Why It’s Important For An Employer To Keep Recruitment Personal
Over the years, more elements of the recruitment process for companies has become more impersonal as technology has changed. It has become too easy to use the same methodology for all levels of recruitment irrespective of the definition of the role. Some employers are badly misjudging the importance of building a relationship with their candidates losing the opportunity to create better control and build their own brand. Companies that engage with the marketplace and put people in line with an effective process are currently in the minority.
Here are some ways you can keep recruitment personal and how they will benefit you.
Develop on going relationships
Building relationships with candidates is more important than some people realise. If you have a job role that needs to be filled, think ahead if possible and give yourself time to find a combination of active and passive candidates. Be clear on what makes the ideal candidate, but be aware that they may not be fit for an existing role – they could however be suitable for another role in your organisaiton. Candidates want to feel wanted in the recruitment process – they have more choice than ever before, so it’s important to communicate effectively. There are many reasons why you should keep in contact with a candidate, as it can impact the company in a big way; such as the quality of customer/client service. When talking to a candidate, find out exactly what they want and what they are looking for, then offer your expertise and tell them if there is anything that you can assist them with in this moment of time. Building a relationship is not just about talking to them regularly, but getting to understand them more, find out as much as possible and build trust.
Engage with them throughout the entire process
Every stage of your contact with a candidate is an opportunity to reinforce the advantages of working with you. This is the opportunity to stand out from the crowd. If you have a candidate that is soon to be coming in for an interview, ask how they are feeling about the process. If they have any concerns or if there is anything more they would like to know about the company or role. These conversations will help with connectivity, engagement and control. This shows that you are supportive and it will make a candidate feel more comfortable asking questions they might not have asked without the engagement.
Asking a lot of questions
An interview is a two way process. Too much selling of your company can put candidates off as can bombarding them with questions. Preparation is key if you are interviewing. Making sure you have the time and the balance of approach gives both parties the opportunity to show themselves in the best light. Too often the lack of preparation leaves the interview lacking structure and consistency – this rarely leaves a good impression. How would you feel if you were sitting in a room, then the person rushes in late and reads your CV in front of you while making questions as they read? Asking informal questions can make a candidate feel more comfortable and relaxed in an interview. Finding out more about their personality and habits will determine whether they will fit in the work culture or not – remember you can always teach someone skills, but their personality will always remain the same.
A candidate may also have more than one interview lined up, and they will be assessing you as an employer as much as you will be assessing them. Make sure your interview techniques impress them, they will be most likely to accept your job offer than go with another employer. A candidate will go with a company that has made them feel more comfortable. No one wants to work in a company where they can’t see themselves fitting in.
Close it off professionally
Not every interviewee is going to be suitable for the role you’re interviewing for. Some people are an absolute no, others it could be a touch and go. Some employers think that once an applicant has been unsuccessful, there’s no reason for them to keep in contact and this is where an employer can be wrong – take time to give feedback. Although the candidate might not have been what you was looking for, that doesn’t mean they won’t come to your advantage later on down the line. When calling a candidate to tell them they have been unsuccessful, give them a little reassurance that you will keep in contact. A candidate might have good personality traits or other strengths that could come to good use in other positions later on down the line. Giving them feedback keeps you memorable and allows you to go back to them at a later date. They don’t cut your company off their radar when job hunting in the future.
Good business comes from being personal with candidates. Being proactive allows you to keep promoting your brand by making yourself stand out as a good company to work for with helpful staff. No candidate will want to work with a company who has promised to contact them back and never has and bad news really does travel in the market place. Do it well and you get great free publicity!