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Well, the "Summer" vacation is just about over
and it's back to earning a living. Hopefully, you are fired up and ready
to reach for the stars. This issue is focusing on how prospective
employers should treat and respect "star" candidates. Hopefully you are
one of them.
 There's a big difference in the pace of life between a developed country and a
developing Caribbean country. T&T wants to reach developed status by the
year 2020 and Jamaica has a deadline of 2030. One area that will probably
be hardest to bring to developed status is the speed of doing business.
Any business professional who has ever worked in North America or the UK/Europe
will tell you that it is frustrating when Caribbean clients take a long time to make
decisions (and it makes it hard to plan cash flow).
An example of this slow
responsiveness can be seen in the
hiring of staff. While I have not been a recruiter outside of Trinidad, I
have experienced being a candidate in the UK. Over there, the recruiters
in the agencies that I signed up with worked very fast (as we aim to do at CRS)
and employers made their hiring decisions very quickly. This was necessary
as good candidates would receive a choice of job offers with corresponding
pressure to accept by a short deadline. I can remember trying to delay
decisions or having to reject offers because the company I wanted to work with
took longer than the rest to make their offer (it worked out in the end).
In the Caribbean as
elsewhere, it's always hard to find great candidates with a strong track record.
Yet there are employers who appear to believe that they can take their time and
that these "star" candidates will still be happily waiting around for them.
The feedback we get from these top talents is that they feel ignored and
disrespected, and this is a turn-off. So much so that even if they have
not secured another job, they will turn down the offer from the slow moving
company as this tardy response reflects badly on how the company operates.
Another huge turn-off to
candidates is having to do repeated interviews. Two interviews is normal,
three is OK for more senior people, but four or more and the recruiter has to
bring all her persuasive powers to bear to get that candidate to turn up.
So many interviews suggests that the employer does not value the candidate's
time or that they can't make up their minds about them. Either way, it
comes across as offensive, and believe me, it makes people ANGRY.
The final no-no in hiring
top people is to make a lower offer than what was originally advertised.
There was a case many years ago of a highly-skilled foreign yachtsman who CRS
submitted for a position for which no locals had the qualifications. We
told him the salary range given to us was very reasonable by local standards,
though clearly much lower than what he was accustomed to earning. Anyway, after
much persuasion he attended an interview. The hiring team were very
excited as they had little prospect of seeing anyone else to fit their
requirement. They made him an offer on the spot - about $2,000 below the
minimum they had given us. Well, my man just got up, walked out, jumped on
his yacht and sailed away, never to be seen again! That time, we were also
the angry ones as we felt undermined and made to look unprofessional.
Everyone lost!
When you are trying to woo
rare talent (or any kind of talent) please respect their time and their sense of
worth. It's always an employee's market when it comes to star candidates.
Once insulted, they will never take the job and the company's reputation will be
put in question. Good luck with your head hunting!
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(Referring to our last newsletter "Hiring Friends"
http://www.crsitjobs.com/Newletters/CRSNews-Hiring%20Friends.html)
A well written article, and should help reinforce that
the correct process of recruitment could save much time and money over the long
term. After all, if you recommend the person and they do not perform - who's
reputation is going to suffer??! ... Susan
Appreciated the article, so relevant to my
region, where someone is always a "good" friend or a distant relative who really
needs a "job". HR personnel have a hard time dissuading Department Managers etc
to step back and allow the Company's hiring policies and guidelines to run its
course to enable the "best" person for the job to get the job. In a highly
technical company HR personnel seems almost limited at times to push for
transparency since they rely on the advice of the technical mangers to recommend
the best candidate for the job, and they unfortunately are also often the same
ones pushing for their "friends" etc to get the job... Tricia
Have you had an experience where hiring
someone's friend has turned out to be a disaster?
Please tell us about it....
Susan
We would love to hear what you think of this issue of CRS News.
And of course, if you have any suggestions for upcoming issues that you would
like to share with us, please send those too.
Comments, suggestions, feedback?
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click here to email for information and an application form.
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© Copyright 2008
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In This Issue:
-
Susan's Snippets
- Hiring Stars - What not to do
- Tell Us What You Think
-
Subscriptions
- Join ICTS
- Psychometric Testing
-
Who is CRS?
See
our
website for a complete list of I.T. JOBS
New Requirements include:
Business Products Engineer (TRINIDAD):-
To restore normal service operations as quickly as possible and minimize adverse
impact on business operations, also ensuring best possible service level and
quality.
Job Ref:A107
I.T. Coordinator (TRINIDAD):-
Responsible for managing the Information System of the organization, including
design, development and deployment of technology policy, procedures, and
strategies that will allow the company achieve its business objectives.
Job Ref:A104
Quality Assurance Officer (TRINIDAD):-
Someone who is committed to delivering the highest quality service to the
company's client base.
Job Ref:AD33
Database Administrator (TRINIDAD):-
Providing Oracle Database Administration services to a leading financial
institution.
Job Ref:AD32
Still Urgently Required:
Senior Account Manager (TRINIDAD):-
Job Ref:A101
I.T. Administrator (TRINIDAD):-
Job Ref:A97
Services Manager
(TRINIDAD):-
Job
Ref:A80
Applications Analyst
(TRINIDAD):-
Job
Ref:A68
Technical Lead
(TRINIDAD):-
Job
Ref:AD26
Database Administrator
(TRINIDAD):-
Job
Ref:SJ248
Billing
Application Analyst
(TRINIDAD):-
Job Ref:SJ205
Do you have any of the following skills (or know someone who does)?:
PeopleSoft
Oracle
RPG
UNIX
I.T. Sales
then please register with CRS via
www.crsitjobs.com
to be among the first to know of exciting opportunities around the Caribbean
for experienced people with your skills
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...
a leading supplier of technical resources in the Caribbean