Even Bond Villains Need to Attract IT Talent

Tagged:IT Manager
Even Bond Villains Need to Attract IT Talent

How does Ernst Stavro Blofeld, Auric Goldfinger and even Dr Evil somehow manage to attract to their employ a seemingly unending supply of henchmen? In a post cold-war world might all have a good laugh with the idea that a super villain can manage to recruit the henchmen and henchwomen needed to implement such evil plans. Let alone the amount of IT talent needed to run those mega computers, move satellites, invent mega lasers and track the movement of a single target at any time, anywhere in the world.

Then President Donald J Trump managed to take over America, and the idea suddenly doesn’t seem so implausible. 

Not all of our clients are Bond Villains, intent on taking over the world; we do work with some who just don’t know what a great working environment they already have.

Sometimes it’s a focused democracy of ideas at work or maybe it’s that honesty shop or it could be being made to feel part of something big.

Or the pizza Fridays, we love pizza Friday.

It could even be the little things like the Security Man who is expecting me, asks me how I am and how my day is going, before directing me to a car parking space allotted for me.

Recruiters will always tell you that wearing a tie is essential, as is the suit and you really can’t forget to shine your shoes either. Placing those same shoes on the other foot, what do clients need to do to impress candidates?

There is a tonne of information for how to impress your hiring manager, but what about the other way around? How does a hiring manager impress a candidate?

When a candidate sits in front of a prospective employer and fails to smile or uses negative body language or even – it happens – slags off a previous employer, it sends out a clear message to the client. And it’s not a signal to roll out the red carpet. But the focus isn’t always on the candidate.

In a candidate market, employers might want to be checking the mirror themselves. A hair out of place here, an ill-advised comment about existing staff there, or even being unable to resist checking emails on their smartphone. In fact, any lack of preparedness or professionalism on behalf of the client can send out a warning signal to candidates too, and they are often bright red flashing ones.

Much of presenting the right image for a company starts with the recruiter; it is our responsibility to convey the right messages and information about a company to the candidate. Once we have convinced a candidate that impending world domination is just around the corner (clients – you did say global expansion, it’s in my notes somewhere), the client must then ensure that the same positive vibes are present at interview stage too.

When a company gets the little things right and considers what really matters for employees, it ends up having candidates who want to work for them and who want to go head in the same direction. Not just another candidate that wants another job because the last one didn’t feel right.

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