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Junior Sales Executive - great start for someone wanting to get into sales
Salary: starting £14,000 to £17,000

Telford
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LMS Implementation Specialist 
Salary: £35,000 plus excellent benefits
Telford, Shropshire
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Skills shortage 1.jpg 


Is it time to be more flexible about the candidates
you'll consider and invest in developing them?

 

Hiring managers and recruiters alike have been bemoaning the skills shortage for some time, with some sectors being hit harder than others. 

Well, the situation is unlikely to get better on its own so employers need to come up with solutions.  A quick fix is to increase salaries and improve the benefits packages offered but this brings other challenges:

  • Some companies will not have the budget available for meaningful increases
  • Candidates will simply move on when an improved offer comes along
  • There are only so many perfectly qualified and experienced people out there for your role, no matter what you do. 

Aptitude and attitude
For longer term, sustainable success we need to invest time, effort and resources into candidates who display the aptitude and attitude required to become what we need within the business.  Business owners and managers have sought immediate returns for so long that we have convinced ourselves that we cannot possibly sacrifice any time to train people, or endure under-performance for any length of time. We state, matter-of-factly, “they need to hit the ground running”.  But, do they really?  And, what happens when they just keep running – especially to your competition?

Modern apprenticeships go some way to solving the problem at trainee and entry-level but what are we doing about roles that are more senior or genuinely require some practical experience and higher level skills? 

Is it time more of us considered experienced and skilled candidates from other industry sectors or those that have limited, or no, experience in what we consider to be a key area of the position?

Transferable skills
F
or example, as a multi-sector recruiter for decades, we often interview sales professionals that are excellent closers and fantastic at what they do…. only to have a client be adamant that they must have sold certain widgets into certain markets.  The only real reason to do this is to try to convert their order book.  This is a short-term view: where do you think those orders will go when that same sales person leaves you? 

Additionally, it has sometimes been found that this excellent account manager can happily bring you a finite book of business, and then seems completely incapable of driving new sales. Surely, you’d be better off with the best sales talent available rather than the best sales talent just in your sector.

The good news is that you only need to do two simple things to alleviate this problem: 

  1. Identify transferable skills, aptitude and attitude
  2. Invest time and resource in developing the right attributes.

I said SIMPLE, not EASY.  If you’re struggling to fill key roles and are open to adapting to changing market factors we’re happy to give advice.  No obligation.

Call Recruit Recruit on 01902 763006 where one of the team will be happy to help. 


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