Assess your needs before embarking upon the hiring process. There is a tendency when a vacancy arises to try and fill it immediately but it is often worth taking a step back and considering whether the position can be restructured reallocated or fulfilled by a temp or interim manager.
Accept that hiring has to begin before the recruitment stage. You can’t evaluate a candidate’s suitability if you haven’t identified the objectives of the role so make sure that a full job description is prepared and include expected performance and set objectives as well as duties and responsibilities.
Know what motivates candidates. Contrary to popular belief it’s not only money so find out what’s motivating your interviewees by discussing their backgrounds with your recruitment consultancy- it could be location, reputation, stability, flexibility etc. This information can be used to press their “hot buttons” when it comes to selling the opportunity.
Sell the opportunity. In a competitive market it is crucial to remember that you are selling as well as buying and candidate feedback tells us that this is the most overlooked part of any recruitment process. Selling the role will dramatically increase your chance of securing the person you want.
Focus on the positives. Talk about success factors and achievements, future growth prospects, career development opportunities and training and be prepared to discuss why you joined the company. Run through your own career progression and why other people like working there and talk about recent success stories – promotions for example.
Don’t delay the offer. A motivated and enthusiastic candidate can soon lose interest if an offer is delayed so if you think you’ve got the right person then don’t hesitate – you can always offer the job subject to satisfactory references. Avoid weighty bureaucratic offer letters to expedite decision making.
Add the personal touch. Try to ensure that the offer letter is signed by the person who has had the most contact with the candidate – or include a handwritten note from that person – a candidate is more likely to accept a job from someone they get on with.
Keep in touch. If you haven’t heard back then either ring the candidate at home – or if applicable, call your recruitment consultancy. It’s important to be able to get feedback and deal with any unforeseen problems. If all is well arrange a team get together before the start date to introduce everyone.
If you would like more expert recruitment advice from professionals who know your sector inside out, speak to Eden Brown Synergy today.