Advertising your role is still crucial to target the many great active candidates on the market. However, it is also key to engage with your network of passive candidates to ensure that the hire you make will return the best possible outcome, a hire that will truly make a difference to your business long-term. This may require headhunting, exploring past applications, contacting your database, or exploring your social media pipeline.
So, you have gone through your screening, interview, and reference process, but do you truly know what your selected candidate has achieved in previous roles? This is where your network should be extremely valuable. Speak to others in your industry and the employers that the candidate has worked for previously. See if the requirements from your vacancy match that of the candidate’s ability. You should always seek a minimum of 2 verbal recommendations as a confirmation of ability and whether they are a cultural match for your business. This will not only ensure you select the right candidate but help to improve retention rates saving you money in the long run.
Recruitment is unpredictable! Having only one or two candidates on your shortlist is a risky business. Remember, candidates of interest can have a change of heart by accepting counteroffers from other employers, so have a minimum of three candidates on your shortlist at any one time. By doing so, you will save valuable loss of time on your operation if a candidate were to reject your offer for another opportunity at the last minute.
If you require support or advice on any area, please feel free to contact Rikin Suchak directly on 0115 786 0443 or email opportunities@source-talent.co.uk.
