In many employment areas including technology, engineering and sales, it’s very much a candidate’s market, with not enough strong, qualified candidates on the market to fill the number of jobs available right now. When a good candidate, particularly in these areas begins to job hunt, they’re faced with more options than they have had in a long while, so what differentiates the jobs they’re applying and interviewing for?
A number of factors influence their decision from first seeing the ad, all the way through to being offered the role, so it’s important to remember that during this process, you as the company or recruiter is trying to attract and impress the candidate as much as they are vice versa.
Even if the candidate isn’t a fit, maintaining a strong company image is more important than ever before in using your reputation to drive recruitment.
The Job Ad
This is usually the first place the candidate is going to find out about the role, so as is the case with their CV needing to be impressive, so the ad needs to deliver the right message to entice the candidate to apply. Too many job ad postings are limited to what the job is and what skill and qualifications are needed to apply.
A good job Ad will include a few lines about the company, including culture, along with some context on the role itself; what team it’s on, why the role is open etc. A great Ad will finish with some compelling reasons to apply that aren’t limited to remuneration-offer some ideas about quick progression and the opportunity to work on worthwhile, interesting projects.
This will appeal to more forward-thinking candidates who are looking for a career rather than a “job” and who are likely to stick around for a while!
Remember that an interview is as much an opportunity for the candidate to see if the role/company is a fit for them, as it is vice versa, so be aware of presenting the organisation in the best possible light throughout. This should be the case from the moment they come in the door to all communication after the fact. From greeting them at reception to conducting a well-researched and worthwhile interview that’s not rushed or harried, in an appropriate setting, if you decide the candidate is right for the role, give them no excuse to turn down the offer.
Follow up with professional communication, and keep them in the loop regarding timelines-a strong candidate will expect and appreciate prompt responses and a good overall recruitment process.
With many actively searching candidates regularly applying for multiple opportunities, competition to snatch up a strong fit is fierce. Too many recruiters or hiring managers assume that the candidate they’re working with is totally invested in only their process, and as a result, lose them due to inefficient interview processes and dragged-out timelines.
When beginning to recruit for a role, it’s important to understand from the outset what the interview process needs to comprise; how many rounds, who they’ll need ti meet, are there any technical tests/psychometric testing they’ll need to complete?
It’s best to tie the expected process down early and make the candidate aware of expected timelines to keep them engaged and mitigate the risk of losing them to another employer. If possible, keep the interview process to as few rounds as possible and try and get all interested stakeholders to meet the candidate all at once (or at least on the same day).
Keeping a process tight will make you less likely to lose a candidate to a quicker-off-the-mark company.
Be Visible on Social Media
Social media is a great place to start recruiting, especially for younger candidates who are more active on this platform, but to build a strong overall company image, it’s important to be visible outside of jobs ads.
Sharing relevant content such articles, surveys and blog posts will mark the organisation out as a thought leader in its industry, and thus a very attractive prospect for candidates-far more so than one who only comes to their attention when they’re recruiting.
A really well-branded and well-positioned company will often attract candidates speculatively too-when you’re looking to fill a role, you may just have a database of interested candidates all ready to go!
Too many employers haven’t got the memo that the candidate marketplace is becoming more and more competitive, and remain complacent about recruiting, assuming that all candidates are falling over each other for a job with them-remember that in the recruitment and interview process, the onus is as much on the organisation to impress the potential candidate as the other way around, so a few simple steps will keep your organisation at the top of their list.
About the Author
Eleanor Mc Shortall recruits in the area of Big Data and across the industry of IT and Telecom. She is a senior recruiter who finds people jobs from Graduate to Director level. Get in touch with her at firstname.lastname@example.org