Rebecca Siciliano is the managing director of Tiger Recruitment and has over a decade of experience in sourcing preferred business support candidates for clients across the UK. Here she shares how you can improve your chances of attracting top talent.
This year, it has become increasingly commonplace for employers to take a cautious approach to hiring. Candidates have been complaining about extended interview processes and being ‘ghosted’ by employers. Hiring managers, please know that all communication (or lack thereof) plays a crucial role in your employer brand. By carefully managing your employer brand and ensuring that all involved in the hiring process are helping to curate a rewarding interview experience for candidates, your organisation can make a lasting and positive first impression. Word of mouth is powerful, and by impressing all candidates – not just your preferred one – you can leverage your employer brand down the line and secure interest from top jobseekers. To do so, here are five tips to help you secure your chosen candidate
Be clear about the entire interview process
Transparency, from the outset, is key to keeping your preferred candidate engaged. From the beginning, set out the interview process and stages involved and inform candidates of any required tests or assessments. This ensures people are well-prepared and know what to expect, and you are more likely to find motivated individuals who are a strong match for your business. Don’t add additional stages midway; if you know and explain that there’s an extended process from the beginning, candidates will be more willing to wait it out. Clear communication sets a positive tone for the entire process.
Overcommunicate and stick to your word
Candidates value timely and clear communication – it’s often beneficial to overcommunicate to keep your preferred candidate engaged. In doing so, communicate timeframes for each step in the interview process. If you promise feedback and next steps by a certain date, make sure you deliver on that commitment. If, for some reason, there is a delay, communicate this promptly and provide a new deadline. Effective management of timelines and communication are essential and demonstrate your commitment to the candidate, which will help in increasing their likelihood of holding out for your decision.
Don’t be afraid to discuss other interview processes
Open and honest communication goes both ways. If you want to secure the candidate, enquire about their progress in other interview processes. Knowing where they stand with other potential employers is crucial, and likewise, it encourages the candidate to keep you informed if their circumstances change. This not only gives you insights into their availability but also helps you gauge how quickly you need to move. If other decision-makers are involved in the process, it’s crucial to keep things moving efficiently to prevent losing the candidate’s interest. Remember, in a two-way street, regular communication helps strengthen the relationship and demonstrates your genuine interest.
Present a detailed offer with clarity
When it comes to making an offer, the way it is presented is just as important as the offer itself. Your communication style reflects your organisation’s professionalism. Ensure you can provide a detailed offer that outlines salary, benefits, holiday entitlement, and working patterns. Always start with a verbal offer and follow it up with a written confirmation. A clear and comprehensive offer communicates your organisation’s commitment to the candidate.
Beware of the counteroffer
In today’s competitive hiring landscape, counteroffers have become more common. Candidates may be hesitant to leave their current roles, especially if they receive a matched or increased offer. To counter this, make sure the candidate understands your plans for them and the value of your opportunity. Organising a ‘meet-the-team’ event or informal drinks can help build the candidate’s confidence in their decision to join you.
To discover more tips on how to give your company an edge in talent attraction, read Tiger Recruitment’s DEI recruitment guidelines, and request a copy of its Salary and Benefits Review to ensure your employment packages are market-leading.
