In the current employment market the candidate holds a strong position with multiple opportunities to choose from on an ongoing basis. Market forces mean permanent salaries and contract rates are on the increase and you will have to fight to secure the best talent available. Here are some practical tips that may help.
Sell the opportunity
Be clear about the opportunity you are offering the successful candidate. A good place to start is to ask yourself why you joined the company, why you have stayed and why you prefer it to working for one of your competitors? These reasons may well appeal to a potential employee. Try to cover the following within the interview:
• Career progression
• Technology progression
• Company progression
• Scope of project
• Sell against their other opportunities
• Your company's unique selling point
Be Professional
What happens to a potential employee when they apply for a job within your organisation? A recent study showed that one in four job seekers say they have been badly treated at some stage during the recruitment process. How you treat candidates will have a major impact on their willingness to work for you and/or recommend your company, ultimately affecting the reputation of your brand.
Think of the impacts the following actions can have on the potential employee;
• Being late for the interview
What would your perception be if they were ten minutes late for the interview? They are likely to feel the same about you, as an employer, if you keep them waiting in reception.
• Not calling on time for a telephone interview
Candidates who are working often find it extremely difficult to take time to receive confidential calls. Starting a telephone interview on time is no less important than starting a face-to-face interview promptly.
• Lengthy decision making process
Taking too long to give feedback or failing to be constructive can damage your reputation. Bad news travels fast and could harm your ability to attract good candidates in future.
Benefits package
A high quality candidate will consider the opportunity and the entire remuneration package, not just the basic salary, so it is worthwhile explaining all employee benefits carefully. Compile a detailed list showing your full remuneration package in the best possible light and allow the candidate to take it away with them so they are clear about what you offer and they can refer to it when making their decision.
What to expect when hiring
In an effort to eliminate duplication CVs the law has changed so that a recruitment company must now gain a candidate's permission before submitting their CV to you. Despite this new legislation duplicates continue to be a problem, wasting your valuable time and resources. Etica can show you a very easy way to avoid this. Contact us
here with
CV Duplication Solution in the subject field, and we will be happy to advise you.
Some recruitment companies still insist on submitting CVs without permission, which, apart from being illegal, disadvantages the candidate and wastes your time. Be firm and demand an ethical approach from your recruitment suppliers to eliminate this during your search.
In summary
Candidates may draw incorrect conclusions about your company if they lack sufficient information, so provide as much as possible, both positive and negative and don't leave anything to chance.
Paint a picture of how their career could develop with you; share your plans for the department and company with them, and most of all, even if this person isn't your ideal candidate, treat them well. Research shows 55% of people will tell at least three others about a bad experience, putting off other potential candidates. Protect your reputation.
At Etica we have extensive experience in attracting and recruiting the best candidates for our customers. If you would like any further help and advice we are always happy to discuss your recruitment needs.