Every business wants to recruit the most talented applicant for the role they have to offer, but all too often people are missing out on recruiting the best man or woman for the job.
Why is this happening?
Talent acquisition is a competitive arena. Companies are now beginning to realize that in today’s Candidate Driven Market time is of the essence and they need to speed up the recruitment process, otherwise their ideal candidate may be offered a role more quickly by one of their competitors.
When the market was employer driven, recruiters could spend time sifting through large pools of prospective employees with long, drawn-out interview processes and could take their time to choose whom they wanted.
However, since 2014 there has been a surge in hiring; companies are advertising more positions while candidates know they have the opportunity to apply for more than one position, they can seek work within enterprises where their skillset will be valued and where they feel they can progress quickly up the career ladder.
Why make a job offer more quickly?
We all know that you need to be thorough and evaluate which applicant will best suit the position you have to fill, but not to the potential detriment of losing your preferred person. If you delay offering the best candidate the job, you risk losing them and seeing them being hired faster elsewhere.
How to attract the candidates you want:
Companies need to re-evaluate their hiring process so that it operates more quickly.
1, Review your interviewing process to suit the transition in the jobs market. Consider the role you have to offer from a job seekers perspective and what they will be looking for. Demonstrate that your organisation is an awesome place to work, far better than your competition.
2, Differentiate yourself from your competitors by being more decisive about whom you want to hire. By making your appointment decision more quickly, you will offer candidates a better experience and will stand out from the crowd.
3, Cut down the time between interview and job offer so that candidates have less time to go for interviews elsewhere, less time to consider other offers and have less time to be poached by another company.
4, Shortening the hiring process can also improve business and efficiency as your workforce can get back to their jobs more quickly. As a result of hiring more quickly, your recruitment team will spend less time and energy in the process, so they will be a happier crew too.
5, Align the salary and benefits you are offering to match industry standards/skills and candidates’ expectations. Applicants now want more flexibility, promotion/growth opportunities, good working conditions and interesting work, Continually review what you are offering.
Carefully plan in detail every element of your recruitment process and regularly review it to see how you can improve the process e.g. video interviews. Think outside of the box and agree on your interview questions in advance, but try not to be predictable by asking the same ones that others will ask.
Set markers to test whether you are getting a better return on your investment with the new process. Ascertain what went well and what needs to be improved.
Don’t forget that creating a faster recruitment process could be the secret for your organisation’s success. For those hard to fill roles, such as Developers, consider appointing a specialist recruiter who really understands the business, role and sector. At William-Arthur, we have decades of experience as IT professionals from support up to programme management roles, so we really understand how the IT business works. You can be confident that the position you are seeking to fill will only be offered to relevant candidates.
For more details about William-Arthur and our expertise in recruiting for IT businesses see our Clients section.
11th March 2018