Recruiting senior personnel – Thought it was easy but difficult!

At first, my friend did not accept any agency because he found that the current job is still quite favorable. However, during a year in a row, many gifts and congratulations on holidays and New Year were continuously sent. Recently, they continued to mention inviting him to work and offer a salary and a half times the current job. After thinking for a while, he decided to choose a new boat for himself.

In order to find suitable candidates, in addition to headhunting companies, enterprises also mobilize human resources within the company, especially senior leaders, to search for talented people based on their own relationships.

However, when choosing a new destination, not everyone "sails smoothly".

I have a sister, currently working as a branch manager of a foreign bank. A few years ago, some joint stock banks in the country invited her to work with the same or higher position than the old unit. Finally, she also accepted to work for a mid-range bank with an attractive salary and better promotion opportunities.

“At that time, I thought, if I work at a medium-sized bank, with less competition, I will have the opportunity to move up to higher positions. Some positions at the bank are my strengths,” she shared with me.

However, about half a year later, she realized that the new environment was not suitable, so her work efficiency also decreased. At that time, bank leaders put great pressure on because the market was in crisis. The culmination was the bank's announcement of staff reductions, with her name on the list.

“It is not only a battle between candidates but also a competition between businesses to attract talented people.”

In my years of working experience in the HR profession, I have many times encountered situations where businesses tried to invite a candidate but later realized it was a mistake.

This comes from both the business side and senior personnel. After working together for a short time, they realized that the 'marriage' was not good. And the immediate solution of the business can only be to find a replacement, otherwise it will greatly affect the business situation.

Hiring high-level personnel, as well as investing, always involves risks. And in order to choose the most suitable and least risky option, the business should also have some principles about the recruitment process, the maximum salary... for that position.

The salary race is only a method of bringing temporary benefits. But in the long run, this method becomes a double-edged sword that harms the interests of businesses and makes them exhausted in the recruitment race.

The underground wars in the high-level human resource market once again confirm that the supply of senior personnel is really not much.