The comments by Martin Sorrell (Campaign Live 29.6.11) caught my eye – how refreshing to see someone addressing what is such a major issue in our industry, yet one that doesn’t get the attention it deserves considering that talent is all we sell, in effect.
Ask anyone in media land what the biggest challenge they face in their business is, and I bet ‘finding the right people’ comes near to the top. And ‘nicking staff’ will always be an effective, if uninspiring, way of doing this as companies look to take on a safe bet. A proven candidate will naturally come from a competitor. Employers need to be open to the potential of a broader range of people who can be developed into the next company superstar.
There’s also the argument that by doing something as simple as listening to the needs and desires of employees there wouldn’t be as many gaps to fill and the recruitment merry-go-round would spin a lot slower.
Although there is no substitute to the good old-fashioned face to face interview, using tools like Personality Profile Analysis can help make sure that your ‘safe bet’ really is safe and not a risk that you end up regretting. The cost of losing an employee in their first nine months lies between two and five times their annual salary – recruiting the wrong person is a pricey mistake.
The industry needs to stop burying its head in the sand and think more broadly about recruitment if it wants to avoid this nuclear talent race – right person, right time – shouldn’t be difficult.