How Does Your Approach to Hiring Stifle Your Efforts?

In today’s competitive job market, offering competitive salaries is no longer enough to attract top-tier talent. Many companies, especially in the Building Services industry, including Fire, Security, HVAC, vertical transportation and Water Systems, believe that an attractive salary package should guarantee a smooth hiring process. But time and again, they find themselves struggling to secure the talent they need, leaving critical positions unfilled for far too long.

So, what’s going wrong?

Even if you’re offering the best pay in your sector, certain hiring practices might be sabotaging your recruitment efforts. In this blog, we’ll explore common mistakes that businesses make in their approach to hiring and how these missteps can prevent you from attracting the high-calibre candidates your company needs to thrive.

1. Relying Too Heavily on Salary as the Selling Point

While salary is important, it’s far from the only thing candidates consider when deciding whether to join a company. Today’s job seekers, especially those in the Building Services industry, are looking for much more. Workplace culture, career development opportunities, flexibility, and benefits are just as important as the financial package.

The Problem:

• Lack of Comprehensive Benefits: If your compensation package lacks attractive perks like flexible working, career progression, training opportunities, or even healthcare benefits, candidates may look elsewhere, even if the salary is higher.
• Ignoring Work-Life Balance: Professionals in fields like fire safety systems, HVAC, vertical transportation and building engineering are increasingly valuing work-life balance. If your hiring pitch focuses solely on salary and ignores these factors, you may be missing out on great candidates.

Solution:

• Sell the Full Package: When promoting a role, emphasise not only the salary but also the company culture, growth opportunities, and benefits that make your company an appealing place to work. In a talent-scarce market, top professionals are looking for more than just a pay cheque—they want an employer who values their long-term development and well-being.

2. A Slow Hiring Process

In a competitive market, time is of the essence. Prolonged hiring processes are one of the main reasons companies lose out on top candidates. The best candidates are often snapped up quickly, and if your hiring process is dragging out over weeks or even months, you’re likely to lose out.

The Problem:

• Multiple Rounds of Interviews: While it’s important to be thorough, excessive interview stages can frustrate candidates and make them feel like they are being strung along. Top talent doesn’t want to jump through unnecessary hoops—they have options, and they won’t wait around.
• Delayed Decision-Making: If decision-making within your company is slow due to lengthy internal approvals or indecision about candidates, you could be losing top talent to faster-moving competitors.

Solution:

• Streamline Your Process: Reduce the number of interview stages and ensure that your team is aligned on who has decision-making authority. Automate administrative tasks and set clear timelines for each stage of the process. The faster and more efficient your process, the better your chances of securing the best candidates before they accept offers elsewhere.

3. Poor Communication with Candidates

First impressions count. The way you communicate with candidates throughout the hiring process can have a huge impact on how they view your company. Inconsistent, unclear, or delayed communication can leave candidates feeling undervalued and frustrated.

The Problem:

• Lack of Transparency: If you’re not transparent about the role, company culture, or hiring timeline, candidates may feel misled and disengage from the process.
• Ghosting Candidates: Failing to follow up with candidates, whether they’ve moved to the next stage or not, reflects poorly on your company. Candidates talk, and word travels fast in the Building Services community—negative experiences can harm your employer brand.

Solution:

• Communicate Consistently and Clearly: Keep candidates informed at every step of the hiring process. If there are delays, be upfront about them. Even if a candidate is unsuccessful, provide feedback and let them know you appreciate their time and effort. Good communication builds trust and makes candidates more likely to accept an offer when one is extended.

4. Focusing on “The Perfect Candidate”

It’s easy to fall into the trap of searching for the “perfect candidate”—someone who ticks every box in terms of skills, qualifications, and experience. However, this ideal candidate may not exist, and by waiting for them, you could be missing out on great talent who could grow into the role with some training or development.

The Problem:

• Unrealistic Expectations: By setting overly high expectations or a strict list of criteria, you may inadvertently narrow your candidate pool too much. You may also overlook candidates with potential but lacking one or two specific qualifications.
• Overlooking Transferable Skills: Sometimes the most successful hires are those who bring a fresh perspective or complementary skills from other industries. If you’re only looking for someone with an identical background to the previous employee, you could be stifling innovation and missing out on creative problem-solvers.

Solution:

• Be Flexible: Focus on the essential skills and experiences needed for the role and be open to training the right candidate on other aspects. Look for potential and transferable skills, not just direct experience. This approach widens your talent pool and helps you attract adaptable, eager-to-learn professionals.

5. Ignoring Employer Branding

In an industry where skilled professionals are in high demand, your employer brand can be the difference between attracting top talent and struggling to fill positions. If candidates don’t know about your company or have a negative impression of your workplace, they’re unlikely to consider joining, no matter how competitive the salary is.

The Problem:

• Lack of Online Presence: In the digital age, your company’s online presence plays a huge role in shaping candidate perceptions. If your website, social media channels, or employee reviews on platforms like Glassdoor are outdated or negative, candidates may lose interest.
• Poor Reputation: Word-of-mouth travels fast in niche industries like Building Services. If candidates are hearing negative things about your work culture, management, or career progression opportunities, they’ll likely look elsewhere.

Solution:

• Invest in Employer Branding: Take a proactive approach to building a positive employer brand. Regularly share stories about your company culture, showcase employee achievements, and promote your involvement in industry-leading projects like sustainability initiatives, safety innovations, or large-scale infrastructure work. Monitor online reviews and address any negative feedback in a constructive manner.

Conclusion: Fix Your Hiring Practices to Attract Top Talent

Attracting top talent in the Building Services industry isn’t just about offering competitive salaries. It’s about creating an efficient, transparent, and appealing hiring process that reflects the values and culture of your company. By addressing these common pitfalls—such as relying too heavily on salary, having a slow hiring process, or focusing on unrealistic expectations—you can significantly improve your ability to attract and retain the best talent in the field.

Are your hiring practices holding you back? Let Cento help you streamline your recruitment process and build a strategy that attracts top-tier candidates who are the perfect fit for your business.

Book a call with us today to discuss how we can transform your hiring approach and ensure you stay ahead in a competitive market.

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