Don’t Let Great Candidates Slip Away! How To Make Your Recruitment Process More Efficient:
We are the specialist recruitment company for senior financial appointments. Trusted by FTSE listed businesses, Blue Chips's and SME's across the South, we identify, attract and place the finest talent for executive interim and permanent opportunities. We partner with a wide variety of companies across many commercial, financial and professional services sectors and we tailor our recruitment processes depending on client preferences.
When a position becomes available we recognise the importance of filling it with the best possible candidate. A candidate applying for a role is likely to assume that the recruitment process is ‘ready to go’ and this is not always the case. In fact, many large companies have an elongated recruitment process designed to enable them to compare a variety of candidates in order to make an optimal choice. This process may be beneficial as it allows you to make a fully informed decision however, as we know, top talent vanishes in a flash and many businesses are losing out to more nimble-footed competitors.
Is your recruitment process hindering your company from securing top talent? Take a look at these 5 steps.
1. Write a clear job description for the available position
The first and most obvious step in ensuring an efficient recruitment process is writing a clear job description. There is nothing worse and more time-wasting than being sent candidates that just ‘don’t match’ what you are looking for. Split your job description into sections to provide clear details about: the company, responsibilities of the role, candidate specification including personality, qualifications and software experience. List the desirables and essentials and don’t over-labour the latter.
2. Don’t hoard CV’s
When a candidate or a recruiter sends you CV’s, aim to acknowledge within 24 hours and let them know the process and likely timescales as this will prevent you from missing quality candidates.
3. Consider telephone interviews as a first stage
When finding a suitable candidate, it may be worth considering a telephone interview as a first stage process because this eliminates some potential availability issues and acts as an effective screening process.
4. Be decisive
After you have conducted an interview, aim to deliver feedback regarding the candidate’s performance as soon as possible. Chasing for feedback and a decision can be frustrating when you are applying for jobs. The longer your business waits to decide the more chance the candidate will be snapped up. And if the candidate clearly isn’t right for the job, let them know very quickly. Turning people down for a job is not pleasant but if and how you do it speaks volumes about your business.
5. Think ahead and eliminate slow processes
Once you have secured your top talent, don’t leave it until the last minute to ask for references, background checks or implementing ‘quality ensuring’ processes as this can make your candidate disillusioned and you may risk losing them. Your onboarding process should be efficient and structured, helping to ensure a smooth hire.
To hear about our vacancies or for more information on how we can help your business fulfil its recruitment needs. Please visit www.chilworthpartnership.co.uk or call 02380 111 813.
Bethany Robb ~ Senior Administrator & Marketing Associate