Disappointment – Lost Candidates

 

Disappointment – Lost Candidates

For both the employer and recruiter it can be extremely disappointing when a candidate is offered the position but turns around and says ‘thanks but no thanks’.

Ultimately this cannot be helped especially with high calibre technical engineering personnel from our Armed Forces who may have more than one opening they are considering.

So what can you do to help prevent this?

Well in my view there are some key things you can carry out to minimise the above risk, these are as follows:

  • Communicate with your recruiter from the start.
    Your recruiter is there to help you and they need all the facts up front.  This includes all the detail on how you will process suitable candidates.  All this key information can then be passed onto candidates so everything is transparent and all parties know what to expect with regards to salary, working hours, responsibilities and expected travel or overnight stays etc.  Pay particular attention to providing information on when interviews can be expected to be booked, interview formats, provision of interview feedback and if offered the position when a start date can be expected.

    In summary communication between the employer and recruiter is fundamental throughout the whole recruitment process.

 

  • Do not delay a start date.
    This is one of the biggest mistakes made by employers.  You have interviewed a very strong candidate, decided that he/she would be great for your business but you cannot progress the candidate quickly to a start date.  If the candidate is out of work and available immediately they are more likely to accept a different offer even if their preferred choice is with you.  Most of us need to pay our mortgage.

 

 

  • Pay the salary advertised.
    When you make the job offer ensure that salary offered reflects that which was advertised or discussed at the interview.  If not you must provide a relevant reason along with some form of added value such as after a period of time you can expect your salary to have risen etc.

 

 

  • Sell the prospects of the company.
    Remember that the interview is not just for the employer to consider the candidate, but it is also there for the candidate to contemplate employment in your business.  Ensure that as best you can the candidate leaves your interview thinking ‘this is the company I want to work for’.  Candidates are interested in the background of the company, future plans, progression etc. not just the salary and benefits.  First impressions always count.

 

 

  • Over complicating the start process.
    Make sure the process for a candidate to start their employment is not over complicated.  If you require the candidate to complete large amounts of paperwork why not invite them back into your business to take them through it.  Communicate and look after the candidate throughout the whole job offer to start date.

 

 

  • The Job offer.
    Ensure you provide all the detail within the job offer so it can be communicated correctly by your recruitment consultant to the successful candidate.  Speak with your consultant, explain why you want to employ the candidate and this can all be passed on helping to reassure the candidate.

 

 

I hope the above is of some use, if you have any questions or comments please pass them on via the form below or send me an email at adrian@demobjob.co.uk

 

 

 

 

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