Setting the Record Straight on Recruitment

One of our biggest challenge in recruitment is getting through to potential job candidates when sometimes hundreds of other recruiters are reaching out to them at the same time.

Job offers being declined by candidates hampers the recruiters’ creditability as the turn-around time also increases.?Job offer decline is one of the most time-consuming and expensive activity as one is at the closure stage and the recruiter needs to start all over again. At ‘en world’, the priority is not finding the ‘best' candidate in the market but the ‘right' one.

One of the ways we’ve tackled the issue is by highlighting the benefits of working for us beyond the typical salary/benefits. You need to put extra effort into persuading passive candidates to choose your company over your competitors. What seems to be good news for the candidate seems bad news for the recruiter. There is still a crunch of skilled candidate especially at mid to senior position.

Candidates know they have choices, so it takes a lot of effort to really stand out.

A good employer brand helps you attract and engage better candidates. Organizations that invest in employer branding are three times more likely to make a quality hire. Thankfully, our company culture revolves around our values, one of which is “Be Passionate and Have Fun.” While finding talent presents an issue, our culture allows us to provide a flexible environment, generous benefits, and frequent perks that help to retain the highly skilled employees we hire.

Another biggest hiring challenge is competing with larger and more well-known corporations for top talent. While we offer competitive salaries and a host of employee benefits, many times job candidates are more drawn to the perceived status and brand associated with bigger companies.

Reasons that candidate cite for the offer decline include: better offer from the competitor, a current company retention plan or the offer is not lucrative enough.?To reduce such cases, companies are also gearing up to hold the best talent. Few measures involve cutting the turn-around time for the recruitment process itself, preferring immediate joiners, buying out notice periods, additional to joining bonuses and perks.

Candidate declining the job offer would significantly damage the reputation of the recruiter. What recruiters can do to tackle this is: assess candidate’s career aspirations, offers in hand, how active they are in job search, and, of course, their interest to join your organization. And also it is important to understand the reason for his/her last shift. Be well versed in the retention policy – It can serve as a guide to recruiters with respect to the talent pipeline that should be maintained.?

Companies in demand of highly skilled talent can shape their company culture & process to be more flexible and offer the appropriate resources to get the job done. As technology develops nationwide, company culture and resources should, too.