Recruitment firms and company hiring managers have the same end goal: to place quality candidates into roles that are a good fit for all concerned. Yet too often, there is a misalignment in approach which reduces the potential for success.
While getting star talent to put pen to paper is always tough in a competitive market, there are many things that hiring managers can do to boost their success rate. We have come up with a blueprint: a checklist of tips that any company can use to highlight what a great employer they are.
Collaborative hiring makes sense from a company culture point of view because the candidate can speak to more employees and get a more balanced view of what it is like to work there. Hearing positive comments from employees about working conditions will be more convincing than taking the word of a hiring manager.
Positive workplace culture should be reflected in your company’s EVP and wider brand and incorporated into your website, social media, and digital content. A Gartner survey  concluded that investing in and developing an EVP increases new employee commitment by 30% and reduced compensation premiums by 50%.
Even if the interview goes perfectly, make sure you consider everything carefully before making an offer and be sure to carry out all necessary background and reference checks. According to research by Career Builder , the cost of making a bad hire is nearly $15,000 so both sides need to be absolutely certain that the decision is the right one before putting pen to paper.
Employers working with Insight Recruitment have the added advantage of access to the InsightIQ platform. InsightIQ combines a state-of-the-art methodology and sophisticated technology built to extract the maximum amount of data from every applicant. InsightIQ, which can be accessed via desktop and mobile, includes a suite of behavioral assessments, questionnaires, video interviews, and other powerful tools.
You can help eliminate unintended bias through technology, collaborative hiring and ensuring all interviewers are aware of what types of question are appropriate and legal. Diverse companies also tend to be more creative and productive, another reason talented applicants will be drawn to work for you.
The top candidates, especially those already in work, want to know these details so they can compare your offer with what they already have. A detailed, relevant job description also helps recruitment firms like us to find the candidates that best match your vacancies.
Can you offer flexible working conditions for a healthy work-life balance? Do you provide an unbeatable health and retirement package? Do you reward employees with free breakfasts or fun away days? Can you deliver best-in-class training? If possible, use your knowledge of each candidate to tailor a benefits package that will appeal to them. Some companies offer a generous ‘orientation package’ as an extra incentive for new hires and their families.
After much thought, you decide to bite the bullet and agree. Full of excitement, you turn up fully prepared only to find that the person interviewing you seems bored and distracted and not really interested in what you bring to the table. Would you take the brave step of switching jobs?
As recruitment companies, we put a lot of effort into listening to what candidates want, finding out what’s missing in their career (or life) and then generating a buzz about job opportunities that fill this void. This is particularly important when motivating passive candidates. Hiring managers need to match that tone during interview or risk killing the deal stone dead.
Many candidates will have digital profiles on sites like LinkedIn and interviewers can use these to build rapport and ask pertinent questions. The best applicants are likely to be well-rounded individuals with achievements and interests outside of work. Be sure to talk to them about these aspects of their life.
If you or other interviewers arrive late, are disorganized or look scruffy, you will not only show a lack of respect for the candidate, you are giving a bad first impression of your company culture. Always remember that an interview is a two-way process and that every interviewee will be making judgments about what working for you would be like.
Do you use cloud-based software applications to streamline your processes? Are you comfortable communicating via video conferencing programs like Skype or collaborating with Slack? Consider upgrading your tech to appeal to the sharpest minds. You could even conduct time-saving video interviews. These are ideal for passive candidates who may find it difficult to attend a face-to-face interview.
The talent you need is out there. Following the guidelines above will help you and your chosen recruitment partner form a strong and mutually beneficial partnership.