Developing jobs, overspecializing in certain areas of activity and leaving the countries for new opportunities, new challenges or a better life by more than 2 million qualified Talents in aquaculture industry have brought the industry to the situation where we pay even more for a candidate that suits our expectations.
Recruitment, the predominant theme of all organizations. We cannot find people anymore; if we find them, they are not well prepared; if they are trained, they have too high claims, and if they are perfect, they sure put their cap in the wrong position from the point of view of organizational procedures. 10-15 years ago, recruitment was one of the simplest activities that took place both in consulting companies and in employers' organizations.
Today, large companies with many hiring processes per year have built recruitment departments with direct competition towards Head Hunting companies. This companies bases their recruitment on own databases created after search on job boards, social networks such as LinkedIn or Facebook, referrals or open applications hoping to identify the perfect Talent.
Here is the ethics in bidding; there are companies that work with both the man seeking the company and the company that the candidate works for. Actually, they make an offer to get your man, then they help you, too, find a replacement. We may say that it is fair at first sight to do their job as Head Hunting, but on the other hand, this practice is not ethical to the client from whom you take the employee. Yes, you can offer a candidate from your client if he does not work for that company, but not to call his attention to a new job, following the "I just informed him" principle.
So how should we work with Head Hunting? Simply, to accept their price on condition that they do not reach any of their own employees for a period of 1-2 years. Alternatively, we organize our own recruitment department (as we have already done over 50% of large companies) and we act as an internal consulting firm.
Now let's see what we should do, what other solutions are available. A good practice model would look like this:
This good practice model and even is available on AquacultureTalent, where companies with or without in-house recruiter or hiring manages, have the control and the possibility to work closely with our recruiters in a perfect partnership.
If you respect good practice, your replacement costs for employees, medical leave and free days will decrease, retention and productivity will increase, and the wellbeing, as mentioned and desirable by all, will make its presence effective with ultimate effect on productivity.
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