When scanning through the dozens of CV’s sent in response to your job ad, you spot one that stands out. This one looks good, you think, they could be perfect for us.
So, you call them a week later (once you’ve allowed time for more applications to arrive) and invite them in for an interview to see if they're as impressive in real life as they appear on paper. Luckily their personality shines, they eloquently explain their past experiences, including triumphs, mistakes and the lessons they’ve learned. Even though your confident you've found the perfect candidate, you continue reviewing CVs and interviewing other candidates, doing your due diligence as a recruiter to ensure you've found the pick of the bunch.
A couple of weeks later, when you're satisfied that no one else can measure up, it's time to call the candidate and inform them of the good news. However, the candidate doesn't reply with the exuberance you had expected. Seemingly, in the time between the interview and the call, they continued job hunting and are waiting on another offer later that day.
While you have spent the time ensuring there isn't a more qualified candidate, your perfect option has grown impatient and has maybe assumed that they have been unsuccessful.
Recruiters are sometimes guilty of not settling on a great candidate quickly enough and then, unfortunately, run the risk of losing them to someone else. Following the four main pillars that make up a strong candidate relationship, should help you avoid making these mistakes again.
One thing that can damage a recruitment process, and often the main thing that can hurt the relationship with a candidate, is poor communication. It's imperative to make early contact with the candidate and keep them regularly updated throughout the process. There is always a tense period between the candidates' interview and the dreaded wait on a decision. Make sure your candidate knows the timescales to expect, and if these change for any reason, keep them informed.
No one expects a daily update on their progress, but a regular weekly check-in with your top candidates can go a long way.
Your attitude towards candidates and clients should always be positive. Heading into interviews or meetings with the wrong approach can tell a candidate or client that you're not easy to work with. You're always representing your business, and your attitude should reflect that, leave them with a good impression of the firm and you.
The ability to not just listen to your candidate, but to understand their goals and requirements is crucial. Of course, this is a two-way street; your candidate should also absorb the advice and information you give to them. What does your candidate need? Promotion opportunities? Flexible working hours? Do they have any concerns or worries? Understanding your candidate's requirements solidifies that relationship that is so crucial to success.
Think about the length of your recruitment process. Is it too long? Some candidates have commented that a long, drawn-out hiring process can result in them losing patience and moving on to another opportunity.
It's accepted that 1-2 months is a reasonable time to spend in the hiring process, with extra interviews, assessments, negotiations and so on, but as soon as the 2-month line is passed, candidates begin to grow impatient. This is even more important when your candidate is talented or is proficient in a niche role. They won't find it too difficult to garner interest elsewhere, so it may be a case of completing the deal sooner rather than later.
By evaluating your recruitment processes and ensuring a real driven effort is made in upholding candidate relationships, you will find your problems start to reduce. Even in cases where your candidates have been unsuccessful, forming a good rapport, keeping them on file and active in their job search can prove fruitful down the line.
With over 20 years of global recruitment behind us, Become is an industry leader. If you need help securing top talent and keeping up with your candidates, get in touch with one of our recruitment consultants in Auckland, Sydney or Melbourne.