Throwing money at candidates?

In the ebb and flow, supply and demand world of creative services and the economy, the pendulum is swinging, or has swung, back to candidates/employees in certain areas such as interactive/new media design, motion graphics and development

When trying to hire these folks, or anyone else for that matter, if you find the need to increase salary offers, pay more than you want, more than the position has historically earned, and generally throw money at people to hire them, you have problems. But your problems are not purely monetary.

Your company is not a desirable place to work. And in the war for talent, that is a dangerous place to be.

Your culture may be broken. You may be in a undesirable location. Your firm may have a bad reputation on the street. The work you do may not be considered top notch. Whatever the reason, companies need to set out improving them immediately or risk being marginalized and left behind.

The goal is to create and develop an organization where people are pounding the doors to come work for you. And when they are, you know that salary and pay is not the driving factor; it becomes a secondary discussion. You can pay well of course, but the complete picture is such that people get more than money. And that’s really what the good employees want. The want a vibrant culture, opportunities for growth, a supportive management team and the chance to do great work and get rewarded for it.

You’re on your way to a people positive culture.

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3 Responses to Throwing money at candidates?

  1. Kelly Totten says:

    Agreed. Treating employees well and generally being a great place to work definitely reduces the need to throw money at candidates. You mention several reasons why candidates may not want to work for an agency without an impressive salary. Do you suggest employers start with an anonymous survey of current employees to begin to uncover where their problems may be?

    • potestio says:

      Surveys can be a great way for companies to find out what the employees think about the organization, good and bad. But surveys must be tools for change. Having results fall on deaf ears with no follow-up action just perpetuates the problems that exist.

  2. Pingback: The Cost of Business Culture (especially in creative agencies) | CrackerJack Accounting

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