ADVICE & TIPS
December 2007 / January 2008
How to be the employer of choice
By Scott Stoppler, President
Executrade
Every company in the province is feeling the pressure to recruit in one of the shallowest pools of candidates western Canada has ever seen. The oil and gas boom has created, as part of the economic cycle, increased migration, stronger business development opportunities, housing booms, and "displaced talent" (those individuals who relocate because their partners have relocated for work). Every business in Alberta with the potential to grow is growing—and everyone needs more talent to fill positions.
Corporate example: Breaking away from traditional qualifications
Dell Computer Corp., when hiring for an executive distribution position, looked not to education and directly-related experience, but to skill-set and interest in their company. They didn’t hire a computer guru—instead, they hired a potato chip expert, who in his previous position had supervised the manufacturing and shipment of 40 million bags of chips each day. He had no major credentials to speak of and no experience in the fast-paced, high-tech computer industry, but according to Dell’s top recruiter Andy Esparza “He has an amazing understanding of distribution, which is a big part of our business.”
Challenge: Reconsider your expectations of candidates.
Attracting employees
In a candidates’ market, recruiters need to get more creative about attracting those candidates once they’ve been located. That means going the extra mile more often.
Try offering:
- Signing incentives
- Performance bonuses
- Stock options
- RSP/RESP contribution matching
- Tuition reimbursement
- Extended vacations
- Flexible hours
- Gym memberships
- Reimbursement for volunteer hours
- Lunch programs
- Dry cleaning services
- Weekly housecleaning services
If your position requires relocation, research schools and hockey leagues for the children of an ideal candidate and forward those names to the candidate. It’s going to take money and effort to attract those candidates. Be prepared to work for them before they work for you.
TIP: Great talent is in as high demand as great real estate, and candidates know it. So act quickly to close the deal.
Say you’re shopping for a house in Edmonton or Calgary today. You find a nice house in a great location. It has almost everything you want, except granite countertops. Still, you could definitely see yourself and your family living there happily.
You decide to go home to mull it over. Two days later, you call your realtor to put in an offer. Surprise! The house was sold only hours after you viewed it, and for $20,000 over list price.
The same thing can happen to a great candidate if you don’t act quickly to make an offer. Act quickly to close the deal, or prepare to spend the next few months learning.
