I am currently enduring a recruitment process and it has really made me think about how candidates should and deserved to be treated.
My 13-year-old son is football mad and has been since he first kicked a ball aged 2. He lives, breathes and sleeps football and so you can imagine how important being part of a team is. Football is a place for him to meet, socialise, have fun with his friends, learn new skills and experience life up and downs (luckily more ups than downs).
His team’s season recently finished with a league and cup win and despite this success, he didn’t love the season mainly due to an uncommunicative coach and a player hierarchy that got in the way of team bonding. So, to cut a long story short, he has been trialling with a Welsh Premier League academy and the journey we have endured so far got me thinking about how companies should treat potential high calibre candidates if they really want them.
Key facts regarding the trials;
- A leaflet communicated that there would be 2 trial nights following which a squad of 16 would be selected for the coming season
- These trials would be over a 2 week period
- The facilities are the best I have ever seen in junior football
- The trials were extremely well organised
What has actually happened;
- We are now 6 weeks beyond the first trial night
- There has been almost a trial game every week
- Game arrangements are usually the night before and by text. Everything in our family diary usually has to be dropped to get my son to the game
- There has been absolutely no verbal or written communication from anyone at the Club to confirm the process, what lies ahead for who is selected, the vision or objectives for the team or how players will be developed
- We have had no communication to my son’s performance in the trials or what they think of him
So considering this experience and having partnered clients to successfully recruit talent for their businesses over the last 18 years, here are my top 10 tips;
- Invest time to develop a recruitment strategy that will succeed. Think about who you want to recruit and how you are going to find them.
- How and who is going to keep in close communication with the candidates going through your recruitment process.
- What information is available on social media or the internet for potential candidates to learn about you? They will be interested in the culture of your business, what it is like to work there, your purpose and vision and what the future might look like for them.
- Prepare a detailed Job Description to provide information on the ins and outs of the role, the type of person you want to recruit and the remuneration package they can expect.
- Ensure that you communicate the details of your recruitment process to candidates, what will be involved, the dates they need to clear in the diary for interviews and how they can prepare to succeed.
- How many stages are you putting into the recruitment process and who will be involved internally? Make sure they know what is expected of them, the role they will play and ensure their availability won’t derail your process.
- You cannot over communicate with candidates. Combine both verbal and written communications but as well as keeping them updated and involved in the process, you should be building rapport with them. By doing this you will build a better picture of them and they will of you.
- Ensure you keep to the project milestones you have set out to achieve but if something does get in the way then please, please, please inform your candidates and give them the reasons for the hold up to reassure them.
- Never go through the motions. Ensure that every assessment stage counts, is not duplicated and evaluates what you need to evaluate.
- Make candidates feel loved. Unless they are desperate, it is very unlikely that candidates will be excited to accept your job offer if they end up feeling unloved through your recruitment process. Candidates want to feel special and any worries overtaken by the excitement of continuing their career with you.
- Once you have secured your chosen candidate, don’t then hibernate and wait for their start date before you kick into action again. The Onboarding experience you provide is just as critical as the recruitment one and possibly even more critical. On-boarding communicates how you mean to go on and how much value
Recruitment really is a two-way process and so invest time to ensure that your recruitment process has great communication and gives candidates strong reasons to join you.
Feel free to get in touch on 01829 732374 if you feel uncertain or have any more questions you need answering before you embark on selecting your partner.
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