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Finding the Right Candidate

Finding the right candidate can change your entire business. They can increase your profitability, make your business more competitive on the market and win new business. People are a company’s biggest asset.


Having worked in both internal and external recruitment, I have seen many issues that can arise on both sides of the recruitment process. Refining and defining your recruitment process will ensure that the whole process is a smooth and easy one for all parties involved. As someone who has been both a hiring manager and a recruitment consultant, here are my top tips to ensure the best outcome for every recruitment process;


Look internally first:


A good company culture is a major selling point for candidates, and one of the most compelling aspects of company culture is a “promote from within” culture. Prior to reaching out to an agency see if there is already talent within your business who could fill the role.


If the role has become available due to an internal promotion, be sure to make this known to the market or your recruiter – it’s a genuine selling point!


Make a plan and stick to it:


If you have partnered with an agency to recruit a role, set expectations and a timeline at the beginning of the process.

Prearranging interview times and identifying who will be in attendance can help move the process along ensuring you don’t lose your ideal candidate.


Clarity:


Be clear in what you are looking for; be it the level of experience, skill sets, qualifications, or culture fit. This will help your recruitment consultant find you exactly what you are looking for. Changing the goal posts will only delay the process and your recruitment consultant may miss the best candidate for the role.


Interviews:


Be prepared, be on time and ask the right questions. Remember that, in such a competitive market, strong candidates are interviewing you and your business just as much as you are interviewing them.


Sell the role:


One of the biggest mistakes you can make as a hiring manager is to forget that you need to impress the candidate as much as they need to impress you! In this market, good candidates usually have multiple interviews or offers lined up and if you don’t highlight the benefits of the role, you may miss out on your top candidate.


Onboarding:


Congratulations, you have found your candidate! Now it’s imperative to ensure that your new hire has a smooth and impressive onboarding process. Have a training plan in place, ensure they spend time with their new team – make them feel as welcome as possible.



Great candidates are out there – albeit sometimes they are hard to find! Having a smooth recruitment process can help promote your business and your brand, can aid you in securing the best candidate for each role and it can make your list just a little bit easier!

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20 Mar, 2024
The employment market is continuously changing, so understanding the drivers and motivators influencing an employee or candidate is paramount for businesses striving to attract and retain talent. Recent findings from our market insights survey shed light on the shifting priorities shaping the current job market, showing results that vary from the top candidate drivers of 2023. According to our survey results, the top five drivers and motivators for employees and jobseekers in today's market are as follows: Compensation/Salary Package - 64.7% Company Culture and Values - 47% Professional Growth and Personal Development Opportunities - 45.1% Remote and Hybrid Working Policies - 39.8% Work-Life Balance - 38.7% What's particularly noteworthy is the subtle yet significant shift in priorities compared to the data from 2023. Whilst compensation has always been a key motivation for candidates, its importance has notably increased, emerging as the top priority for most employees and jobseekers. Equally significant is the emphasis placed on company culture and values, which have risen to become the second most influential factor driving employment decisions. This shift highlights the increasing importance individuals place on aligning with an organisation that shares their values, vision, and ethos. In today's competitive job market, candidates seek more than just a paycheck; they crave a sense of belonging and purpose within their workplace community. On the other hand, whilst remote and hybrid working policies remain important considerations, their ranking has slightly decreased compared to the previous year. This trend suggests that whilst flexibility in work arrangements remains desirable, it may no longer be the primary driving factor for many candidates, as we have long emerged from the days of pandemic. The findings from our market insights survey highlight a fundamental truth: the landscape of candidate and employee preferences is continually evolving. Employers must adapt their recruitment and retention strategies to align with these shifting priorities, placing greater emphasis on competitive compensation, fostering a positive company culture, and providing ample opportunities for professional growth and development. As businesses navigate the complexities of effective recruitment and employee management, understanding and responding to the evolving needs and desires of the market will be essential in attracting and retaining talent and fostering long-term organisational success. As we move forward in 2024, it's imperative for businesses to prioritise not only meeting but exceeding the expectations of their workforce, creating environments where individuals feel valued, supported, and empowered to thrive. By staying attuned to the evolving landscape of candidate drivers and motivators, organisations can position themselves as employers of choice in an increasingly competitive marketplace. If you’re interested in learning more about our survey findings, download a copy of our Market Insights report below!
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