"The Hiring Tap is Dry, but Only in the Off-Season?"
The Business of Furniture - 11/9/16 Edition
Stephen Says Column
Dear Stephen,
I am the Principal of a dealer in Philadelphia. We have been trying to hire for most of 2016. We are looking to fill all types of positions--everything from sales people to project managers. I even think I want to bring on a VP of sales. My problem is that I am getting nowhere. I tried contingency recruiters, networking through LinkedIn, I have run “Helped Wanted” ads, and even I have even asked people from manufacturers we do business with if they know anyone who might want to come work for a dealer, promising to pay them more money here then they might be making. No luck. I know it isn’t because my business has a bad reputation, either. I read BoF, so I have already checked my company’s rating on the internet, and we are at five stars. Everyone here loves it, it is like a second home to some of my employees--a number of them convinced me to buy a television for the office so we could all watch a certain television show about finding love together. Maybe that was too much information, but I just wanted to give you an idea of what it is like here. Anyhow, when I talk to executives from competitive dealers or from manufacturers, they tell me they are having the exact same problem. I appreciate the economy is stronger and people are making money again, and other companies have the money to hand out counter offers, and generally hiring takes longer than it ever has before, but it cannot be impossible. I mean, every once in awhile I do hear of people changing jobs. It is like I am wondering in a desert of rejection. How do I break this hiring dry spell?No Hires on Tap
Dear No Hires on Tap,
Funny you should ask because, as a matter of fact, there is a little bit of a tip that I have been saving for the right moment, and now seems like a good time. It is a little secret you might not know about. Right now, across the industry, it is taking twice as long to fill each position as it did a year ago. A search for us for a manufacturer takes at least six months, and for a dealer, even longer. We have even been forced to start a waiting list before accepting new clients. It’s true that anyone worth hiring gets a counter offer, and yes, again, that your Glassdoor.com reviews can influence a candidate’s decision to accept an offer, and do not overlook your “word of mouth” reputation. That is just as important. What people are saying about your dealership and what the market place thinks of you--the “dealer owner”--is just as important as what is on the internet. I believe you that you have created a great working environment, though--your television preferences notwithstanding.
So with all this good, where does the bad come from? In your situation, you should be thinking of it less as finding the problem to fix and more as a solution to the problem of hiring in the first place. Here is my secret tip, you may have heard it in other settings, but it is true here too: “timing is everything.” That isn’t too helpful, though, right? How do you know what timing is the right timing? Well, you didn’t think I would only give you half of the secret, did you? The answer is that the last quarter of the year (now) through the first quarter of the following year is the best time to attract and hire new people. All of this means that now is the best time to identify candidates and court them! Yes, timing is everything, and the time is now! Why? Because most employees in our industry at all levels--sales, project managers, sales assistants and even managers--can get bonuses at the end of December 2016. Often payable in January 2017. Most people already have a good idea of what that bonus will be and many will feel it is not enough, but will still want to be sure to get it, Once they get it, they are ready to bolt! So it is your job, either on your own by running ads or scouring LinkedIn, or by partnering with a recruiter, to find those people now. You have a limited window to start working your magic on candidates, even go back to people who told you “NO” six months ago. Believe me, there are people. They might not be so easy to find, but they exist. Explain to candidates that you are recruiting now for your January 2017 hires. Paint a picture for candidates at all levels, tell them that you assume they may be getting a commission or bonus at the end of the year. Ask when it is paid. And when they tell you, ask them how their future looks for 2017. Ask them if they got a raise, chances are the answer will be no, and that is when you pounce. Tell them that now they are. Let them know that there will be a spot for them after they collect their bonuses. Then all that is left is making the offer.
So, that is the solution to your problem. You have been looking too early. But now is your chance to double your recruiting efforts. Go full bore from now through the first quarter of 2017! In fact you are already a bit late!
Stephen
You can send your workplace questions to Stephen at: StephenSays@bellow.press.
Questions selected to be answered, will appear in this column. Please use the Subject: Stephen Says for all emails. Stephen Viscusi is a bestselling author, television personality, and CEO of The Viscusi Group, global executive recruiters located in New York. Follow Stephen on Twitter @WorkplaceGuru, Like Stephen on Facebook; and follow him on LinkedIn.
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