How many interviews do you have to do to secure a candidate? How many offers get accepted?

4? 10? 20? More? 

At Maddisson Farrell we have a 85% (so 1 : 1.17) ratio of interviews resulting in an offer being made.

And of offers accepted in 2015 100% of them resulted in the candidate actually starting with the client.

This quality is not easy to achieve. 

How can you improve the interview : offer ratio

i.e. Save wasted time interviewing unsuitable candidates

Write engaging copy to attract the best

Put those ad's in places were your dream candidate will look 

If using a recruiter, ensure the one you work with understands your business, culture, & 'ideal' candidate. Have you asked them what their interview to offer ratio is? Have you worked out the ratio for those recruiters you currently use. Anyone with less than 75% either sack or spend time with them so they do understand who the right candidate would be.

Are you using social media to engage your dream candidate?

Smarten up your recruitment processes, get back to candidates within 24 hours even those that don't fit the bill - showing you are on the ball & proactive when it comes to recruitment (even to those unsuitable candidates) will do wonders to enhance your employer brand and be a natural talent magnet.

How can you improve the offer : start ratio

Make sure you are targeting the right candidates in the first place (as above) - I'm not saying it doesn't happen but if you want a "Vauxhall Car Sales Person" will you attract sales people that sell Bentleys? 

Meet candidates to present the offer - make sure they understand not just the financials but the reason why your company is better than their current - is it training, progression, better cars, more money, better commission, better holidays, better working hours? The list is endless - understand what the candidates frustrations are and make sure you reiterate they won't experience that working for you. Get them to see the future & how they can reach their full potential with you vs. staying were they are.

Don't try and get them on the cheap - offering an extra ￡1k or ￡3k is ￡83-250 extra per month - offer them what they are looking for (assuming that fits your budget - if it doesn't ask yourself is it worth paying the extra).

Why use a recruiter when they cost lots of money?

Recruiters do charge a fee - some more than others - if you work with one that understands your business and 9 times out of 10 will produce the right candidate that you want to employ, this will save you a significant amount of time and time is money - if you didn't have to interview 5 'unsuitable' candidates what else would you do with that saved time? Sell or let more houses? Which will more than pay for the recruiter.

Why do you recruit directly? 

Its similar to why do some people try and sell or rent out their house themselves privately? Outsource to an expert that will recruit the best, leaving you time to focus on doing what you do best - list, sell & rent more stock!

Maddisson Farrell is a specialist recruiter for the property and financial services industry. We find the unfindable 

Contact us on 01244 281 669 or email [email protected]