SelectOne Blog

When it’s time to hire new talent, what are you doing to ensure that you are attracting the top millennial candidates available? Considering that in 2019, most millennials will be between the ages of and 20 and 40, chances are high that your workplace already employs a number of them. And if you don’t currently have a lot of workers under 40, you will likely be hiring more as soon as your employees begin to retire.

Imagine how amazing it would be if the recruitment and hiring process was a breeze.

You post a job description online and within a few days, you get a whole bunch of qualified candidates sending you their applications. You look through their resumes and cover letters to find the top five, which clearly stand out ahead of the rest.

When working with today’s job seekers, you have to act fast and with certainty. Today’s job seekers are used to having the upper hand in the relationship, thanks to the candidate-driven market that we’re currently experiencing. A candidate-driven market is when there are more jobs available than there are qualified candidates, which means that job applicants have a lot of freedom and tons of options.

If you are tired of experiencing the frustration that comes from losing job candidates to your competitors, you are not alone. We are in a candidate-driven economy, which means that job applicants have minimal competition for the positions they are interested in. In other words, there are more positions than there are qualified candidates!

Pop quiz! When it comes to negotiating with a potential new employee, which is the best strategy in our current hiring climate?

1. Make an offer that is realistic, but quite a bit lower than you could ultimately provide in salary and benefits, because you anticipate the candidate will respond with a counter-offer. You know that you’ll end up increasing the offer through the negotiation process, and so you don’t want to start too high. Plus, if your candidate isn’t a great negotiator or doesn’t make a counter-offer for some reason, you will end up only needing to provide the lower pay and benefits package.

We often advise hiring managers about how they can do a better of job of capturing the attention of high-qualified talent. And after that, we talk about how these managers can actually bring that talent into the company.

If there is one phrase that we have been hearing a lot this year in conversations with other professionals in the recruitment industry, it’s this: candidate-driven market. This concept shapes the way that do both day-to-day operations and long-term planning for finding the right candidates to fill the right jobs.

Inefficient onboarding can cost your company hundreds of thousands of dollars - up to 2.5% of your total business revenue, according to one study. And the main culprit is slow onboarding of salespeople, who close deals and maintain customer relationships.

Think about all the stereotypes about salespeople. They’re pushy. They’re rude. They won’t take “no” for an answer. They never shut up.

The truth is, these stereotypes are mostly false. Rude, pushy sales reps don’t get very far in a world with millions of other choices. Nobody wants to interact with obnoxious people.

Every moment a sales job is open at your company, you’re losing money. Salespeople serve the essential role of generating revenue and maintaining important customer relationships. A missing salesperson means missed opportunities.