As the title of this blog post suggests, the idea of moving your recruitment processes forward quickly and having a proactive mindset should really be a given as “good practice” right? Both elements are things we would all subconsciously think of when naming what could bring a positive outcome for most business activities.

But why? Why should you have a recruitment process that takes timing into account and doesn’t dawdle or delay?

Why should you act proactively for recruitment and how do you even do that?

Keep reading and you can find out…

Industry trends

Knowledge is power. Knowing the status of the market is going to assist you in proactively planning your recruitment process. Is it candidate or client heavy? Why are candidates looking to move roles? Is there a drastic change in salary expectations? Are we moving back into the office more?

Understanding the market and trends can help you to know if you’re up against stiff competition for candidates or if you’re going to spending hours sifting through mass applications. If you’re not clued into the recruitment market, as it may not be part of your daily work responsibilities, don’t worry – recruiters and agencies can tell you and keep you informed. One of the many reasons why you should have a trusted recruitment partner. Thus, saving you from any wasted time and resources.

Promoting Company Image

Do you know what the most common killer of recruitment deals is? No?

It’s Time.

A lengthy recruitment process that is dragged out over weeks, or with excessive rounds for a candidate to pass through is only going to be a hinderance to your recruitment. This can also have a negative impact on the company image.

Think of it this way, a candidate who is in process for a role you’re recruiting for, drops out.  They’ve accepted a role elsewhere as they’ve been waiting 3 weeks for their next interview with you. They were frustrated with waiting; they feel like they’re maybe not good enough as you don’t appear keen to move the process along. They then tell their friends and family about it, they now feel like they wouldn’t to go through that experience themselves. Perhaps, it’s 5 years later and this same candidate is applying for roles again, they see your company has a job that would suit them, but they remember the previous process, so they decide not to apply.

From one simple bit of delayed process or lack of communication you’ve managed to instill a negative connotation to your brand’s processes and that could lead to missing out on top talent as they’re not applying to your roles and maybe even telling others to do the same.

Create a Positive Candidate Experience

Treat others the way you’d like to be treated – we’ve all heard this term before, and it can be very relevant in recruitment. Try and imagine you’re in the shoes of the candidate in your process. How would you want to be made to feel? Would you want to receive more feedback and transparency to aid you in your job search? You probably would.

Remember – candidates are interviewing you too! This is a 2-way discussion. A candidate is trying to sell their skills and experience to you, and you’re trying to sell your company environment and benefits to working for them to the candidate.  

Be proactive and build a pipeline

If you can find the time or have a dedicated HR/Recruitment team member, it could be really helpful for you or them to network with people who you think could be a good fit your business. Build relationships with everyone you meet, you never know if they’re going to become a future acquaintance or a potential candidate.

Good people tend to know other good people. Your colleagues may know of people looking who could be a good fit for your business. Utilise the knowledge and network that you already have available to you.

Important factors to remember so your processed aren’t affected by time delays and to help you act proactively:

• Upcoming leave for decision makers. Is someone going to be away during interviewing who is going to be part of the decision-making process? Then it’s probably not the best time to be recruiting. Any delay to your processes could put off your candidate(s) or they could accept an offer elsewhere if they’re active in the market.
• When planning who the candidate would meet as part of the process, try and decide this BEFORE they interview. If you start to drag out the process by adding another meeting with another executive, the candidate is going to think you’re dragging it out. It’s likely that they’ll become disengaged and start to have feelings of doubt as to why this business is having them meet someone else.
• If a candidate is applying to your job advert, they’re probably applying to others too. Try not to be ignorant to the fact that a candidate is only interested in your role. Make sure to ask about their commitment to the process, do they have any other processes they’re currently going through? Keep them as engaged and in the loop as you can. They haven’t established any loyalty with you yet, they’re still discovering if they want to be a part of your organisation. So, try to run a process that makes them feel like they’d really like to be a part of your team.
• If you’re planning on having any psychometric testing or practical elements involved in your process, firstly determine at what stage would be the best for that to take part, secondly ensure that what you’re asking from the candidate is succinct and appropriate for the role. For example, don’t ask a junior candidate to prepare a 45-minute presentation for a role that is only going to be a short-term contract position.

The most important tool and resource in the recruitment process – partner with a recruitment agency. Preferably on the experts at Cox Purtell Staffing Services! Utilise their knowledge, resources and network. Outsourcing can save you time and effort