How to Recruit the Best Talent in a Candidate Driven Market
Posted on Thursday, February 1, 2018 by Adrian Foster — 1 comment
For a long time now we have been told that it’s a ‘Candidate Driven market’. My opinion is that this is probably true for some roles.
But what does this really mean for your recruitment processes?
Good Candidates are extremely likely to have a few opportunities in the pipeline at any given time and this is especially true for those candidates who have skills that are particularly hard to find. This doesn’t mean that Clients should react by increasing salary levels to attract the best candidates (although I do concede that this can certainly help).
Here are my top three tips to help you secure and hire the best candidates for your business (even if they are in demand elsewhere):
One - Always Be Closing!
‘Closing’ a candidate is normally associated with the final stage of the interview process when you make an offer to a Candidate.
But is this really where ‘closing’ should begin? I would argue that closing should begin the first time you meet the candidate. You need to sell your brand, ideas and above all - passion!
Even if you don’t yet know if you want to hire the candidate it is a good idea to sell your vision, opportunity, career development possibilities and passion for the business. If you get used to doing this with every candidate then when you are presented with a superstar your passion will come across without you even having to try - and that’s when it will be most effective.
Importantly, if you are closing from your first interaction with a candidate then you won’t have to differentiate your offer on salary alone when you do eventually make an offer.
Two – The Candidate Experience
Here – honesty is the best policy. Open and frequent communication during the recruitment process will make the candidate feel valued and supported. From their very first interaction with you a Candidate is evaluating you, your brand and the opportunity. Any undue delays can cause a Candidate to question an opportunity.
I know that sometimes delays are unavoidable but if there is going to be a hold-up then let the candidate know in advance.
Think about it – would you really feel wanted if there was a two week delay between a telephone interview and a face-to-face meeting? Would you really want to join a company that takes three weeks to decide if you are right for them?
If you have a candidate that you really like then why not connect on linkedin? Consider emailing them to let them know you are looking forward to seeing them again, make sure you know where else they are interviewing and simply ask them how your opportunity compares. This will give you the chance to sell your opportunity again and address any concerns that the Candidate might have.
Three – Think about Your Hiring Process
Think about your hiring process and how you can improve this. The shorter or more streamlined your recruitment process the smaller your chances are of losing a potential candidate. Is a three step interview process really necessary? While you are carefully taking the time to slowly consider the qualities of each candidate – they are considering offers from others too. Schedule initial and final interviews close together and as always keep in constant communication with your candidate during this hiring process.
If you need the candidate to do a technical test or task to demonstrate their skills have this ready before you start the interview process. My experience is that any good Candidates will happy demonstrate their technical expertise but they might not wait a week whilst you ready the task for them.
Follow these three tips during the recruitment process and you could find that you don’t have to offer the highest salary to make your offer the most appealing.
Good luck recruiting!
I am a recruitment specialist with 20 years recruitment industry experience. Contact me now to see how I can help your company recruit the right staff for your business.
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