Faced with the scarcity of human resources and fierce competition in the battle to recruit senior personnel, businesses need to conduct the right strategies to attract and retain talented people. In addition to fostering internal human resources, businesses also need the help of headhunter services to find high-level human resources quickly and reliably.
1. Senior personnel - the ace of the business
In the enterprise organizational structure, human resources are often divided into: Staff, Managers and Directors. In particular, senior personnel from the management level and above only account for 10% of the number of employees, but they are the ace of the business with 80% of profits.
Senior personnel are the ace of businesses
Senior personnel are those who have the qualifications to do strategic work, pitch ideas, and manage people. In the current context of integration and competition, senior personnel will be the guideline to guide businesses to success by the shortest path. At the same time, outline a strategy to steer the business ship through the storm.
To evaluate the qualities of a senior personnel, it is necessary to base on 3 factors: Knowledge, Skills and Attitude. A senior employee should have a wealth of professional and social knowledge; full convergence of skills (leadership, problem-solving, analysis and problem solving, negotiation and decision-making, behavior, independent work as well as teamwork); serious working attitude, full of passion, enthusiasm and dare to face the challenges that the job brings.
According to a survey by Navigos Search Company, senior positions are always sought after in all fields and industries. In recent years, the number of overseas factories moving to Vietnam has increased, the e-commerce industry has also developed strongly, and startups have been born... have made the demand for high-level human resources constantly increase.
Meanwhile, the high-level human resources in the Vietnamese market mainly focus on the fields of: manufacturing, finance - banking, consumer goods - retail and information technology. Therefore, facing the urgent needs of businesses and fierce competition in recruiting personnel, businesses need to take the right steps in the process of recruiting and retaining senior personnel.
2. The secret to successful recruitment and retention of senior personnel
Search, build and foster a system of potential candidates internally
To recruit high-level personnel is not easy, the recruitment process can take from 2 to 3 months. With some specific occupations, human resources are even more scarce, the recruitment time can last up to a whole year. If you wait until the senior staff quits to start looking for new employees, the business is wasting time, in many cases, disturbing and affecting the development of the business. Therefore, enterprises need to take proactive steps in finding, building and fostering potential candidates internally to compensate for the shortage of senior personnel.
Fostering and building a system of potential senior personnel
Understand the feelings of candidates
Although senior human resources in the labor market are scarce in both quantity and quality, most businesses have quite similar strategies to attract talent. They only offer a high income with an attractive benefits package. This does not create an advantage to win the battle for good personnel. Therefore, businesses need to outline the right strategies to meet the needs of senior personnel. In which, understanding their psychology is indispensable.
So what are senior employees expecting from businesses? What can businesses provide? According to
headhunter experts at Navigos Search, in the process of interacting with candidates, they are often interested in some information such as: corporate brand, corporate culture, working environment, salary and bonus policy, compensation and development opportunities in the position they apply for. Therefore, businesses need to set up appropriate policies to attract talented people to join the ranks.
Know your strengths
In addition to the salary and compensation regime, the group of senior HR candidates is also interested in the next plan on their career path. Therefore, businesses need to show candidates clearly and in detail the job orientation and development opportunities when joining the company.
To do this, businesses need to clearly understand their strengths, and at the same time determine their position on the map of businesses in the same industry. Senior candidates are those who have a lot of experience and expertise to evaluate any information the business provides. That's why it's so important to make a good first impression.
Information security is important
Show the highest level of professionalism to potential senior HR candidates by reaching out to them via private email addresses or via personal social media profiles. It also ensures confidentiality throughout the entire process.
Confidentiality of senior HR candidates is essential
Build positive relationships and deliver great candidate experiences
In the face of competition, recruiting senior personnel and convincing candidates to work is not easy. They are qualified, talented and famous people, sought after by many other businesses. Therefore, businesses need to make efforts to give candidates a great experience and always put the candidate at the center of the recruitment process. Enterprises should not mention the purpose of recruitment but need to learn and discover the candidate's motivation by asking the interview question "What are you most proud of during your career?". From there, offer attractive invitations to attract these senior personnel.
In addition, businesses also need to be patient in recruiting senior personnel. Determine to invest time and effort to find the most suitable candidate.
3. Where to recruit senior personnel?
Candidates need to have high expertise and management capacity so the recruitment process is not the same as recruiting ordinary candidates. Enterprises can recruit senior personnel from the following sources suggested below.
Recruiting through referrals
Networking in recruiting senior personnel is very important. Businesses can take advantage of referrals from current senior personnel, or internal relationships in the industry. Besides, there are personal contacts and connections on social networks to be ready to meet the requirements of recruiting senior personnel in Vietnam.
Recruiting senior personnel through referrals and industry relationships is the right choice
When recruiting senior personnel through referrals, businesses will shorten the process as well as save time and recruitment costs. At the same time, assess the capacity and ability to find the most suitable candidate. However, businesses need to have a salary and bonus policy, accompanying benefits and speed of decision to keep candidates from the offers of other employers.
Internal resources
For specific industries, the most suitable way to recruit talent is probably promotion and search from internal human resources. These candidates have been challenged in terms of capacity, working attitude and sense of responsibility in the company, so they will have high industry compatibility and the ability to take over work in a high position faster. Besides, businesses can also save time, costs and encourage the spirit of current employees to work more actively and effectively.
However, when recruiting in this form, enterprises need to have clear evaluation and promotion standards to avoid causing internal disunity. Besides, it is possible that internal candidates will not be able to bring improvements and new features in the business because they have been used to the way of working and thinking for a long time.
Headhunter
Using headhunter service is one of the most effective forms of recruiting high-level personnel. The companies that provide headhunting services often have a quality networking system, an understanding of the recruitment market and specific fields. With long experience and reputation, professional headhunters will have a list of bright candidates, helping businesses find the best candidates in a quick time.
Navigos Search is the leading high-level talent search service provider in Vietnam
Navigos Search is the leading high-level talent recruitment company in Vietnam with a team of experienced, highly qualified consultants and a comprehensive database. With 300,000 candidates in the affiliated database and 100,000 in the secret database, Navigos Search will advise and select the right candidate for the recruitment needs of the enterprise in the fastest time.
Through technology application platform
With an abundant number of candidates and millions of visits every day, every month, recruitment websites like VietnamWorks, Navigos Search are always chosen by businesses when they have a need to recruit high-level personnel. However, recruiting high-level personnel has its own characteristics, so in addition to the traditional form of posting, businesses need to actively search and "hunt" for candidate profiles that match the given requirements.
Recruitment through technology application platforms will help businesses access potential candidates at a lower cost. However, it takes a long time to find the right senior staff and businesses need to find a reputable recruitment platform to find the most suitable candidate.
4. Interviewing senior personnel experience
After selecting the number of potential candidates, the interview stage is very important. However, interviewing senior personnel is not easy, because they are highly experienced and specialized people who can raise tough questions for the enterprise's HR team.
Prepare for the interview
Not only each candidate but also the employer must prepare for the interview, especially the high-level HR interviews. Businesses need to remember that interviewing is a two-way process, and senior positions are not simply filling vacancies. These candidates may be the manager of an entire department or branch of the business. Therefore, employers need to have specific knowledge, skills and strategies to convince senior personnel to join the business.
Ask questions for candidates to talk about management experience, successful projects, and numbers achieved in their careers. At the same time, take the time to learn about the candidate's habits, actual achievements, etc. to be able to communicate effectively.
Ask the right questions
When recruiting senior personnel, the important thing is not how many questions to ask, but what the business asks. Businesses can refer to Google's senior recruitment questions. On this platform, businesses will find shared interview questions from professional HR professionals suitable for each industry and position.
Turn the interview into a conversation about the industry and the business
Besides, businesses also need to ask the right questions for the position they are recruiting for. The interview questions need to exploit the qualities to look for in senior personnel such as: strategic vision, leadership ability and approach to goals.
Personalize the interview
Personalizing interviews with each candidate is the most effective way for businesses to find talent. Businesses need to learn carefully about candidates about important information and achievements in their careers. Once you know the background, experience and working skills of the candidate, the company will better position the question.
When interviewing, corporate HRs also need to know how to react to the candidate's story and ask probing questions instead of making general comments. Think of the interview as a conversation about the industry, about the trends, opportunities, and challenges the business will face. This will help the interview take place successfully and the business will also assess the qualities, personality, literacy and experience of the candidates.
Group interview to find the most suitable candidate
Senior personnel is a very important position, so the company needs to make informed and firm decisions when conducting interviews. Businesses can also organize group interviews to make a fairer and more objective decisions. Depending on the position, the interview team may include the human resources department and the company's board of directors.
The process of recruiting senior personnel is very complicated, requiring a lot of time, effort and cost. Enterprises must understand that the benefits that these talents bring will be greater than their costs, not only in profits but also in business management and operation. With the current scarcity of senior personnel, businesses need wise strategies and careful preparation to compete successfully and recruit the most talented employees.
Navigos Search -Vietnam's leading
middle and high-level talent hunting company