In the current candidate rich market, it can often be a daunting task to try and find the candidate with the right skills, experience and personality to fit within your business. To ensure you attract the right type of candidates, here are a few practical tips that may help.
Sell the opportunity
In a job description, telephone or face to face interviews make sure you are clear about the opportunity you are offering to the successful candidate. Often a good place to start is to ask yourself why you joined the company, why you have stayed and why you like working where you are rather than with one of your competitors. These reasons will help any potential employees to understand why your business is the place to be.
Always remember that the interview is not just for the candidate, they are also interviewing you. So try and prempt any question they may have and cover:
• Career progression
• Technology progression
• Company progression
• Scope of the project /role
• Your company’s unique selling point
What happens to a potential employee when they apply for a jobs within your organisation? Studies have shown that up to one in four job seekers have been badly treated at some stage during the recruitment process. How you treat potential employees, and the impression they gain of you during the recruitment process with have a major impact on their willingness to work for you in the future. Even those you chose not to employee this time round could be valuable contacts in the future, so it is worth treating them well.
Consider the impact of the following actions can have on potential employees:
• 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.
A high quality candidate will consider the entire remuneration package, not just the basic salary. 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
The change in legislation now means that a recruitment company must have candidates permission before they submit a CV to you. Despite this there still can be some duplicates in submittals wasting your valuable time and resources. We not have an easy way to avoid this. To find out more please send us a message here (please let us know in the subject field you want to know more about CV Duplications Solutions).
If you are having problems with this in the mean time, be firm and demand and ethical approach from you r recruitment suppliers.
By providing as much information as possible, both negative and positive, to potential candidates means they have the best possible chance to view you company in the right light.
Paint a picture of how their career could develop with you. Share your future plans for the department and the company as a whoe. Most of all, even if they don’t turn out to be your ideal candidate, treat them well.
At Etica was have extensive experience in attracting and recruiting the best candidates for our clients. If you would like more advice, or help with your recruitment needs please drop us a line or email here.