As a recruiter, much of the advice I've seen published about the hiring process is aimed at the candidate, and how to make your profile more appealing to a client. The current job market, on the other hand, is very candidate driven, with each candidate we see having multiple opportunities and offers. As a result, it is now more important than ever to make your company and job as appealing as possible.
Below are some tips on how you can go about ensuring you maximise your possiblities of securing high quality candidates in the hiring process:
A job advert is one of first impressions a candidate will get of a both you as a company, and then about the role. Knowing this, you need to really make your advert stand out from the rest. Use your advert to sell back to common desirables that candidates in your market often look for. If you have really strong benefits, include them! If you have a great development programme, mention this! By doing this and putting a little bit more time into your advert, it will not only increase the number of responses, but increase the quality of people.
The current market moves very fast for good candidates. If your interview process is too long, or too straining on the candidate’s time, this can be the reason for losing a candidate to a company with a faster process. It may be hard to hear, and although WE may know that your company and the opportunity you have is amazing…the market is filled with hot job opportunities who are all looking for your good candidate. Is not doing that technical test really going to affect you in the long run, or are you going to be more affected by losing out on good candidates?
It’s all well and good to shorten and improve the length of your hiring process, but it is then important to be selective about who you are putting in to interview candidates. From previous experience, this person needs to be able to truly represent your company, be a good advocate for your brand, and give a good first impression. By only choosing the decision makers to conduct the interviews, this can lose rapport with the candidate who may want to get a sense of what the company is like from someone more junior.
The most obvious way to secure good candidates, but something I see getting overlooked way too often, is the importance of paying a competitive salary. This is something that we as recruiters can definitely help you with as we have extensive market knowledge and will have insight into what salaries competitors are paying, and what good candidates are expecting. It is easy to think your job opportunity is amazing even at an average salary rate, and although this saves you money, it will not appeal to candidates who are financially driven. The national average in the US for a salary increase is 14.8%, meaning candidates will expect a good offer for them to consider leaving. On top of this, it is important to make your first offer strong. It is extremely hard to go to a candidate with a second offer after you have already low-balled them. They will ask questions like…If that flex was there to start with, why did they try and offer me lower? Do they really appreciate my value by offering me lower than we originally agreed?
Although potentially a bit biased, one of the best bits of advice I can give regarding securing good candidates in a tight market, is to utilise your chosen agencies…this really is what we are good at! As recruiters, we have extensive market knowledge and can help add value to your hiring. We also build up strong relationships with candidates and are trained negotiators, so will actively help you secure the candidate through knowing their selling points and lowering their expectations if needed. We also have the time and resources that are required to find those candidates that aren’t on job sites and aren’t going to reply to your job adverts. Don’t miss out on an entire pool of candidates, let us help.
Ry’n ni’n ymfalchïo yn ein partneriaethau cadarn, a hynny os yn chwilio am rôl newydd o fewn Isadeiledd TG, talent i'ch tîm neu’n ystyried ymuno â Franklin Fitch. Pam ddim dechrau partneriaeth heddiw?
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