What can companies do to ensure they compete effectively for the perfect candidate? The Apodi Recruitment team share their views on the top four recruitment tips for employers.
Recruitment has always been an interesting process, full of obstacles and dilemmas. Finding the perfect candidate is an age-old problem, but one that continues to challenge employers today, despite sophisticated recruitment tools and processes.
From an Apodi Recruitment team perspective, the big stand out in today’s marketplace is that we are working in a candidate’s market. The good old days of hiring managers having an abundance of qualified candidates are gone. These days, good candidates get snapped up and can get placed very quickly. Most candidates don’t rely on recruitment companies alone, they also find their own opportunities through social media. This means candidates can drop out of the process and it can be extremely frustrating for potential employers that have not moved quickly enough during their selection processes. Slick processes can lead to a candidate offer in 4 weeks from the job description being briefed out to partners, but the reality is, that not many companies achieve this.
What can companies therefore do to increase their chances of getting the best candidates on board?
1) Make sure all your company web pages, LinkedIn profiles and other social media are up to date. Social media is a key player in recruitment and candidate research in today’s market. Ensure all media reflect the company culture as well as your attitudes towards employees. This gives the candidate a good feel for your organisation prior to meeting representatives of the organisation but this must also be reflected during the selection process.
2) Be mindful of the impressions you make as a company in the hiring process. Train your hiring managers and evaluate their skills. Employers need candidates to walk away feeling like they desperately want to work for the organisation and being impressed with the recruitment process. Candidates will often be evaluating the hiring manager and organisation at the interview thinking – Can I work with you? Will I achieve my career ambitions.? Handling the recruitment process well, with efficient, well-trained hiring managers will help candidates view the organisation positively. This feel good factor will get candidate buy in to the company that will last into the future whether they are successful or not.
3) In a single or multistage process, including on line assessments, draw up a tight timetable and ensure the timelines don’t slip. Scheduling first interviews for 4 weeks after receiving CV (yes, we get asked to do this) may mean the ideal candidate is snapped up before you have even met them. It also follows that allowing assessment stages to drift weeks apart may lose you candidates because the competition may be working to a tighter timeline and might offer the candidate a role before you have concluded your process.
4) Ensure that having concluded the process decisions are made quickly. Hiring managers and HR teams need to act quickly and should aim to offer the opportunity within 24 hours of the interview or assessment.