By considering the candidate’s perspective, you can learn what they want in a role and find ways to improve your recruitment process.
What do Candidates expect in a Recruitment Process?
This article is for those who have faced a contractor mode in a recruitment process. To start with, let me tell you something about these days when the term “contractor” has emerged with such strength: we are all in this together. We are all facing the fast-changing decisions of a client and competing with other outsourcing companies and other highly-qualified applicants. Therefore, I propose we join forces and become the best in our game.
How do we become the best team? As a recruiter, you could run the extra mile and not only comply with the client’s needs but make those of your candidates an important part of your recruitment process.
Here’s some advice on how to step in your candidate’s boots:
1. First, you want to spot what is valuable to them, something that is valuable to everyone: time.
You want to keep your process as speedy as possible. Detect the best channel to maintain fluid communication and make sure to provide a fast response. Also, feedback is very much valued – you could even calendarize a time slot to keep up with the current stages each candidate is in the recruiting process.
2. Make sure to keep your proposal attractive.
In the IT world, Senior professionals are usually sourced – meaning recruiters chase and contact the top talents in the industry. In order to keep your candidate hooked, try to provide as much accurate information as possible: who is the client, what does it do, what is the project about, is there a team or a Project Manager? Try to think about what you would like to know about a new job. The more information, the better resources to face a new challenge.
– Secret tip: don’t be afraid to say “I don’t know”. Leave It to the pros! Sometimes we don’t have as much information as we would like about the project, so suggest having the uncertain questions written down when the interview with the client comes.
3. Prepare your candidate.
Before the interview with the client, you could set up a meeting with them to go over some issues in order to make sure the interview results as successful as possible. Check the camera and headset, ensure a clear communication environment, inform the candidate about the interviewer’s background and topics, and advise them to prepare a confident presentation.
Pro tip: introduce the S.T.A.R. method. It is a great way to organize a complex answer. They are divided into Situation, Task, Action, and Result. It can be used when asked about a challenge they had to face throughout their career.
4. Finally, keep up with each candidate’s process.
It is a piece of business to know how the recruiting process is going for them – after all, you are doing your best to make them your co-workers, so it makes sense that you care the most about how they are experiencing each stage. The best way you can achieve this is through communication. Set a tone of communication that is faithful to your corporate communication style, try to exchange valuable information and always remember to provide feedback.
From time to time, sit down with your recruiting team and go over your priorities: make sure you are going not only after results but after talented people who will add value to the company. In this fast-paced world, professionals go here and there faster than they used to, so give your all from the moment you face a new search to hire the best talents out there.
By considering the candidate’s perspective, you can learn what they want in a role and find ways to improve your recruitment process.
What do Candidates expect in a Recruitment Process?
This article is for those who have faced a contractor mode in a recruitment process. To start with, let me tell you something about these days when the term “contractor” has emerged with such strength: we are all in this together. We are all facing the fast-changing decisions of a client and competing with other outsourcing companies and other highly-qualified applicants. Therefore, I propose we join forces and become the best in our game.
How do we become the best team? As a recruiter, you could run the extra mile and not only comply with the client’s needs but make those of your candidates an important part of your recruitment process.
Here’s some advice on how to step in your candidate’s boots:
1. First, you want to spot what is valuable to them, something that is valuable to everyone: time.
You want to keep your process as speedy as possible. Detect the best channel to maintain fluid communication and make sure to provide a fast response. Also, feedback is very much valued – you could even calendarize a time slot to keep up with the current stages each candidate is in the recruiting process.
2. Make sure to keep your proposal attractive.
In the IT world, Senior professionals are usually sourced – meaning recruiters chase and contact the top talents in the industry. In order to keep your candidate hooked, try to provide as much accurate information as possible: who is the client, what does it do, what is the project about, is there a team or a Project Manager? Try to think about what you would like to know about a new job. The more information, the better resources to face a new challenge.
– Secret tip: don’t be afraid to say “I don’t know”. Leave It to the pros! Sometimes we don’t have as much information as we would like about the project, so suggest having the uncertain questions written down when the interview with the client comes.
3. Prepare your candidate.
Before the interview with the client, you could set up a meeting with them to go over some issues in order to make sure the interview results as successful as possible. Check the camera and headset, ensure a clear communication environment, inform the candidate about the interviewer’s background and topics, and advise them to prepare a confident presentation.
Pro tip: introduce the S.T.A.R. method. It is a great way to organize a complex answer. They are divided into Situation, Task, Action, and Result. It can be used when asked about a challenge they had to face throughout their career.
4. Finally, keep up with each candidate’s process.
Having an understanding of how the recruiting process is going for candidates is important because you are interested in bringing them on as co-workers. The best way you can achieve this is through communication. Set a tone of communication that is faithful to your corporate communication style, try to exchange valuable information and always remember to provide feedback.
From time to time, sit down with your recruiting team and go over your priorities: make sure you are going not only after results but after talented people who will add value to the company. In this fast-paced world, professionals go here and there faster than they used to, so give your all from the moment you face a new search to hire the best talents out there.
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