How to ensure the candidate you want, is the candidate you get
Competition is intense for skilled technical professionals, with in-demand candidates likely to receive multiple job offers with companies offering more and more add-on benefits to ensure they attract the best talent available.
How can you ensure that your organisation can boost its chances of welcoming the best talent to the team and not join the competition?
Know what the candidate wants
Right from that first initial meeting, ensure you find out what that potential employee is looking for in a new job. At RHL, the top calibre candidates we recruit into technical and professional roles usually have a clear picture of the benefits and salary they’ll accept in their next move – and that’s valuable information for you to have.
Finding out their motivation gives you clues to things that could make the role more attractive to them. Don’t leave these conversations until the job offer stage it’s often too late. They need to leave that meeting wanting to work for you as much as you want them in your team.
Learn about any other jobs the candidate’s going for – what the deciding factors could be. Why are they applying for these other roles and what’s attractive about them. Is it financial, work/life balance, working environment, location, career progression, opportunity, a boss they can learn from. Everyone has different motivators – what are theirs.
...and know what you can offer
At the beginning of the recruitment cycle be crystal clear on what you can offer, too. Salary is obviously crucial, but so are benefits - with one recent study showing that 62% of candidates view workplace benefits as a key deciding factor.
Having a package in place before you start interviewing cuts down on negotiating time at the job offer stage - avoiding unnecessary delay that could see you lose a top calibre employee to someone else.
Highlight the bigger picture
Take every chance to spell out the career advancement and development waiting for a candidate if they join your team, showing the bigger picture about this role and your company. How can you help them develop professionally and personally? And crucially, how can they play a role in your company’s future?
You’ll be able to make this approach even more meaningful if you know which other companies that person is also getting to know.
Make your company culture work for you
In a competitive job market, company culture (the values, visions, habits and ideals that everyone who works for a company shares) is another important factor when candidates choose their next employer.
Highlight what your organisation is proud of, and show how the way you do things aligns with a potential employee’s personal values. (You can read more of our tips on how to showcase your company culture during interview, here.)
Streamline your recruitment
One study showed that 54% of HR directors and Hiring Managers have lost candidates because they took too long to complete their recruitment. Don’t be complacent.
In-demand professionals aren’t willing to hang around, so don’t fall into the trap of a drawn-out hiring cycle.
Schedule interviews soon after the closing date. Cut out any unnecessary steps and make sure everyone who has a say in the hiring process is available and knows the urgency of the situation.
From a candidate’s perspective, taking too long to recruit makes your company look indecisive and can be a worrying indicator of what kind of employer you could turn out to be.
Make a quick offer
The most crucial aspect of speeding up recruitment is of course to make offers as soon as possible.
Once you’ve decided that a candidate is for you, make contact - even if it’s late on a Friday afternoon or even over the weekend. If you don’t, someone else will.
The quicker they know you want them, the less likely they are to seriously consider a competitor offer.
Use sector expertise
Another factor that can make a difference to steering top performers to your team and not a rival’s is using a specialist recruitment agency, like RHL.
Getting expert help is crucial at every stage of recruitment, from targeted job adverts and advanced recruitment software at the start, to sector-specific salary knowledge and skilled negotiation at the job offer stage.
A candidate-driven market where the best people can pick and choose means you need to use all the tools at your disposal - your future business success may depend on it.