Times have changed, and the world of work is different. We are in times of almost full employment which means that the way we operate also has to change. In this market and in these conditions timing is of the essence. Securing the right person for the role depends on it. There are ways that you can work that will ensure you have been more successful than others. We cover some of the most important ones below:
If you have a recruiter out there interviewing and sourcing talent you will need to set aside time to work on the project. Set up potential interview times and days in advance so that it’s easier for the recruiter to set up with the candidates. Discuss how best to communicate, and respond to any emails and text messages quickly because the situation is fluid and is dependent on lots of factors so your timely response will be important.
Once you have interviewed, get feedback from your managers and colleagues quickly, don’t wait days to decide. If you do you will lose that person, your competitors will come along with a similar or more attractive offer and that person will no longer be interested. Being responsive to both the candidate and recruiter can really help this process.
Don’t ghost or go missing in action on your recruitment consultant. It’s really important to stay in contact and be available so this process can move quickly and have a successful outcome. We know you are busy and we know that this vacancy comes on top of your current workload but fulfilling the role is the objective and everyone is on the same team.
Sometimes thinking things through a little differently could yield great results. Being open-minded and thinking a little left of the field might see you find the right person. Everyone hiring wants all the boxes ticked which is natural but sometimes you can look at a different approach. If a candidate doesn’t have the skills now, consider if training them could be the answer. If they have not worked with the software program you have, these skills can be taught and developed. Aspects like distance to the office, number of years of experience, and formal qualifications can be worked around. Consider the things that you have to have and those that you can compromise on.
You won’t have the luxury of days and days of deliberation and discussion in this market. Often candidates come to your interview with offers on the table. They may be close to accepting another role yet still interview with you. If you are the decision maker and the candidate looks good to you and ticks most of the boxes then make a quick decision. If you decide not to proceed then advise them or your recruiter as soon as possible so others can be contacted. If you do wish to proceed, make a call and move quickly. If you are waiting on other stakeholders to provide feedback, set up a meeting and make that happen. It’s very important to be timely, otherwise, it could be a long wait until that role is fulfilled.
Before you decide to fill that vacancy be prepared. Have the job description, benefits, sweeteners, start date tools and everything in place before the recruitment process starts. Get ready for any questions the candidate might ask you and get a sign-off on the salary and conditions prior so that you don’t have to delay once you find the right person.
See what else you can offer eg: training incentives, extra superannuation or leave days, these things may put your offer above others. Candidates are looking at culture and the working environment so prepare a short culture deck slide show to show the benefits of working with you.