What do these professions have in common?
Information technologists, marketing managers, HR managers, product managers, accountants and auditors, civil engineers, industrial engineers and mechanical engineers.
Professionals in these white-collar positions are among the workers most in demand by the job market as we enter the year 2017. The growing need for their talent, along with ongoing baby-boomer retirements, means a shortage of candidates in some of these areas. Even as new college graduates with these majors enter the workforce, the supply is not keeping pace with the demand.
Still, with a bit of inside knowledge and strategic thinking, you can find great candidates for openings in any of these competitive fields. Some searches, however—mainly for positions requiring the most specialized technical skills—will take more time and patience than others.
The key is to start building relationships with these professionals before you need to actively recruit them. If you seek out the best candidates for jobs in your industry, make them mindful of your company and keep in touch, you can go far in landing them when you need them.
But how do you meet these people? Mainly, through professional associations, at trade shows and on online professional forums and specialized networking sites. And, by talking with their colleagues in the industry, as well as asking them for leads on the industry’s top performers. That’s what executive recruiters (headhunters, if you will) do. We get acquainted with the most accomplished professionals in many fields. Then, when our clients need a key position filled, we can pursue them immediately.
If you have this groundwork already in place, you can save a lot of time and more quickly assemble your list of hot prospects. Then, selecting your interviewees will most likely come down to whose qualifications most closely match the job’s responsibilities and who appears most compatible for your company.
Employers often neglect to consider compatibility or aren’t comfortable with how to evaluate it. That’s why they often contact our recruiting and staffing agency to conduct behavioral and personality assessments. By assessing the personal traits of candidates, as well as their professional skills, we have attained an industry-leading placement success rate, which has proven efficient for clients in terms of both time and money.
At TriStarr Staffing, Recruiting and Consulting, we back our recommendations with our Good People Guarantee. If a client isn’t pleased with a professional we have recruited within several months, our guarantee means we will replace the person with another candidate at no cost or provide an agreed-upon, prorated refund. Our clients rarely use our guarantee because their selected candidate is nearly always on target.
Good people can be difficult to find, but our skills and processes—the result of more than 60 combined years of recruiting and hiring experience—lead us to the “right-fit” candidate nearly every time. If you would like help with finding, interviewing and assessing the right candidates for a high-level, full-time position, I hope you will talk with us here at TriStarr. We are an HR consulting firm and a recruiting and administrative employment agency based in Lancaster, PA.