Your recruitment process is s***! Here's why... - Just Digital - Digital Recruitment for Technology Companies

Your recruitment process is s***! Here’s why…

Your recruitment process is s***! Here’s why…

20th April 2016

Your recruitment process is s***! Here’s why…

It’s a candidate-driven market!

 

Over the past 12 months, growth within the technology sectors has been phenomenal, which is great news for candidates (and us tech recruiters!). The current recruitment market is extremely buoyant and we are seeing more and more companies creating new job opportunities as they continue to grow. However, this also means these businesses are competing for the same candidates.

The reason for this is that talent just hasn’t kept up with demand, especially within digital, which in turn means that qualified candidates really are in the position of strength and will quite often have the luxury of choosing between multiple offers.

 

The candidate experience is rubbish!

 

More often than not, the same companies are losing out on the best talent.  A lot of the time, it’s their own fault due to a lack of understanding when it comes to candidate engagement/management during an interview process.

For example, here are just a few things that can have a negative impact on a candidate’s experience:

 

⁃       Lazy job descriptions

These are sales documents and should outline more than just the responsibilities of the person. Talk about the company, culture, ambitions etc. Tell the candidates why they want to work for you. It definitely should not just be a few bullet points explaining what you’re looking for from them.

 

⁃       One way interviews

Grilling the candidate for an hour and then not giving them a chance to interview you is as good as telling them “your opinion doesn’t matter”. This is a two-way process and you should be prepared to sell the opportunity. Regardless of how great a role you think it is, not everyone will see that straight away.

 

⁃       Making up the interview process on the spot

Candidates should be made aware of how much time they will need to commit to your process plus what tasks/test they will be expected to complete. Make sure you have a clear plan of who they have to meet and what they will need to do throughout the process – and tell them from the start. My advice is to keep it to three stages at most and get them to meet everyone they need to during those interviews. Pre-scheduling interviews will also prevent large gaps in the process, where candidates tend to lose interest.

 

⁃       Lack of flexibility with availability

It’s unrealistic to think that candidates will be available whenever you ask them to be. Make sure you dedicate times in your diary to interview and give as much notice as you can. Needless to say, a few early morning/late evening time slots are always helpful, especially given some employees can’t pop out of the office for an hour and half during the day.

 

⁃      Basing an offer purely on their current salary

Whilst their current salary should be a part of the decision process, you also have to take in to consideration their worth to the business, the value they bring and ultimately if they are getting paid a fair salary for the role they are doing. The argument that you’ve offered them more than they’re on currently just isn’t enough anymore – especially if your competitors are offering better salaries/packages.

 

You expect everything, but give nothing!

 

Don’t approach the market with arrogance and expect candidates to move heaven and earth for you, if you’re not willing to do the same for them.

I am not saying that candidates are now in a position where they don’t have to prove their worth during the interview process, but as a potential employer you have to be as prepared to justify why they should want to work for you.

Too many companies are still approaching the market with the mentality of “well, they should want to work for us” based only on the fact they are a recognised brand, yet they don’t even have employer branding, candidate engagement or even hiring strategies in place. Trust me, if Facebook, Google and Apple have these – you need them too!

The point I am trying to make is that hiring the best talent is a challenge. Regardless of if you’re a renowned global brand or cool, quirky start-up, it’s important that candidates are engaged correctly and are kept warm throughout a process. If they don’t feel like they are wanted, they will go elsewhere.

Momentum is also vital. If you are keen on a candidate, make your intentions clear and make decisions quickly. If you delay, the chances are another company won’t and you’ll lose out on the right person before you’ve even had the chance to do any of the above.

 

If you would like more advice on how to recruit Sales and Marketing professionals in Tech, get in touch with Just Digital today.

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