There was a time when companies treated candidates like customers. Bosses knew everything about them. Candidates were understood inside-out: their pros and cons, likes and dislikes, hobbies and families, work ethic and career goals. Some employers still adhere to this, but many sadly do not.
Understanding candidates starts with your recruitment agency. If it doesn’t, it may be time to change recruiters. As an extension of your company, a recruitment agency should get to know your candidates as if they were employing them themselves. This understanding shouldn’t come at a premium either; the service should be provided for a low-cost, one-off flat rate. eRecruit Solutions’ fixed fee starts at just £599, including sourcing, screening and short-listing. We’ll even give your business a free recruitment MOT to get you started.
Now – a few tips to better know your candidates.
Understand why a candidate is looking for a new job. It may sound simple, but this is an essential question to answer during the application process. Knowing why a candidate wants a job will give insight to their motivations and intentions. Knowing a candidate’s position also allows you to get ahead of other companies that may also be interested in recruiting them. When a candidate can see their goals being fulfilled, you stand a better chance of getting any job offer accepted. Their commitment will also improve tenfold.
Candidates are not always money-orientated. It’s easy to lose sight of this, especially in our money-driven society, but candidates are equally enticed by a good employer brand and company culture. When you talk to a candidate, aim to understand them and contextualise your business with their needs. Perhaps the candidate is looking for flexible hours or a chance to head up certain projects or accounts. Not every deal-clincher revolves around money, so be creative and see how your company can benefit candidates in other ways. Knowing how to do this takes practise, but is essential for candidates who want to be matched to specific job roles and opportunities.
Know your competition. Recruitment isn’t solely about knowing your candidates; it’s equally about knowing your competitors. Find out what other companies the candidate would like to work for and what they offer. See if you are able to match any offers or, better still, improve on them.
Make your job roles more appealing. Don’t wait to find out what the competition are doing. Instead, speak to your existing employees and start improving your employer brand. This will help sell your company through word of mouth, in job adverts and online.