The title of this blog post is a fair question to ask, and there are multiple reasons why this is the case.
First of all, the answer to the question doesn’t depend upon the state of the economy or the employment marketplace. It could be a good economy and a candidate-driven market, it or could be a bad economy. The answer to the question is pretty much the same—or it should be.
When an organization is looking to fill one of its open positions, its criteria for hiring should be to want to hire the best candidate in the marketplace.
You might read that and think to yourself, “Of course an organization should want to hire the best candidate in the marketplace for its open position. Why would that NOT be its criteria for hiring?”
Because for some organizations, it’s not their criteria. Instead, their criteria is to hire the best candidate in the marketplace who is actively looking for a job.
There is a difference between these two groups of people. There is a difference between the best candidate in the marketplace and the best candidate in the marketplace who is looking for a new job. And that difference is this: the best candidate in the marketplace is better than the best candidate in the marketplace who is looking for a new job.
Typically, the best candidates are not looking for a new job. That’s because their employers are keeping them happy where they are. Their employers recognize the value that these candidates provide, and the last thing they want to do is see these employees walk out the door to join another organization.
However, those are exactly the employees that you need to be targeting when attempting to hire, especially when you’re attempting to fill important, high-level positions.
There is a substantial amount of difference between hiring an A-level candidate and hiring a B-level one. And that difference can be found in your organization’s bottom line. An A-level candidate contributes considerably more to the bottom line in the long term than do other candidates.
The problem is that A-level candidates rarely, if ever, conduct active job searches. That’s because, as stated above, their current employers are doing everything they can to keep these candidates satisfied.
So if, as an employer, you only consider candidates who have applied for your open positions, either through online job postings or otherwise, chances are good that you’re missing out on A-level candidates. That’s because the B-level and C-level candidates are the ones who are primarily conducting active job searches.
And as stated above, this is true both during a good economy and a bad one. That’s because organizations value their very best employees ALL of the time. That’s because they need the value that these employees provide ALL of the time.
So ask yourself: what’s your criteria for hiring in this current market? Do you want to hire the best candidates . . . or do you only want to hire the best candidates who are looking for a new job?
If you’re looking to hire exceptional candidates, then we invite you to connect with our team today and see what The Doepker Group can do for your organization.
We also invite you to click HERE to find out even more about the many services that we offer to employers.