Comp packages, salary negotiation second biggest issue: Survey
Recruiting definitely has its share of challenges, according to a survey by global staffing firm Robert Half.
When it comes to the most difficult part, “generating interest from qualified candidates” is tops (32 per cent), followed by “developing compensation packages and negotiating salaries” (20 per cent), “reviewing application materials” (18 per cent), “asking the right interview questions” (17 per cent) and “creating job descriptions” (13 per cent).
As for those job descriptions, “identifying essential versus nice-to-have qualifications” is the biggest hurdle, found the survey of 600 senior managers in Canada. Others include:
- Identifying the necessary interpersonal and soft skills (25 per cent).
- Accurately describing job duties (18 per cent).
- Describing the company in a compelling way (16 per cent).
- Determining the appropriate job title (13 per cent).
As for why a candidate might not accept an offer, 28 per cent of managers said it’s because applicants accepted another position or counteroffer. Twenty-five per cent said the compensation and benefits were lower than expected.
Other reasons include limited opportunities for career growth or advancement (18 per cent), poor fit with job description (14 per cent), poor fit with corporate culture (11 per cent) and limited employee perks (seven per cent), found Robert Half.
"Companies can't rely on basic job descriptions or a standard compensation package to land exceptional talent," said David King, senior district president at Robert Half. "Candidates today have more options than ever and are drawn to organizations that promote compelling roles with clear growth opportunities, a positive work culture and robust benefits."
To hire successfully it's essential that companies make themselves visible, he said.
"Develop a well-rounded, active hiring strategy that leverages established professional networks, industry events, social media, and specialized staffing firms, who can help hone and manage the process."
Aside from poor performance, the survey found the most likely reasons for a failed hire are:
- mismatched skill set (32 per cent)
- unclear performance expectations (26 per cent)
- personality conflicts (22 per cent)
- failure to fit into the corporate culture
