My title is just half my story
Article by Nordic Minds
In our survey "My title is just half my story", we asked candidates about their experiences when being approached to discuss a new job opportunity. Close to 500 senior level candidates answered 30 questions in February to March 2020. Results present their real experiences with main focus on 2019. By the end of the open participation of our survey, Covid-19 hit Europe dramatically and changed social- and economic ecosystems overnight. Therefore, we also collected an outlook focusing on what 2020 might lay ahead as well as some future scenario leadership advices.
Can we see a high demand for particular talents? Yes - Project Management Officers. They got approached by headhunters or inhouse recruiters on an average 14 times in 2019. This means, they received an e-mail or a message at least once per month to discuss a new career opportunity, Dev&It (13x), Sales (9x), Finance (7x) and General Management (5x).
Can we see a high demand for particular talents? Yes - Project Management Officers. They got approached by headhunters or inhouse recruiters on an average 14 times in 2019. This means, they received an e-mail or a message at least once per month to discuss a new career opportunity, Dev&It (13x), Sales (9x), Finance (7x) and General Management (5x).
Comparing the sourcing done by the two sometimes competing professions headhunters and inhouse recruiters, we found out that recruiters have the best job offer acceptance rate while headhunters are best in matching jobs with candidates. Headhunters spend most of their time with research and keep the process lean with only 3 interviews before they get to offer stage. Recruiters tend to take more time to present all different aspects of the company and involves a wider group of stakeholders, which results in 4 interviews before offering. Headhunters are more likely to offer higher level positions with more responsibilities (55%), while recruiters present fewer higher scope jobs (22%) and rather jobs with similar scope as candidate’s current one.
The feedback by our survey participants reveal some sourcing must-do’s that talents value and demand:
1) better knowledge about the position
2) realistic matching of candidate skills & job requirements
3) feedback during the recruitment process
In addition, the best job advertisement shall contain information about the actual task and role, the compensation package and the company and its products - ideally shared with the candidate before or during the first meeting.
The events followed by the Covid-19 outbreak show that Leadership and Digitalization are more popular than ever. “Always add digital competence when hiring somebody” could be a great lead sentence to stick to in order to make companies future proof. One lesson that we also learned is, that home office is and was working already – even better than many assumed.
The feedback by our survey participants reveal some sourcing must-do’s that talents value and demand:
1) better knowledge about the position
2) realistic matching of candidate skills & job requirements
3) feedback during the recruitment process
In addition, the best job advertisement shall contain information about the actual task and role, the compensation package and the company and its products - ideally shared with the candidate before or during the first meeting.
The events followed by the Covid-19 outbreak show that Leadership and Digitalization are more popular than ever. “Always add digital competence when hiring somebody” could be a great lead sentence to stick to in order to make companies future proof. One lesson that we also learned is, that home office is and was working already – even better than many assumed.