It is really no point attracting the right candidates, only to be rejected later. Not only do we understand how long it takes to nurse that broken heart – we also understand how much resources you have wasted such as your precious time.
Over-Promise
Funny getting this as a reminder from a Recruitment Company? This is the fundamentals and we practise this daily in our course of work. Do not oversell your company’s expansion plans or company’s profile, or the amount of exposure or professional development plans you have for the right candidate. You might be able to get the right candidate to say YES for now, but definitely not for later when the right candidate is in your employment. You do not also want to be known as the workplace without integrity.
It is fundamental for both the hiring manager, as well as the Candidate to have clarity on the roles and responsibilities and value of the roles and responsibilities.
Understand your Competitors
Do your homework. You should understand not just competitors who are selling similar products or services, but other companies offering a similar position. To get your right candidate to say YES, you will need to understand his value first. Providing a low salary package would mean you do not appreciate his value, while providing a high salary package would mean you are overstating his value.
Understand your RIGHT Candidate
What do your right candidate value? Through engaging your right candidate and understanding this, you can have this position closed not only now, but later. Employers need to understand what candidates value – and it is always not just the name of the position, or salary – but personal and professional growth.
Every point of engagement would then represent an opportunity to share what you can offer, and to reinforce your employer branding and values. Convince them your workplace is the ideal choice. The best time to share this is during your orientation where they feel a part of your organization and is embraced into the culture. Provide opportunities for your new entrant to share about their challenges, and always provide an open communication between the reporting superior and the right employee.
Respecting your Candidates
This means no last-minute cancellations, or having interviews with candidates after their interview time scheduled. You might have the bargaining power now – but not at the expense of your reputation. Letting candidates wait for you do not reflect candidate’s commitment and interest to the position, but it shows how your companies “respect” people.
The emphasis of interview questions should be related to work instead of personal questions. Good candidates are more interested in sharing how they can contribute, and share what they have learnt over their past experiences. This also means you are transparent with your Candidates so as to clarify their expectations.
Interviews are a two-way process. In this age, you are not just evaluating your candidates but candidates are evaluating you. Give a chance for your good candidates to ask questions.
Short Response Time
Once you are done with the interview, please keep your response time short. You should inform candidates 2 days after their application or their interview if they have been shortlisted or selected. Candidates, especially good candidates will not wait for too long.
You do not want to be the one crying over spilt milk.