Industry media flood us with information about the so-called candidate’s market. It is therefore not surprising that every HR department that actively seeks potential employees meets with little response to job ads, demanding candidates, or candidates suddenly changing their mind about cooperating. IT is the leader in terms of challenging recruitment stories. Massive demand for specialists has long forced employers to offer attractive financial conditions and competitive benefits.
However, adequate recruitment process is as important as the perks offered to candidates. So what can we do not to be left behind in a search for a talented developer, tester or analyst? Are there any universal employee recruitment tools?
// Recruiter as an antidote
An experienced and knowledgeable recruiter can be a considerable asset. Whether in-house or outsourcers, they are a liaison between the business and the candidates. We should thus be aware of the fact that whether our offer is accepted often depends on the recruiter’s relationship building skills and sales competencies. Inventiveness in seeking new opportunities and sources of potential candidates is also a key factor.
// Voices on board
Other HR specialists also play an important role given the fact that employees are an essential source of information about an organisation. We should keep in mind that, before making a decision, most candidates try to reach “insiders” to verify the vision presented during the interview against the feelings of those who are already “on board”. Here employer branding and the actual commitment to employees and their development can work in our favour. These are necessary for the additional effort related to employer’s brand building to bring effect. With some luck, not only will we build a group of ambassadors, but also create a successful peer referral program. This is turn would facilitate the process of gaining the candidate’s trust and the recommendation of a potential employee by a person already in the organisation should improve the certainty of the employment decision. Am I buying or selling? The situation on the labour market, so-called candidate’s market, forced businesses to completely change their approach to recruitment. From the point where we could choose the person most suitable for a given job we have reached the point where the job is offered to the candidate.
Authenticity is key
The latter, before becoming our employee, is basically our customer, so until the moment of employment we are bound by the same rules as those applicable to sales. Authenticity is key. Is it all about marketing? Only if it is real. Any embellishments during the interview will be quickly verified and we can become notorious as those who rely on half-truths. The adverse effects may be diverse, from an early resignation of an employee (i.e. improper use of resources) to a flood of negative opinions on the Internet.
We must keep in mind that such opinions can be shared not only by disenchanted employees, but also by rejected candidates. Therefore, it is important to guarantee the so-called candidate experience. Responding to messages, informing about recruitment progress and feedback from the meeting, so crucial in the case of technical jobs, are all factors that can reduce the stress and anxiety of candidates. Moreover, not only would it protect us from online criticism, but also it would ensure that there is still a way to potential cooperation in the future, either directly with the persons involved or with their friends to whom the company may be recommended as a potential employer.
// The power of dialogue
The course of the interview itself is also important. This should be explained to everyone participating in recruitment on the employer’s side. Arrogant attitude or ruthless questioning of the candidate have never been considered professional. Instead, we should make the candidate more relaxed, build friendly relationships and focus on dialogue. It is crucial to make the candidate believe upon leaving our office that they have received all the interesting and useful information possible. Why is it worth it to focus on such little details? Because it is based on such factors that the candidate may recommend the company further or, when asked about our organization, share their positive impressions about it.
There are no universal employee recruitment tools. Each of us is different and so are our needs and requirements. Therefore, only an individual approach to each candidate will allow us to learn their actual expectations towards the employer. The challenging task ahead of recruitment specialists is to avoid making the potential candidate feel like one of many in the process treated by the organization as a necessary evil. Who should ensure this? A professional HR team which, instead of on Excel tables, would focus on another person, who often feels lost or stressed by the recruitment process.