent compensation package, but also other incentives tailored to that specific individual. If you have your eyes set on one particular candidate, but that candidate may have a long commute, offer part-time work or a certain number of days working from home. Are you expecting a parent? Create a maternity/paternity leave plan that is tailored and filled with motivation. With the rise of customized benefits packages, sign-off bonuses and other incentives, your best offer should be developed immediately unless you want to lose the unicorn candidate.


Work with and consult an external recruitment agency

Let's face it, hiring an experienced manager in an organisation can change the whole dynamic of your business. Hiring the wrong person, on the other hand, can not only discourage existing staff, but also significantly reduce the effectiveness of the team and lead to a situation where the team is not focused on results, but on the new manager or, in extreme cases, on putting obstacles in their way and getting them fired. Therefore, partnering with an external recruitment agency that understands your business will make the process of hiring the right talent easier. Thanks to the agency's recruitment experience and understanding of your business, you will save money in the long run by using their services.