Finding Talent in a Candidate Driven market is difficult enough without considering the percent of No Shows, Candidate Drop outs, on boarding dropouts and the list goes on. In addition to these challenges many organisations now have a tug of war for talented folks. Due to the hot competition of job opportunities earlier employers had the upper hand thus were able to get candidates to compromise on remuneration but the shift to the availability of good quality talent and desirable positions have created a candidate-driven market.
Many firms are now caught in a tussle where candidates get to choose their dream jobs giving them more bargaining powers with multiple offers at hand while employers battle it out to secure the best talent the market has to offer. Apart from these aspects, companies are now facing skilled talent on-boarding challenges. Firms such start-ups are left to compete with the cash-rich blue chips with their cushy benefits packages and job stability, whilst the blue-chips compete with the development opportunity, flexibility and culture of start-ups.
These aspects clearly indicate the shift in purple squirrel procurement as firms are left to battle it out with added employment perks to attract multi-skilled, super niche skills that are a rare encounter. Therefore we @SourcingAdda, realising this new development we conducted a discussion on, Finding Talent in a Candidate Driven MarketĀ in an attempt to find out more about the shifting trends and how to be prepared for them. And Thanks to one of our Bangalore group member’s Champa’s suggestion we are able to provide more clarity in the aspects that matter to you by sharing the conversations for your review below….
On the basis of the discussion above and the aspects covered prior to the conversation we can say that we’ve managed to get good alternatives to catching those needle in the haystack candidates that many organisations are competing to on-board within their firms. To capture those purple squirrels is now relatively easy when utilising the right resources to catch niche skilled candidates. Some channels that can simplify recruiting is using channels like LinkedIn Connect, AngelList, GitHub, Kaggle (for ML | AI | Data Scientist) and Stackoverflow, if the results provided are insufficient you can always rely on methods like research or mapping to achieve similar results.
The changing trends observed require Talent Acquisitionist’s to invest more in becoming Talent Magnets and to remain abreast with the shifts therefore developing these skills is applicable in all types of companies be it small, medium or large corporations but when associated with small sized firms using PMS Tools or Methods provides promising results if implemented correctly. Additionally, you also want to know how to contribute more to such insightful discussions then there are a couple of things you can do immediately
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