Rise above your competitors

It’s no secret that good candidates are extremely hard to find in the current market, and when you do find one, you can guarantee that other organisations are doing whatever they can to sway them over as well.

There’s nothing we like more than bringing great people together. It breaks our hearts when we see our clients miss out on these candidates, especially when we know that they would have been perfect together!

We’ve put together our top 5 recommendations to make sure that your recruitment story ends with a “happily ever after” as soon as possible.

1. Start by selling the role

It all starts with attracting great candidates (or candidate for specialist roles) to engage with your job ad before any others. Whoever is leading your recruitment process, whether internally or through an agency, should understand the drivers for your ideal candidates and make sure your ad cuts through the noise. How do you make your role stand out from your competitors?

2. Showtime – put your company’s best foot forward 

Once you’ve got a shortlist of candidates ready to interview, it’s showtime. This is their first impression of the firm with you as the representative and those first 7 seconds count!

Be on time and stick to the time allocated. Give them your full attention without the distraction of your phone or computer.

3. Be prepared and personalize the recruiting process

Start building rapport from the beginning by showing them that you’re across their application and that you respect their individuality. Yes, you need to make sure that they can do the work required and will be a good fit within the team, but make sure you address their requirements and how they would be best achieved at your organisation.

Share with the candidate what your company culture is like and the benefits you appreciate. Talk honestly about the work environment and your colleagues as well as what the work practises they can expect.

4. The One %-ers

The interview is an opportune time to find out why they’re wanting to move on from their current situation- or if they’re really angling for a payrise/promotion from their current employer. While remuneration is still very important, candidates are expecting – and getting – so much more.

  • (Really) Flexible Working Arrangements
  • Dedicated Social Activities and Support
  • Strong Mentorship and Promotional Opportunities, and
  • Financial Bonuses on top of the set salary
  • Pro bono or community service opportunities

You may also want to seriously consider such options as

  • Parking (salary sacrificed)
  • Wellness opportunities including yoga classes and gym membership

All of these options show that the candidate’s happiness and wellbeing is important to you.

5. Time Kills a Deal

Like fingernails down a chalkboard, we shudder when we hear about how long some clients take to get everyone’s approval for a new recruit – only to find out that the candidate couldn’t wait. We can’t emphasise enough that it’s in your best interest to pay attention to the candidate’s timeline as much as possible.

Win-Win

The final step – trusting that all has gone well, may we say congratulations on the start of your new team member! We wish you both every success for the future.