Despite record high employment nationwide, there are still a huge amount of available opportunities on the job market.
While this may be an advantage for job-seekers searching for their next opportunity, it is a problem for the companies seeking to fill those roles. There were a recorded 854,000 job vacancies across the UK as of January 2019, so how can you ensure yours are the ones that a candidate not only applies for but chooses to accept a job with?
Organisations across the country are feeling the strain of talent scarcity, especially when competing for the same pool. However, there are several strategies that can be implemented to build a strong relationship with candidates to increase your business’ offer acceptance ratio and secure the best candidate for the job.
Keep the process simple.
Passive candidates don’t always have a huge amount of time to invest in new opportunities; when you add that to a lack of motivation and a drawn-out interview process, you’re likely to end up with an unfilled vacancy. Taking steps to remove these barriers and simplifying your process will increase your ability to hire the best talent into your business
Treat your candidates like your customers.
It’s easy to say you treat your candidates like customers, but do your actions match your words? Begin the process in a warm manner and try to understand their motives for working with your company. Have respect for their time by being prompt for any arranged calls or interviews, as you would expect them to give you the same respect. Your head of sales wouldn’t walk into a prospect meeting 15 minutes late. The same rule applies for interviewing!
Shared values and culture fit are crucial.
Early in the process, be sure to showcase your company culture to make sure there is alignment from between you both. If there is, you will become the obvious choice. Shared values and culture a becoming more and more a top priority for candidates, often second to career progression.
Try something a bit different in the interview.
We’re not saying you need to go totally off the cuff with something like “What is the philosophy of martial arts?” but breaking the mold can be an easy way to relax your candidate, which will give you a better idea of who they really are. Something as simple as “What ideas would you add to our recent campaign about ‘X?’” can go a long way. This also gives them an opportunity to show off their knowledge and any potential ideas they could bring to the table in the role.
Avoid setting the candidate multiple assessments.
Candidates can feel overwhelmed when set projects, coding challenges, or other homework assignments too early in the interview process. Timing is crucial, and if you are recruiting for a role that does require you to test your candidate’s technical ability, try and keep it to the mid to later stages of the interview process. This ensures both you and your candidate are equally invested in a successful outcome and will avoid wasting time. Jumping straight into a coding challenge your second time meeting them is not best practice.
Measure your failures and successes.
It’s a known fact that you can’t improve what you don’t measure. Start by implementing some simple candidate experience surveys and track your NPS scores to get a real idea of how you are doing. The best time to send these tend to be after their first onsite interview, but prior to any news about next steps. This will help you to avoid receiving biased results, whether positive or negative.