Beating your competition with a slick interview process
We all know it’s a competitive hiring market out there! Demand for top talent remains higher than the supply of candidates and it’s difficult to secure the best people. You’ve probably all heard recruiters bang on about speed of turnaround & having a good interview process but how much difference can it actually make? .…. A LOT!
One of my long-standing clients came to the market last Friday with a niche job. The kind of job most companies would struggle with and have out for a few months losing out on several people before eventually finding someone suitable, usually compromising somewhat on skillset.
This company, however, has already filled it with a 10/10 candidate.
Here’s how they did it:
1.?????? Be clear from the get-go: We had a 45min call to really nail down the role, I knew exactly what they were looking for and how to target these candidates straight away, no sending unsuitable people, I understood what the role was and what the right candidate looked like.
2.?????? Let us do the leg work: I had an advert out, search alerts set up and a targeted message approaching 20-30 relevant candidates sent by the weekend. We got the word out there and started attracting the talent straight away.
3.?????? Screening effectively from an early stage: On Monday I came back to 11 responses from my messages/headhunting and about 80 applications. About 90 people in total, I spoke to the best looking 20 or so candidates Monday morning and shortlisted 3 great fits. They were all 9/10s or better for the role. Quality over quantity in the hiring managers inbox.
4.?????? Speed of turnaround: CVs went over Monday lunchtime and within 2 hours of sending CVs all 3 were booked in for 1st stage interview on Wednesday. No waiting days for feedback, chasing for updates, leaving candidates to wonder what’s going on …
5.?????? Strong and clear interview screening: The process was 2 stages, 1st stage clearly outlines the role, company, and work, gives the candidate a great indication whether it’s right for them. It also gets straight into the technical nitty gritty and figures out who’s the best fit from the company’s perspective. ??
6.?????? Be decisive: 1 candidate stood out from the 1st stage. We booked a 2nd stage interview with them for 24 hours later and made an offer at the end of that interview. The contract was sent, signed, and returned within 24 hours of verbal offer.
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Companies out there are having success filling even niche and tricky roles. Your process can make a huge difference to how successful your recruitment is.
Does your process look like this?
Do you how to built a slick and effect process?
Do you need support to implement a system like this?
I’d love to hear from you & am here to help:
??? 02380 765 304