Property Recruitment – Managing Candidates.
MANAGING CANDIDATES
It is essential to manage potential candidates during the whole recruitment process in order to secure the best candidates, it is important for recruiters to be aware of the current struggles within the industry in order to minimise the likelihood of counter offers.
It is vital that interviewers find out the reasoning behind candidates looking for a new job, they need to be able to offer them something they are lacking at their current employment; this is president in reducing counteroffers. Finding out a candidate’s key motivators can help a company to match the right opportunities and benefits to the candidate, the candidate is unlikely to move if they are already getting what they desire, whether it is monetary, progression opportunities or a more flexible work / life balance.
Adding a personal touch and a bespoke experience will help a company set themselves apart from the competition, not only does the candidate need to prove they are right for the job the company needs to prove they are right for the candidate; selling their organisation to the person they want to hire.
STRIKE WHILE THE IRON IS HOT: AVOID DISAPPOINTMENT WHEN HIRING A CANDIDATE
There are many reasons as to why the ideal candidate does not accept a job offer but in some cases can rejection be avoided? Here are five top tips that can help you avoid disappoint and secure that perfect candidate.
BE PERSONAL
When offering the position to the candidate, make sure its personal! If a face to face meeting cannot be arranged, give them a call instead. If the candidate is occupied and the phone goes to voicemail ask them to call you back, it’s advisable to not announce the good news. Having a conversation about the offer is also beneficial to you, it allows you to gage the candidate’s reaction and address any concerns or confusions.
STRIKE WHILE THE IRON IS HOT
It’s important to get through the process as quick, a candidate may over analyse a situation and lose the initial spark of interest they had for the role. A long interview process may even damage your reputation; candidates will not look to the company for roles in future. Alternatively, it is more than likely they are looking elsewhere and may get offered a role somewhere else.
WALK THEM THROUGH IT
A career change is a massive decision for anyone and providing them with additional support can really put a candidate at ease. Firstly, when offering them a package, talk them through the offer and any perks they may have like car allowances, bonuses and incentive schemes etc. Take the time to explain each feature and encourage questions.
After you have explained the package, give them a couple of days to mull it over. Then look to obtain a verbal response by phone, maintaining enthusiasm and excitement. It’s
important to set a deadline for a response that you and the candidate can both agree on.
Then follow up with a written response outlining the job name, date of start salary and conditions. Candidates usually wait for this kind of document before they resign from their current role.
SELL THE DREAM
Go beyond the job specification and sell the company to them, people are more likely to move if they feel positive about the role you offer and not short-changed.
It’s important to find out within the interview process the candidates current salary and perks so you can offer them a salary that is higher than their current position or if you offering the same salary, make sure you sweeten the deal with other perks they are not getting now.
BE PREPARED TO NEGOTIATE
When preparing for negotiation, doing a bit of research on what competitors offer and what the market expectations are can help you get a package together that is within your means and right for your potential candidate.
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