The job market right now is in a strange place, and getting a strong candidate into your hiring process doesn’t necessarily mean you’ve secured their interest.
A lot of the strongest candidates we deal with aren’t actively applying for dozens of roles. They’re selectively considering opportunities and weighing up whether making a move is actually worth it. If they’re already in a good job, the recruitment process needs to give them a reason to stay engaged.
Then one or more of the following happens;
Sometimes unexpected delays can happen, internal approvals can take a little longer than initially expected, or adding just one more stage for reassurance can drag out the process.
But for the candidate, the risk isn’t always that they accept another offer before you’re ready to make a decision. They can lose interest, start questioning the business or the process, or simply decide that staying where they are feels like the better option.
A strong candidate’s interest isn’t something you secure once and then forget about. It needs to be maintained throughout the process.
Now we aren’t saying you need to be on the phone constantly reassuring a candidate, but if the process is taking a little longer than anticipated, it would be a good idea to pick up the phone or send a message just to reassure the candidate that they are still front of mind.
One thing that is highly valued is post-interview feedback. Nothing vague or run of the mill, but something that, whether the candidate is moving forward or not, is constructive for them.
Good communication keeps candidates engaged and gives them confidence that the process is being managed properly.
As much as the candidate sitting across the table from you is there with a hope of joining your business, they are also assessing your business. The interview is a two-way street.
You may have a position to fill, but it is also for the candidate to decide if your business is a good fit for them too. And particularly when you’re speaking to someone who is already in a good job, you need to give them a reason to leave it.
That runs deeper than how long the drive to work would be. They are assessing how well the opportunity is being showcased to them. You are selling to them too.
Strong candidates want to know the nitty gritty to understand the bigger picture. What are the future plans? What’s the culture like? How is the leadership run? What does their future with the business look like?
It’s not just about whether the candidate is good enough for the role. It’s about whether the opportunity is good enough for the candidate.
This one is quite a common one. It gets quite late in the process before the discussion of salary and benefits is approached, and then the realisation hits that the expectations on both sides don’t align.
Whether it’s salary, bonus structure, benefits, seniority, travel or hybrid working set-up, it’s always worth having these conversations early to avoid disappointment down the line and ultimately wasting time for all involved.
By the time you reach the offer stage, there shouldn’t be any major surprises.
All of this is why working with a recruitment partner takes a lot of the pressure off because we take care of a lot of this for you.
We aren’t just presenting CVs to you. We’re canvassing both passive and active candidates, qualifying their motivations and expectations early and assessing who would be a good fit for both the role and the business.
We stay close to both sides throughout the process, keeping communication open and identifying any potential risks before they become a withdrawal at the end.
Offering you a smoother recruitment process, reducing candidate drop-off and giving you a better chance of securing the right person for the job at hand.
Need a hand securing top talent? Submit your vacancy here.
