Are you slamming the door in the face of future talent?

Information Management professionals are in demand and the best talent often gets snapped up quickly. Great candidates may be considering several opportunities, so when you come across a superstar it’s essential that you have the processes in place to act fast.

So how can you ensure that your recruitment process is not costing you the best talent?

Time is of the essence

We’re not saying you should rush your decision or take on a candidate you’re not sure about, but when you find a great candidate, delays can be costly. Always keep in mind that the best talent will sometimes be getting several calls a day from different recruiters so there is an element of competition.

Once you’ve received an application, ideally you should be responding within a couple of days. The same applies for contact after an interview. If a candidate has made a good impression, contact them as soon as possible with feedback and to let them know what the next stage is.

If you’ve decided not to progress further with a candidate, you should still contact them promptly, as not doing so can damage any future relationship. Candidates always appreciate your quick response and this will help to create a positive impression of your company.

Set a date

So, you’ve narrowed down your options and are eager to meet the people behind the CVs. It’s helpful if you can be flexible with interview times by offering slots out of hours or by giving a few options. Don’t presume that a keen candidate will drop everything to attend an interview as good candidates are considerate of their current employer and may need some notice to arrange this properly.

Always send interview confirmation by email to reduce misunderstandings or mistakes. This is also a good opportunity to confirm the specifics such as: who they will be interviewed by, the format it will take, and if there is anything they should prepare beforehand.

The decision to cancel or rearrange an interview should not be taken lightly as it can mean you lose the opportunity to meet with a great candidate. If you have to cancel then be empathetic with your candidates. They may think that you’ve changed your mind on interviewing them so be honest and explain your situation, hopefully they’ll be able to rearrange for another time.

First impressions count

Inviting a candidate to your office is a great chance to showcase your company and all it has to offer. Being prepared and on time will help to start the interview off on the right foot but being late can have a huge negative effect. Even if you have the most beautiful and pristine reception area, being late for an interview and leaving your candidates waiting for too long will start to affect their perception of you.

During the interview it is important that the interviewer is not distracted or rushed as this gives the impression that they are not taking the candidate seriously, have better things to do or simply have an unmanageable work load. If this is the case then the candidate may start wondering just what they have let themselves in for.

As technology is a big part of our lives, it can sometimes be easy to forget the interview protocol but you should resist checking your phone or emails during this time. It would be unprofessional for the interviewee to check their phone and this courtesy should go both ways.

Communication is key

One of the biggest gripes from candidates is not getting feedback. A lack of communication often causes a candidate to presume the opportunity has gone and they will focus on other roles instead. Candidates often tell us that they feel loyalty to organisations that have treated them well and moved quickly throughout the recruitment process.

Keep in mind that candidates may have taken holiday from work and put in preparation time to attend an interview, so it’s only polite to contact them and provide constructive feedback, even if they have not been successful. If you are working with a recruitment consultant, providing this feedback is really essential to help them find the right person for you next time.

Remember, just because someone isn’t right at this time doesn’t mean they won’t be right for other opportunities. Keep your options open because people will develop and progress in their careers and could become a great candidate in the future.

So, you’ve found the one?

Once you’ve found your ideal candidate and decided you want them on-board, hopefully a positive experience throughout the process will mean they are still keen to work for you. Now you need to put your offer forward to them but bear in mind, some candidates may use this time to negotiate their package.

If it comes down to a debate about money, you will need to weigh up your options. If they are asking for a little bit more, then it may be worth looking at your budget to see if there can be any flexibility. Again, don’t take your time here, you’ve decided you want the candidate but they can still accept an offer elsewhere. A good recruitment agency will guide you on what’s really important to the candidate, what their motivators are for wanting a new job and a realistic salary and package.

Once they’ve accepted, confirm the offer in writing and get the paperwork drawn up as soon as possible to seal the deal. Candidates can get nervous if they don’t receive this and will want confirmation in writing before they hand their notice in.

If you’re working with a good recruitment agency they will know exactly where their candidates are up to with other applications and they will keep you in the loop. At KDR, we inform our clients if candidates are expecting other offers so they can move faster when necessary and remain competitive.

Are you doing everything you could to attract and keep the best talent or could you be losing potential super stars to your competitors?

KDR Recruitment is the home of the best data, technology and analytics jobs. For more hiring advice follow KDR on LinkedIn.

Chris Bongard

November 7th, 2014 View my profile

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