12 Tips to Avoid Losing Recruited Candidates
12 Tips to Avoid Losing Recruited Candidates
Make all recruitment efforts count from the beginning of the process
A great deal of time, effort, and monetary expenditures arise when it comes time to fill a position no matter what route you may take to get there. Given this, it’s essential that you do everything possible to make certain your targeted candidates are ready to sign and join your company rather than lose them to faulty processes or a potential counteroffer. The following tips will help maximize your ability to hire your next team member.
Make the application process as straightforward and streamlined as possible
The simple fact is that many systems and structures for an initial inquiry into a role have become overburdensome and time wasting. As a result, many potentially superior candidates are taking this as a signal that a company may not ultimately be worth working for if they haven’t come up with a method of making this part of a candidacy as direct as possible. Asking them to complete drawn out exercises and submit forms of work deemed overly superfluous also should be avoided as it will often be deemed as unacceptable and steer interest in the wrong direction.
Initiate the first interview as quickly as possible
Time truly is an imperative factor to pay heed to during this part of the process thus make certain to respond to their initial inquiry as quickly as possible and arrange the initial meeting with all due alacrity if you’re interested in pursuing their candidacy. Potential recruits are actively taking note to determine the responsiveness of the hiring manager and the manner in which the company approaches business as whole. Leaving lingering doubts and a poor impression due to unnecessary delays in moving forward can quickly send things sideways with little chance for proper realignment.
Make certain to do all possible to present the company in a positive light
Selling the organization along with the position is essential. This may include:
• Supporting input from other employees.
• Reviews and insight from customers.
• Ensure that all interviewing stages go smoothly with full preparation.
• Keep employee and business dealings at the highest levels. Information is widely available and dispersed via a plethora of sites these days and the manner in which an organization conducts its business is readily discerned.
• Know why your company outclasses the competition and convey that in a pointed but respectful manner. Sell the culture and particular benefits of the position that are found within that structure.
Answer all questions a candidate may have in a forthright and detailed manner.
A sure way to have a potential hire exit from the process is to obscure or omit crucial information about the position or company during this period.
Have a well-defined plan of progression for the position and let the candidate know how they can successfully follow its path
• Scope of duties.
• Performance expectations.
• Required competencies.
• Characteristics of those who have been most successful in the role.
Benefits
Numerous surveys and general experience show that monetary compensation is still at the top of the list of reasons why an individual selects a particular role. In order to truly solidify and prompt a move, however, additional factors that fill out a comprehensive package are more important than ever given the immense changes seen over the past few years. These include:
• Vacation/PTO time.
• Work from home/hybrid possibilities.
• Health care offerings.
• Retirement package options.
• Educational opportunities.
• Flexibility regarding work times during the day and week.
Focus on the essentials
It’s imperative to address all primary items a candidate may be seeking from the beginning of the process and continually confirm and close as the signing stage nears. Determine with certainty what some of their absolutes may be, what components of their previous/prior position they would like to see continued, and what compensation window will finalize a move.
Come up with an offer within a reasonable amount of time
There will always be a number of work-related items to address while attempting to tend to hiring needs as well. Nevertheless, it’s vital that you compile and put forward an offer within a clear timeframe otherwise candidates may begin to view your approach as anything from foot dragging to simple incompetence. It’s also quite important to keep them up to date on a regular basis as it will ultimately tell them a great deal about how they may expect to be treated if they ultimately accept employment with your organization.
Construct an offer that is fair-minded and within industry expectations
Lowballing in particular has taken on an even more onerous tone with many given the events of the past couple of years, and for numerous candidates it’s viewed as an almost instant withdrawal from moving forward with the process. Make it a point to stay fully apprised of current market salary ranges for your particular area and do everything possible to leave a fair amount of leeway in the hiring budget to land superior candidates.
Avoid any unforeseen or masked items within the offer
Transparency is paramount in today’s market. Candidates have access to many different avenues that allow them to have a fairly good idea of what they can expect from a position and particular company. This includes salary, duties, work situation, and a host of additional items.
Let the candidate know that you are very interested in having them join your organization
It’s essential to not only generate excitement about the company and the position but, most importantly, convey to the applicant what type of value they will bring to the role and company culture.
• Make certain to stay in close contact as letting communication lag can quickly skewer an individual’s interest in a position.
• Keep all stages moving forward as directly as possible.
• It’s equally important to not be overly aggressive or appear desperate. A fine balance here is readily found, however.
Expect a potential counteroffer to be made by their current employer. Eliminate this possibility early in the process.
The key factor to avoid this type of action is to have a full understanding of their motivations from the beginning and to outright ask them what their response would be if they receive an option to stay in their current position. This will allow you to make a proper offer that will negate this possibility and, most importantly, you’ll have all necessary information to outline why accepting a counter will only lead to an eventual move anyhow that may ultimately be far less ideal. The following link will provide more information – Never Accept a Counteroffer.
