Recruiting your Competition
When I am asked to conduct a search for a client company, I am often expected to find a candidate currently performing the same role and responsibility, from a direct competitor. That’s a reasonable deliverable and where I begin to source qualified candidates. In order to recruit a candidate for a lateral move, consider the following:
In today’s candidate driven market, for an offer to be accepted, be prepared to offer that candidate a significant increase in cash compensation (up to 20 – 25%, vacation and benefits). I am consistently hearing from candidates they will not consider an opportunity without those parameters being met. In addition, if the candidate is making a lateral move, there should be a clear growth plan for their professional advancement in the future. Of course, there are other factors in considering a move to your organization: exceptional company culture, significant company growth (market share and top line sales), the opportunity to work with innovative and emerging technologies, etc.
If you’re not prepared to offer each of these components to a candidate, consider recruiting a candidate in a level below the role you’re looking for who has significant and proven industry knowledge, experience and successes like a current director stepping into a vp role. The ‘plug and play’ candidate is ideal, but if you don’t offer a considerable upside relative to compensation, vacation, benefits and career trajectory, your best option is a candidate that has proven themselves at the level below the role you’re filling.
Rob Wieska is a contingent and retained recruiter exclusive to the electrical industry with a specialty in Power Distribution and Building Automation, in addition to general Electrical Product Manufacturing. To learn more about how he can help your company identify and attract talent, check out his biography, view his LinkedIn profile or send him an email at firstname.lastname@example.org.