We have good news to tell you at the kick-start of this year on the chapter of recruitment. After a slow period before the summer, we observe the launch of many recruitment projects within start-ups, but also within Mid-Caps and Groups. The recruitment needs are great. The innovative subjects flow around Marketing and Data, but also around more classic functions in the sectors of industry or Luxury.
Since July, we have been receiving an increasing amount of demands from clients for strategic or expert positions. The needs are increasing, but the targeted candidates are not becoming more numerous. Our clients are demanding more and more reactivity in the realization of the missions. Unfortunately we observe that many researches begin too late and often follow heavy internal processes that are not adapted or the exhaustion of cheap illusory solutions. During the digital and social media era, many are surprised by how slow and complex the recruitment processes are which hinder the development of new offers and new services.
Experimented and specialized profiles are more and more rare! The offers are increasing, but the candidates are fewer and we can really call it a war of talents. The selection has never been this pushed for the research of experts and high potential profiles. Companies do not consequently raise the salaries in order to attract the best elements. However, they do reinforce their attractiveness by bringing out their differentiating factors, such as values, balance and flexibility of working conditions (openness to teleworking, collaborators autonomy, environment ).
The job market tipped favorably on the side of candidates, who are, for the most part, very aware and eager to optimize their own choices. In the context of this war of talents, it is therefore completely illusory to think that identifying a few ideal profiles through ones favorite social media will be sufficient to satisfy the needs of the company. On top of rare and coveted competences, the future collaborators must appreciate the culture of the company and be able to adapt their expertise and their skills to the context in which they will evolve.
The ideal candidate is rarely available at the moment of your researches. This period of exchange, negotiations and notice, must therefore be anticipated in order to initiate this year with serenity!
Here is some advice to help you launch this year.
ARROWMAN Key Insights
Anticipate and valuate to your researches: Leaders should be concerned upstream about their recruitments for the first trimester of 2017. In a global transformation context, the human resources are at the heart of business challenges and recruitment is a priority. Working in urgency, leads to selecting profiles that are not adapted and whose integrations and performances are often limited. Anticipating these phases will give you time to refine the identification process and to build integration paths. A proactive and qualitative approach making you optimize your HR investments will give you an advantage over your competitors.
Mobilize and involve your best managers: The H.R.D. must be able to rely on the best elements in companies in order to attract the good elements and the high potentials.
Combine H.R.D. and operational members: the needs will be expressed more clearly to the candidates who will see the coherence of the companys projects.
During this tense period, I advise candidates to anticipate and mature their choices before meeting the companies or the firms.
I wish you all a great year with ARROWMANs team!
Jean-Pierre Scandella, Founder and Managing Partner at ARROWMAN Executive Search