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recruiting, candidate care, recruitment process...
If there is one key trend that companies will have to worry about in the forthcoming year ( apart from Brexit!) , it's the growing shortage of quality candidates for their roles. This is applicable, not just in finance departments but across all job roles. This is partly being driven by a buoyant economy, particularly in the Cambridgeshire region but there appear to be signs that a considerable number of EU citizens have also left the UK labour market to return home. The implications of this shortage mean that if companies want to recruit, they need to learn to sell themselves and manage the candidate experience so that candidates want to accept their roles. Here are a few do's and don'ts concerning how you treat a candidate:
1) Don't keep a candidate hanging on. - It is extremely offputting for a candidate to be called for interview and then to find themselves waiting for weeks in some cases for feedback or a result. If you're not keen on them, why should they be keen on you.
2) Don't think you can offer less than what you have advertised the role for. You wouldn't accept a role at less money than you thought it was paying, so why should they.
3) Don't go in with a low offer, hoping they'll accept and you'll save yourself the odd thousand pounds. You are basically saying to the candidate that you don't value them and in 2019, someone else will.
4) Give them your best offer first time round. If you up the offer after they have said no to your first offer, they will know that you have tried to get them on the cheap and so may well say no again. It will cost you far more to go back to the beginning of the recruitment process, than to give them an extra thousand.
5) Think about your brand and values as a company. Find out what your candidates values are and what type of things they like about working for a company. If you have values or elements of your brand that match what they are saying, sell those things to them.
6) Don't do interminable interviews - two should be enough if done well. Too many interviews makes the process slow and can be offputting as it looks as if you can't make a decision.
7) If you can offer some form of flexible working amongst your benefits, do. It has huge pulling power.
8) Try and avoid overautomating your recruitment process. Automating recruitment processes is fashionable but it does make people feel as if they are "things" rather than human beings and they are far more likely to accept a job from a company, which makes them feel like a valued person.
9) And finally - if you see someone impressive, move as fast as you can to secure that person for yourself. If you don't, in 2019, someone else will.
Jeanette Robinson FREC (Hon)