In Indirect Tax recruitment world, the tortoise hardly ever wins the race against the hare.
As you can probably tell by the fact that I haven’t had chance to write anything remotely interesting recently, both Emma Wade and I are super busy right now round here at BLT Recruitment – the VAT and Customs/Trade recruitment market has gone ‘nuts’ again here in the UK – we’ve got lots of great people lined up to start fab new in-house and professional services Indirect Tax roles in the next few months.
As always, the Indirect Tax recruitment market is super competitive for the best talent. Pretty much all of these placements have had multiple things running…and for employers who’ve missed out on any of the candidates we’ve been working with over the last few months, here’s a friendly reminder as to the usual reason why:
YOUR RECRUITMENT PROCESS RUNS AT A SNAIL'S PACE
Fix it! Feel the need for speed:
- Decide whether to interview pronto
- First and second interviews need to happen within a fortnight; ideally quicker. Third interviews? Forget it.
- Detailed feedback needs to be provided the day after interviews.
- Immediate offer decision after final stage.
- Initial offer has to be the best it can be.
- Contract generation the day of the verbal offer.
You snooze, you lose I’m afraid. There’s nothing more attractive to candidates than feeling wanted – and the best way to do that is create a sense of urgency. That, and creating a personalised, interactive and human recruitment experience for both employer and prospective employee.
So whatever’s holding things up - whether it’s your own speed of decision making; whether it’s internal recruitment processes; whether it's other people’s dithering; whether it’s red tape or technological impediments – sort it!
blt vat customs globaltrade indirecttax needforspeed
- Guy Barrand