How to build a recruitment process that attracts the best candidates

How to build a recruitment process that attracts the best candidates

This is the third article in this month’s series on ‘avoiding significant recruitment mistakes in times of skill shortage’. The full series can be found at monarc­hper­sonnel.­com.

As businesses continue to navigate their recruitment processes through the triumphs and pitfalls of a candidate-driven marketplace, more focused attention needs to be paid to how those processes are managed.

According to REC (Recruitment and Employment Confe­dera­tion), hiring activity rose sharply again in September while unpre­ced­ented increases in starting pay were reported for permanent and temporary workers. This has all been happening as candidate supply falls at a near-record pace and businesses grapple with the consequences of a UK-wide skills shortage.

Companies that hire in such conditions without a robust and carefully thought out recruitment process risk losing the best candidates who are now able to pick and choose who they work for.

To keep one step ahead of competitor recruiters, companies need to plan and do everything in their power to offer an outstanding recruitment experience to attract and keep the best candidates.

Ways to build an outstanding recruitment process

Keep the process simple

Recruiters should develop a simple recruitment process that is transparent and uncom­pli­cated. This will put candidates at ease and allow them to adequately prepare for what lies ahead and become more engaged with the process.

Adopt a 24/7 approach

Gone are the days when the recruitment process could run at a pace that fits in with standard business hours. Businesses need to be far more proactive and prepared to interview candidates at their convenience which is often out of hours.

If the aim is to hire the best, businesses need to move fast and adopt a 24/7 approach in all company recruitment processes.

Be responsive and communicate effectively

All job applications should receive a prompt response with a breakdown of what the process will entail and timescales for each stage. It is essential that companies engage with the applicant throughout.

Give candidates the chance to ask as many questions as possible

Candidates feel empowered by being able to ask questions freely and confidently. This also helps the interviewer because questions asked by candidates tell interviewers much about their mindset. At Monarch Personnel we encourage clients to recruit on mindset, and such questions can reveal many signals about whether a candidate is a good fit for a company.

Give compre­hen­sive feedback

Companies should always give candidates feedback including positive pointers for great candidates to ‘hang their hat on’. This helps to sustain their interest in the company and the role on offer.

Make the process slick and consistent

If hiring is managed speedily and in a consistent, controlled manner as a key business objective, the process will deliver favourable outcomes.

Contact good candidates straight after their interview

If a candidate is considered a good fit, the recruiter should contact them straight after their interview rather than wait until all interviews are completed, otherwise they risk losing the candidate to another company.

Look out for the next article

The fourth article in our October series will be published next Wednesday, October 27th, in which we will explain how to attract the best talent in a candidate-driven marketplace.

In the meantime, if you would like to learn more about Monarch Personnel, you can read our latest articles by signing up for our newsletter. You can also follow us on our social media channels: LinkedInTwitter & Facebook, or visit our website www.­monarc­hper­sonnel.­com.

Posted in Help & advice and tagged #BestPractice #SkillsShortage #CandidateMarket on