Have you ever been oversold a role?
Have you ever found yourself overselling a role in the wake of a talent shortage?
I speak to candidates all day and one of the biggest reasons for leaving is…. “The job turned out to be completely different to what I was told it would be.”
In the wake of the pandemic, it’s been no secret that finding talent has been a struggle. Finding and retaining talent in the digital space is particularly difficult. The speed at which the digital landscape is moving is a little bonkers. Often the skills that are needed now could well be out of date within two years.
Employers have increasingly needed to make the roles they have on offer more attractive in order to secure the best talent. This could be relying solely on their brand (particularly if it’s a household name), offering benefits and attractive salaries, or simply promising things that they can’t deliver. Some companies have resorted to over selling. Offering perhaps, routes to progression that simply aren’t there, offering flexible or remote working when there really isn’t that option. Some have embellished the responsibilities and autonomy for the role only for it to be completely different once their new employee has arrived.
This leaves new employees feeling deflated, unmotivated and a little hopeless. They feel lied to and must decide to either suck it up or leave with the knowledge of having to explain to another prospective employer why their time at xxx was so short lived. Several of these situations arise and the candidate is viewed as a flight risk and a red flag.
For employers, people leaving because of overselling, leaves them exposed to criticism, dampens brand values, provokes more desperation to fill a role, more undeliverable promises, and the costs to hire continue to increase.
Some companies will opt to get the help of recruitment agencies but will often use multiple agencies at the same time. At times, in desperation, but also because there is a belief that by doing this, it widens the candidate pool. It doesn't. It creates competition which does nothing but ensure they don’t get the best out of recruiters. A fastest finger wins approach does not often produce gold candidates. It's the sloppiest way to recruit.
More importantly, it raises red flags to prospective employees. Think about it. If you see a house that has been on the market for some time, with multiple agencies, what is your first thought? I know what mine is. It’s “What’s wrong with that house?"
My advice would be to use one agency, with a dedicated consultant that understands your cause, your values and your pains. A consultant who specialises in your industry that you can use as a sounding board, use them for their knowledge of the market and the knowledge of their candidates needs and wants. Good recruiters are true consultants, get to know their clients on a deeper level and see themselves as 'in a partnership' with their clients.
Choosing a good recruiter can ultimately save companies a lot of time, effort, headache and money by helping to avoid hiring errors, overselling and high turnovers.
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