Stand-out talent with forward-thinking mindsets are in high demand, which means businesses need to be reactive to the market and move quickly to secure the best people for their teams.
The recruitment process works at its best when it is quick and there are no delays from the employer’s side, which could risk a good candidate being snapped up by a competitor. This is particularly true for the junior and middle management market, where strong candidates can take their pick of jobs.
On top of this technological advancement means the hiring process has sped up and candidates are being matched to potential employers by AI-powered tools. To remain competitive and in with a chance of welcoming engaging minds to your team, here are some considerations you need to think about before beginning a recruitment project:
Be quick to respond
If you want to have great talent in your team, then you need to prioritise hiring. Recruiters might seem like they are nagging you to respond, but the reason for this is because they know what a great candidate looks like and that they will be on the radar of your competitors – so they are acting quickly to secure them.
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Know who you’re after
It pays to have a plan in place before you start looking for someone new to bring on board – even if they’re a replacement – taking the time to evaluate what you need from the role that might have been lacking before is a sensible process to go through. You should plan the specifics of the job role, how it fits into your business vision, what skills you need, how your culture will work for you to attract talent and so forth.
Once you have a plan in place and have got cracking then the process needs to be smooth, with regular communication between you and the candidates and time set aside to dedicate to the process.
This will mean that when you find your perfect candidate, you can keep them engaged and get them in front of the team within days of submitting their application and show you are a proactive and organised business.
If you know they’re good, then remember that it’s likely they will be a star candidate for other job vacancies too. So, act quickly and if you don’t have anyone else to compare them to, it may be that you won’t have time to run a longer, robust process to have other candidates to square them up against. Be confident that they are right for the role and get them in the bag.
Be flexible with your offer
It would be a great shame to have planned and executed your hiring process and found your star candidate only then discover that what you’re offering them isn’t enough to convince them to accept your job. Candidates expect fair remuneration, generous benefits, interesting perks, and flexible working to name a few!
If you are going to risk losing a great candidate because you don’t match up to what others in your sector are offering, then it may be time to revise your offer package. Even if you are on a tight budget, there are still things you can do to swing the balance – such as offering a few extra days’ holidays, contributions towards travel costs or investing in softer benefits that add to your overall offering.
After all, if a candidate has the potential to boost your business productivity and increase your bottom line, then finding ways to bring them over the line will be well worth the effort. If you need any recruitment advice or guidance, get in touch by emailing us at email@example.com