Another War on Talent - Article by Amanda Underhill
The importance of human capital is stronger than ever as we enter another war for talent. As the economy strengthens so has the need 
for companies to engage with HR candidates whether they be from different sectors, contractors or candidates that don’t hold the CIPD qualification.
This is an age-old concern for internal and external recruiters, but one that still needs to be tackled whilst candidates are at a premium. Over the last 10 years at Ashley Kate HR & Finance, this topic has been raised more times than I have eaten a Mr Whippy ice cream and for those that know me, know I would marry one if I could! But nevertheless, it is a daily topic.
I am not suggesting moving a long term public sector candidate into a retail environment, but surely neighbouring sectors should be considered? Or offering a ‘professional’ contractor a permanent role, but more focus should be on HR professionals who have found themselves contracting due to economic climate. Surely current experience far out ways someone who has been in long term unemployment? So how important is sector experience and a solid career history and the ever ‘important’ CIPD qualification. Collectively all of these candidates are being overlooked for their most obvious assets; experience, quick delivery, quick-win ideas and adaptability.
Remember the saying – “if you always do what you have always done, you will always get what you have always got” As specialist recruiters, we believe it’s our job to challenge back; to ensure we are marketing our candidates full potential and experience.
I once worked with a retail client who expressed all candidates come from the retail sector – there was no negation on this. After discussing the role in more depth and the challenges ahead, we agreed to look away from just retail, but also to look at candidates who have a solid background in a sales organisation (a fair compromise I thought). Excited by this, I knew straight away who the right candidate would be, and within 24 hours had the CV in front of my client, only to be greeted with a decline! I knew this candidate was right for the job and the company so I was not satisfied with this and I challenged back.
They had been declined on sector, my client hadn’t explored the companies my candidate had worked for and assumed there wasn’t a fit. I had developed a good relationship with this client and built on trust and industry knowledge, thus surrendering and interviewed them. Long story short, my candidate got the job with an increased salary increase. A very embarrassed client thanked me for my candidness and eight months later filled another 2 HR roles for them.
So what should hiring managers and recruiters consider when recruiting;
- When disregarding that CV, relook and rethink!
- If you don’t know what a company does – look it up, you could be missing out on a gem!
- If a candidate has had a lot of contract jobs – is this really such a bad thing? Look for the positives and imagine how much knowledge and experience they will bring.
- Does a qualification really matter or could it actually be just a desirable?
Imagine you are actively looking for work; your skills are transferable, right? So why aren’t theirs?
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