What do candidates want to know about you during your recruitment process?

We are seeing repeated issues with candidates that are part of our recruitment processes.? These include:

1.????? Candidates not being serious about the recruitment process

Many candidates don’t remember what role they have applied for and whilst this is frustrating, it also means that all jobs start on an equal footing.? Candidates are often not more wedded to one role than another.

2.????? Candidates will take the first job that comes along

In the past candidates would try and line up their job offers so that they can compare them to ensure they take the role that is not only the best fit for their skills and their career, but also financially.? This changed about 18 months ago and generally, we see candidates operating a first past the post system where they will take the first job they are offered and drop out of any other recruitment processes they may be part of.

So, what information do you need to communicate with candidates to ensure that your role is ahead of other roles they may be interviewing for?

1. Up-to-date job description

22% of people will leave a role within the first 45 days (this is my favourite statistic).? The main reason for this is that the job isn’t what they thought it would be.? Within SMEs, we also see companies bringing candidates in for a particular role and then the company being too busy to allow the recruit to get on and learn this role.? Make sure you are clear as to the role they will be doing and their expectations from the start.

2.????? Department information

Make sure the successful person is clear as to who they will be working with.? Create a plan-o-gram so they can see who works with whom.? You can make it humorous with information about pets, hobbies and outside information about the person too.

3.????? Mission, vision and values

Candidates (particularly Generation Z) want to know why you are doing what you are doing.? Tell them what values are important to you, and what the history of the organisation is and explain your plans and growth.

4.????? Future Opportunities

What have other people who have done this role gone on to do?? You can keep this information broad and will depend on whether you are looking for someone to stabilise a department or someone who you want to develop and then move on.

5.????? Company Tour

If you are getting people in face to face for an interview you should take them round to show them the site so they can get a real feel for the role.? If you are interviewing virtually, you can create a virtual tour, introducing people and the working environment to them.

6.????? Senior management information

Share the LinkedIn profiles of the senior management team so that they can see how the leaders of the business have got to where they are.

?Action points for you:

Considering this information as a business owner/hiring manager when you are next recruiting you may want to:

• Create a candidate information pack containing the above information to be able to send out to all candidates that you are interested in.
• Review how you can introduce the working environment and potential colleagues to new employees early in the recruitment process.?
• Candidates have little buy-in to companies at the start of the recruitment process. Think about what you can do to elevate your organisation in their minds. This will make your recruitment process more successful.
• Contact me for my worksheet for more guidance.

If you want help to reduce the time that you spend on recruitment as well as optimise your hiring processes and attract the best candidates book a free strategy session with me, Caroline Hunt at Emerald Starfish HERE.