Skills shortages have become a major hurdle for construction and engineering companies in Ireland due to the strong economic growth. Many of the companies  we have spoke too are finding their growth is being limited, due to their inability to secure top talent to facilitate the growth. 

One of the most common issues clients face due to this are the following:

• Counter offers
• Poor Quality candidate
• Unrealistic/unsustainable salary expectations 

 How Do We Solve or Improve These Occurrences?  

The way we view the market is that there is a shortage of experienced engineers and trade professionally, and, if one becomes available, you’ll have a tough time with 1) finding them and 2) securing them against your competitors. Below are some suggestions that can help companies improve their conversion rates and consequently save hiring managers some time.

 #1 Act Quickly

It’s a competitive market. If you delay in interviewing a good candidate, you risk losing them. It’s unlikely that they’ll wait for you if another acceptable position is on the table. Candidates’ enthusiasm towards a role will fade as time goes by. If they have to wait two weeks for an interview or two weeks from the interview to receive an offer, you’ll lose both momentum and enthusiasm. You’ll also be leaving the door open for the competition to turn the candidate’s head their way.

 #2 Keep the Interview Process as Efficient as Possible

This is closely correlated with the time issue mentioned above, but not directly related. The old-school recruitment model—in which the candidate has to meet the Line Manager, then has to return for a second interview to meet the director, and then finally has to meet someone else involved in the process—doesn’t work in the current market. It creates frustration for the candidate that, 90% of the time, “takes the shine off” the position. This in turn leads to doubt and negative feelings.

 #3 Be Prepared

Follow a structured interview process. A disorganised process, in which the interview feels rushed or the candidate can see that the interviewer is unprepared, will not put the company in a good light. Have some form of structure in place to ensure a smooth and natural flow for the candidate, and to allow for a pleasant meeting. This doesn’t mean that it has to be a rigid process, and you can tailor questions according to how an interview is going. However, a defined structure is a worthwhile aid.

 #4 Have a Specific Job Description for the Position

Following on from being prepared, having a specific role and a relevant job description is critical. A specific description can include the division they’ll be in, the project(s) they’ll work on, the  responsibilities they’ll be expected to carry out, and who they’ll report to. If the candidate cannot picture the role you have on offer, it’s very hard for them to get excited about it or decide whether it suits their goals. Candidates want to know what they will be doing if they are offered and accept your job, and what benefits it will bring compared to those of their current job. If the candidate cannot picture the role you have on offer, it’s very hard for them to get excited about it or decide whether it suits their goals.

 #5 Know Your Company’s Unique Selling Point

It is your responsibility to sell your business to the candidate as much as it is theirs to sell themselves to you. Know your business’s selling points by heart, including at least one unique selling point. Here are some examples:

• You support candidates in professional memberships/Chartership 
• You work an hour less per day than your competitors.
• The average person who has worked for the business has been with the company for X years.
• Your benefits package includes contributory pension; gym membership; healthcare for the candidate, their family, etc.
• You allow candidates to work from home one day per week.
• You have an excellent guaranteed bonus each year.
• You have a clear internal process that maps a candidate’s career progression from day one.

 There are so many different selling points that you can use, and you will know them better than most. I suggest having a list of them as part of your interview sheet, gauging the candidate’s motivations throughout the interview, and then ticking the most relevant ones to discuss towards the end of the conversation.

 #6 Vet Candidates Before Interviewing

The truth is that there are a lot of time-wasters out there. These range from “tyre kicker”—who are only looking to get interest (and, ideally, an offer) from another company to use as a bargaining chip with their current employer to get a pay rise—through to the unrealistic job hunters who believe that they can get a position five minutes away from their home with a €15,000 pay rise and everything in between!

The thing to focus on here is the candidate’s motivation. As a hiring manager, you are very capable of seeing whether their skills on paper match your requirements. What you likely cannot tell from a CV is what the candidate’s motivation is for changing roles. This is why I’d advise having a process to vet candidates before inviting them for an interview. If you’re working with a trusted recruitment partner who provides transparency throughout the process, you can understand this  via them.

#7 Try to Be Flexible With Interview Times

Understand that most good candidates are already employed and need to take time away from work to attend an interview. For that reason, many prefer to meet early in the morning or at the end of the day. Be prepared to come in 30 minutes earlier or stay 30 minutes later to meet the candidate. The flexibility is typically appreciated by the candidate, and will lend itself well in the way in which the organisation is viewed in future. 

#8 Try to Secure the Hire

If you’re 100% sure about a candidate at the end of the interview, and you have the authority to make a verbal offer, then why not try to secure the hire right then and there?

#9 Use a Trusted Recruitment Agency

When there’s true cooperation between the hiring company and a recruitment agency, I can see how good recruiters can bring significant value to the hiring process.

Here at Elusav Recruitment, we put a particular emphasis on conversion rates, and we’re consistently securing candidates for our clients when they’re made an offer. This is achieved through a highly structured recruitment process, where we take the time to truly understand our clients needs, and listen to our candidates requirements, ensuring effective communication and honestly throughout every process.  Feel free to contact Brendan by email at bmullins@elusav.com if you would like to arrange a chat, to discuss how we could assist your critical hires.