Easy to find candidates but difficult to hire!

  • Reading time:6 mins read

If you do not say yes to the following questions, you cannot keep your head buried in the sand for much longer (ostrich effect) — just because it’s time to ask the critical question if your hiring strategy is the right one.

It’s ridiculous but we humans are also very dumb at times—especially when we try to pretend there isn’t a problem when there is one.

So, the 10 questions are:
  • Do you see enough candidates from your own industry and direct competitors?
  • Are all candidates you interview actually qualified?
  • Is your recruitment process quick, efficient, and candidate-centric?
  • Are your candidate offers being accepted by your preferred candidate?
  • Are your recent new recruits performing to your expectation?
  • If you work with several recruitment companies, do they all have unique candidates that another agency did not have?
  • Do you understand that candidate-management, incl regular status updates, is part of your corporate branding?
  • Does your third-party recruitment partner provide free services such as psychometric and cognitive assessments, medical check-up, background investigation, coaching support? To mention some value-added benefits.
  • Does your onboarding start the day after you and the candidate signed the employment agreement? And do your newly hired candidates always turn up on their first day of employment?
  • Does your company teach the hired candidate how to give notice to the current employer and provide training on how to reject counteroffers?
  • If you answered YES to all these questions, you could stop reading now. I’m impressed.
    You are truly exceptional, and I congratulate you and your team.

    If you said no to even one of the questions above, my qualified guess is that you are frustrated. And that leads to these assumptions / questions:

    • You see your preferred top candidates joining your direct competitors?
    • How much time have you wasted seeing unqualified candidates?
    • Is your slow recruitment process, resulting in the loss of top candidates?
    • Are your rejected offers of employment complicating your recruitment results?
    • Are your poor performing hires disrupting your operation?
    • Do you feel you are losing the attention of your current recruitment partners?
    • What happens if you do not meet your recruitment goals?
    Easy to find candidates but difficult to hire!

    Don’t think for even a minute, that just because you can find someone’s profile on the job boards (Glassdoor, LinkedIn and the like), that the person is looking for a job.

    Pre-COVID research made by several organizations, including LinkedIn, shows that only 16% of a population can be called active candidates. That is the candidate who is checking the internet job boards daily to find a new job and is open when the recruiter calls or emails.

    So how do you reach the 84%?

    And for Thailand in particular, only 25-33% of higher educated Thais have a LinkedIn profile. Add to that, that very few use their profile actively on daily basis.

    What fee do you pay an executive search firm?

    The number of recruitment companies in Thailand is relatively low compared to other markets in the region. Only a handful of firms in Thailand qualify for the label Headhunters, Executive Search & Recruitment.

    These firms will charge 4 months’ compensation on what you pay to your successful candidate. But keep in mind that you will have many free value-added services for free. And I mean a LOT.

    Compare to the recruitment companies that for white collar mid- to top management positions will charge you 2.5 – 3 months.

    Call to Action: Time to contact me now

    Get a free audit of your current recruitment practice and processes. Learn how the best hiring companies in the business manage their talent acquisition.

    I have been a headhunter in Thailand for nearly 20 years. Trust me.

    Email me NOW – tom.s@tomsorenesn.in.th

    Tom Sorensen

    Tom Sorensen is an executive search veteran with over 25 years of experience recruiting in Asia, Europe, and Africa. He has worked in executive search in Thailand since 2003 and is recognized as one of the country’s top recruiters and most profiled headhunters.