Those familiar to recruitment will understand that it’s not as clear cut as most people might imagine. Although it may seem quite simple from an external perspective, recruitment is actually a time-consuming process that must be handled with care at every single point along the way.
Whilst various stages in the process may be considered more critical than others, it is imperative that you give the highest level of attention needed to ensure the correct execution of each stage. Otherwise, this could likely cause a negative ripple effect across all others.
In order to hire the most suitable people for your team, we’ve compiled our best tips so you can stay ahead of the game, nurturing those parts of the recruitment process as needed in order to achieve the best possible outcome.
Although you may have had no prior interaction with a Candidate, it is extremely important to treat them as one of your own from the very start. You must ensure that Candidates are left feeling positive about your company after every point of contact. This applies to any interaction, whether by email, social media, phone, or face-to-face.
If a Candidate can see the investment you are making into them, then they will be more invested into you and your process from the get-go. This means they will be equally likely to think favourably about your process and a potential future with your company.
From my experience, this leaves you in a win-win situation. Any unsuccessful Candidates will still be left with a positive opinion of your company, and successful Candidates will have all the more reason to accept your offer. This gives your company a solid foundation to build on as you move through the recruitment process.
The first time you interview a Candidate, aim to dig a little deeper.
These talking points will enable you to pinpoint how suitable the Candidate is and how readily their values and motivators align with your company.
If a Candidate does display an alignment with your values, make this known through verbal and non-verbal suggestions, and remain positive throughout the interview. Try to build a personal connection with them and approach interactions in a genuine manner, using your friendly yet professional nature to make them feel comfortable and open with you. This not only shows that you’re human, but also suggests that you care about the Candidate beyond just getting your business results.
It is extremely important that your communication with Candidates is regular, open, and clear, allowing for as much transparency as possible.
We need to remember that we are speaking with humans who have a mind of their own and who have changing emotions that can alter at the flick of a switch. So, maintaining regular communication to gain an understanding of the Candidates position and mindset at each stage is vital to ensure that you are able to successfully manage the Candidate and recruitment process in unison.
If you don’t have a dedicated HR Team, it can be easy to let communication slide, particularly when you’re interviewing a number of Candidates alongside completing other important work duties. But great talent can be snapped up very quickly. So it is important to make communication one of your highest priorities, otherwise the right Candidate may slip through your fingers.
You must be transparent about the position too. There’s no point making a new hire if they are just going to leave as soon as they find out they have a difficult duty to complete (although that begs the questions whether they are right for the position anyway). Dishonesty or non-transparency may seem suspicious and can give Candidates the wrong impression before they have even begun.
Regardless of your recruitment strategy, it is common for us to fall into a trap of becoming fixated on the image of the perfect Candidate we have created in our minds. In most instances, this can mean that your search for the perfect Candidate is a long, frustrating, and never-ending one.
Through our selection process it is also common for us to be influenced by personal bias.
Personal bias can be felt due to:
With that said, it is imperative that you identify and constantly remind yourself of what the most important features of a Candidate are, both for yourself and for the company. This will ensure you maintain an open mind throughout the recruitment process, you avoid personal bias coming into play, and you are not ruling out any suitable prospects.
Whilst most companies have their own recruitment strategies and processes, it is extremely important that you tailor your approach to each position that you are recruiting for, and according to the individual that you are dealing with.
For instance, you may need to tailor your speech and approach when speaking to Junior Candidates compared to Senior Candidates; or for different skill levels you may find yourself asking very different questions.
You’ll find that the type of position you are recruiting for could very well dictate the best method used to attract suitable Candidates, the number of interview stages you decide to have, and the process you take to onboard.
To take a step further, every one of us has our own personality type and handles situations and pressures differently. By understanding each Candidate and putting yourself in their shoes, you are able to cater the relevant stages of your recruitment process to them, to ensure they remain engaged and interested in your position. This will also make the process of successfully securing the Candidate a much smoother and enjoyable one for you both.
To find out more about how we can help with your recruitment process, contact us today for more information.
Those familiar to recruitment will understand that it’s not as clear cut as most people might imagine. Although it may seem quite simple from an external perspective, recruitment is actually a time-consuming process that must...