Five ways you can improve the recruitment process in a candidate-short market
We are currently experiencing a significantly candidate-short market in Switzerland. The competition is high for top talent and, for many employers, it can result in losing your preferred candidate following a long recruitment process and time investment! All too often, we see the length of the recruitment process impacting a candidate’s decision to accept another offer from someone who was quicker off the mark.
Here are my recommendations on maximising the efficiency of your recruitment process to avoid missing out on top candidates.
1 – Define the requirement from the start
Know exactly what the role is that you are recruiting and make sure everyone in the decision-making process is also aware, agrees and is on board.
You don’t want to go back to the start if, at the second stage, another decision-maker decides that the profiles aren’t quite right and would like to add to the original shortlist.
2 – Spend time on the job description
Write a good, detailed job description that sells the opportunity, explains the role and lists the skills / experience required.
A well-written job description will help you filter applications and select the most appropriate candidates for interview.
3 – Agree the timeline with stakeholders
Define the timeline that the process should take and when you would like to be in the position of making an offer.
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This includes blocking out time for interviews. The sooner a candidate knows the interview schedule, the less chance that they will be unable to attend. With busy lives and full diaries, a week or two can very easily be lost when trying to arrange interviews, especially if there is more than one person conducting the interview. Block out and stick to specific times that the candidate is aware of from the start.
4 – Keep it simple
Don’t over-complicate the process. If you see someone that fits your profile, is interested in the role and available, don’t be tempted to feel you need a comparison. It’s not worth losing the right candidate because you were waiting to speak to the wrong one.
If you have completed stage one and know exactly what the requirement is, you should be equally confident that you know who the right candidate is.
5 – Get your paperwork out
When you are ready to make an offer, follow it up with the necessary paperwork ASAP so the commitment is there, resignations can be given, and the job-hunting stopped.
If a candidate has only received a verbal offer, they probably won’t feel as secure as when they have a contract in their hands and so may continue to make applications or attend interviews. If you are not completing the paperwork yourself, stress the importance of speed and ensure that everything is completed quickly.
Once your paperwork is signed on both sides, stay in contact with your new hire ahead of their official start date – particularly if there is a long notice period. Equally important is a thorough onboarding process with plenty of check-ins to ensure they’re settling in well.
For any further guidance, feel free to reach out: [email protected].
Estate Manager / PM / CM / COS With an extensive Hands On background Looking for new opportunity nationwide, can relocate quick
2 年Is it just a candidate shortage in your area? I see a lot of candidates that are not given a chance because they may only have 8 years instead of 10 years experience, or candidates overlooked for managing 5 staff instead of 15 staff. ?Every skill can be learned, it depends on if the recruiter or employer can understand that. There is not a shortage of candidates,the candidates did not disappear. Recruiters and employers just stopped looking past that piece of paper and seeing the human behind it, Everyone knows how to do a lot more than what is listed on their resume/CV - It’s like saying there are no more Nannies available but turn down someone that had 3 children and tell them they are not qualified to raise someone else’s child when they raised their own children that turned out to be very successful them selves.
Managing Director | Advocate of South coast Manufacturing | Engineering & Manufacturing recruitment specialist | Barton Peveril employment advisor | Business mentor | ?? 07918 399377
2 年Great advice Jane Leese , some companies are worried about pay increases / employee demands (and in some instances rightly so) but many companies are missing out on talent because they are not organized, have no process and often lack TLC that candidates need in this market. Client & Recruiter on `A Game` = Successful hire, if either party are `not on it` you will lose out to someone that is.
Great advice for securing top talent!