Planning Your Recruitment Process
It’s one thing finding the best candidates for your latest recruitment process but how do you keep them interested after the interview especially as they are the first one you have met but you have decided from the outset that you “need” to meet 5 applicants to have a good comparison.
This is a modern day dilemma that seems to be on the rise, you like what you see and want to offer them the job but you have already committed to the recruitment process, though it is annoying that one of the other applicants has just gone off on a 2 week holiday!!
To keep candidates interested throughout the recruitment process they need to be kept engaged and informed and the process needs to be fluid.
When using a reputable agency and by establishing a close relationship with that agency you can work together to make sure this all flows smoothly and everyone is kept in the loop.
Here we look at some of the best ways to minimise the risk of having problems with your process in the future.
Collection of data
Even before the interview, you can put your candidates off by almost forcing them to fill in lengthy application forms that duplicate much of the detail that they’ve included on their CVs. Take a closer look at these forms and ask yourself how you would feel when asked to duplicate the data required? These are still considered to be a great way to gather relevant information about your prospective employees but try not to pack in too many questions because you could be losing some very good candidates this way.
Candidate selection for interview
First of all you don’t need to have a nice rounded number of applicants to interview. In our experience at Wavelength as long as you make sure you are interviewing candidates from the right background with the right experience then you don’t need to interview to just make up the numbers, which will allow you to make an informed decision much more quickly; than having to wait for the applicant who has disappeared off on their hols to return.
Post interview behaviour
Nobody likes to be kept in limbo after a job interview and this is why even the most promising candidates may start looking elsewhere. Ensure that this doesn’t happen to you by sending out an email to the applicant or to their agency as soon as you can. You don’t have to promise them anything but by keeping them in the loop you should be able to retain their interest long enough to make a decision. The same goes for the initial job application; it doesn’t take long but will decrease the chances of those top drawer candidates becoming restless.
Offering the job
Although you may be of the mindset that once you make the offer, they will find it hard to refuse, that simply is not the case anymore. Not only should you offer them a fair salary but you also need to be able to answer any questions with regards to a promising career path. It may be possible that they have received other offers and if you bear this in mind, try to remain competitive at all times. You should also remember that they are allowed to take their time when deciding on your offer and always avoid rushing them because this can quite often come across as desperate.
If you have the right candidate for your latest vacancy, follow these tips and you have a great chance of making them an offer that they will accept. Always remain honest and transparent throughout the whole recruitment process and remember that courtesy is key when communicating with all of your candidates…..and with your chosen Agency.
You can find us at Wavelength – the Public Practice Recruitment Specialists!!