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How to get the
Perfect Candidate
For truly successful recruitment processes recruitment agencies and their
clients must work closely
together. Without this close partnership there can be miscommunications and time
delays which can lead to non suitable CVs being forwarded to the client and good
candidates being left by the wayside. As G & G Recruitment always want to source
the best candidates for our clients we have come up with the top 5 tips for a
client to run a successful recruitment process.
1. Initial Preparation: -
Admittedly for contract roles there may not be enough time or
need to produce a long detailed Job and Person Specification. However, there can
always be a brief description including the key skills, experience or
qualifications needed and the main job responsibilities.
For both contract and permanent roles these details are key. Without these
details it can be hard to
find
candidates with the right skills and to vet candidates thoroughly so that
they know and we know that the role and its responsibilities are right for them.
As soon as a role is given to an agency these details should be 100% confirmed
and made available as any changes to the role later down the line could mean
that all candidates sourced so far are unsuitable, job adverts are not tailored
correctly (keywords in job adverts are now as essential as website keywords) or
lead to disgruntled candidates as it does not look good to them for changes to
be made half way through the recruitment process.
2. Salary:-
We understand that all clients have different budgets, no
organisation is exactly the same and no role is identical. However,
salary research should
always be done before releasing a job. Salaries in the IT Industry are
particularly susceptible to changes in demand as new technologies are
continually being released. A salary must be offered which gives the agency a
chance to fill your position with a candidate that has the skills you require.
If advice is required or a client is uncertain they should contact the agency
and ask them their opinion. It is possible to find candidates who are seeking
less than the market average for a number of reasons (Particular focus on a
specific industry, chance to learn a new skill, location etc) but sometimes it
will require some flexibility on the skills / experience level being sought.
3. Speed: -
One of the most important factors of any recruitment process,
be it contract or permanent, is the speed with which the whole process can be
completed. This goes from start to finish. As soon as the advert is released,
the closing date should be as early as possible, the feedback should be sharp
and the offer and contract process completed as soon as possible.
The reason for this is simple. Good candidates go quickly. The more time taken
to stop receiving applications, to pass on feedback, to set up interviews, to
make offers, to get references on file, to write up contracts, send out
contracts and get a candidate started the more chance there is for another
client to offer them a position and the more time there is for a problem to
arise in the interview process – sudden unavailability or even the candidate’s
interest in a role fading.
Do everything you can to speed up the process. For example, if you are unsure of
candidates then schedule a telephone interview to try and allay some of your
concerns in the first instance rather than delaying moving forward with the
process.
4. Interviews: -
It is common knowledge that
candidates are supposed
to sell themselves to clients at the interview stage. They should turn up early,
look pristine, have read up about the company, have examples in mind of how
their skill set matches the clients requirements, explain what they can bring to
the role and why they want the role. However, what doesn’t happen quite as much
and is essential for both contract and permanent posts is for the client to sell
their role and their organisation to the candidates.
Every client wants the best candidate for their role. The best candidates will
naturally have the most choice of roles, or be offered positions quicker.
Therefore it is essential that clients give candidates a good overview of the
role and explain how working for them can aid the candidate. Basically sell the
organisation and the role to the candidate. This will give the client a better
chance of snaring the best candidate.
Good client / agency communication can really help with this. A client can ask
an agency for information on the candidate’s background: -
What are they particularly interested in?
What has initially attracted them to this role?
Do they have any concerns?
What is their ideal role?
Do they have any other interviews booked?
How does your role stand in comparison to other roles? Why?
5. Consistency: -
It is strange the amount of times details get changed, especially on contract
roles and G & G Recruitment understands that sometimes there is nothing that can
be done as unforeseen situations can always arise. However, everything that can
be done to prevent this happening should be done. Salary scales, contract
length, contract type, role responsibilities, skills required, level of
experience and location are just some of the things that have been changed
midway through the process on roles worked on by G & G Recruitment. In almost
every instance this resulted in the recruitment process being disrupted and good
candidates being lost.
Summary
In summation, if there is regular contact between agency
and client, a joint effort by both to ensure there are no unnecessary delays to
the recruitment process, then the chances of the client getting the candidate
best suited for their role is hugely increased.
We hope that this provides some
helpful information
for clients in regards to planning their recruitment processes. If you have any
additional questions or if you have a role which we can help with, please do
contact us.
If you have any questions regarding our service, wish
to register for work or register a Permanent, Contract or Temporary need please
do contact us using the details below:
Tel –
0844 800 4984
Fax – 0844 800 4985
E-Mail:
info@ggrecruitment.co.uk
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