When it comes to recruiting, it is essential to make the right choice and this means being able to attract talented individuals. Attracting talent is not just about instructing a number of agencies. The right agency will be able to not only attract candidates from a multitude of different areas and networks in the right places, but also represent your company in a way that will ensure they want to join, especially in competitive times such as these. Highly qualified and experienced individuals now have their pick when it comes to joining a company, so it is important to choose the right recruitment partner for you.
Clear Job Description
Job descriptions are often thrown together quickly and without a lot of thought, but this can be a major error to make. Often, job descriptions are simply an exhaustive list of duties and expectations whereas the focus really needs to also be on what you can offer the candidate. Don’t forget the WIIFM – What’s In It For Me. Make sure you are clear about any incentives you can offer, including salary increments, bonuses and flexible working. This is the first thing a candidate sees from your company and it’s a really important first impression. Don’t lose the best people with a poor spec – we are happy to offer advice and guidance.
Quick Response
Don’t wait for weeks after the closing date of your application to get back to the agency regarding the candidates as this is the sure-fire way to lose good people. You should endeavour to respond to applications within 24 hours and get interviews set up within a day or two. With the market as it is at the moment, talented candidates looking for new roles are having back to back interviews and choosing from up to 5 offers within a week! They have a lot of choice, so the quicker you act, the more professional you will look and the more likely you will secure your next superstar.
Positive Interviewers
Choose your interview panel wisely. If you have two positive, energetic interviewers, they will instantly make the company appealing. Remember that an interview should be a 2 way conversation and is as much about the candidate asking questions as it is the interviewer. It’s a fine line between really selling the role and delving into the technical requirements – getting the balance right is the challenge. You may want to read more in our Taboo Interview Questions blog.
On-boarding
The last thing you want is to go through the whole hiring process, only for the candidate to leave after the first few days. This is frustrating and it can also be damaging to the reputation of your company. The first few days are imperative for helping to ensure people join your business and stay, so introduce a strong and engaging induction process. Make sure candidates know their way around and the departments they will be involved with. Introduce them to people and don’t leave them wandering around aimlessly. Simple steps like making sure they have someone to spend lunch with can go a long way to getting the best out of them and to help ensure high retention levels and a strong reputation.
For these and other advice to attract the best people to your company in this highly competitive market, why not give us a call on 0207 788 6600 and find out why so many companies chose Langley James as their trusted recruitment partner.
