Successful recruiting depends on whether you understand job applicants.
Over 85% of the candidates we have registered make their decision on who to join and which job offer to accept, based primarily on their recruitment journey i.e. how you sell your business, what their interview and application experience has been, not solely based on what services you offer or what you do. Unfortunately when it comes to the actual hiring process this is often forgotten.
Competition for talent stems from the wide variety of choices on offer. These days, if you have a high demand skillset, you can choose to become self -employed as freelance, you might want to join one of the many new start-us that have been formed. Maybe you would prefer to join a niche business or a large global company. You could also easily work in the UK or move abroad and more and more firms are open to setting up virtual offices to
accommodate this. What’s certain is that the choices on offer can be somewhat overwhelming, so for employers to succeed in recruiting the best people it is vital to get every part of your recruitment process right especially if you need attract the best talent quickly.
Targeted campaigns can be used more easily than ever to identify the right people for your business. Programmatic advertising is a fantastic way to raise your company employer brand profile with the right people, however as something that most of the larger and tech savvy employers are currently doing when advertising their own jobs, it can also mean that the candidates you want to employ are also being continuously approached with new offers to join other companies.
The rise of the online “flaneur” also means that we can happen upon “that perfect job opportunity” at any point in time and we become much more knowledgeable about what jobs are on offer. For employers it’s not so easy to ensure you capture the attention of this highly prized job seeker at the exact moment that they decide to take the plunge and apply for a new job.
Recruitment itself can be costly and unnecessary; unexpected delays can make or break a successful recruitment strategy. For companies to recruit faster they have to be more flexible and proactive to make sure they deliver the right people at the right time for their business.
Here are some key considerations which we’ve picked up from our candidates.
1. Job seekers make their decision based on the overall recruitment experience.
Aspects of this are more important than the relationship they build with the individual person they meet.
2. They make widespread informed choices and don’t just rely on the information they are given in interview.
They will ask friends and colleagues and clients about your reputation as an employer. They will read the news, look at your website, company profile, industry press and visit places like Glassdoor to see what people are saying about you.
3. Communication is key.
They want a company that is easy to communicate with. This must include being easy to approach and keeping them and any external recruitment agent/ consultant with whom they are working, up to date with what is happening in the recruitment process. This means keeping them up to date at EVERY step e.g. when they would hear back from you, what the next stage might be, who would be involved, what your reservations are, how many people you are seeing, when you plan to decide on your shortlist etc etc…….
4. If there will be delays in decisions being made you should tell them.
If you expect there to be a lengthy period between identifying the right candidate and signing off on the actual job offer then say so. Not doing this can be costly. Not just because unexpected and poorly communicated delays can mean a loss of interest from the candidate, a lack of respect from you as an employer, but it just looks shoddy. It reflects badly on your internal processes. If no-one knows what is happening you could be damaging your brand.
5. They value honesty; it is always the best policy.
If you are recruiting internally and externally at the same time and your policy is to take on an internal person unless the external candidate fulfils ALL the criteria you need, then say so. Just make sure you explain what they were missing. It’s not always received in a bad way and shows an appreciation for the time and effort they are putting in to applying to your company. If delivered the right way it also highlights the benefits of being employed in your company as you would then have first pick at all internal jobs that become available.
6. Jobseekers value feedback even if it isn’t entirely positive.
We’ve all probably been in a situation, meeting or interview, where we haven’t been 100% sure about how it went and where constructive criticism was not welcome. Remember how disappointing that feels? It’s really important to understand what things you can do to improve or understand where you lacked experience, so you can prepare yourself and manage your own expectations when you apply for another job after. As an ambassador for your company , you should always be consistent in offering constructive feedback in a timely manner to all your interviewees.
If you’re a recruiter reading this article I’m sure you understand how frustrating this is and how this affects your own ability to do the best job you can. Unfortunately as recruitment consultants we are too often slated by jobseekers who blame us on the lack of information we give in relation to their interview performance, when in reality we are chasing our clients constantly for feedback only to be given the cold shoulder. We shouldn’t give up. We have a responsibility to try and fix this. Not getting feedback from clients is not acceptable. The worst thing we could do is nothing. We should also get feedback from our candidates who deserve to be asked about their experience as this will only help us improve the process for the employer.
Far too many employers spend too much time trying to attract the best people to their company by highlighting the products or services they offer. More often than not, they happen to be very similar to some of their competitors and are very rarely unique. It’s actually in the recruiting experience that you can really make a difference.