Have you ever missed out on your perfect candidate and kicked yourself for keeping them waiting too long? We shared a blog last year focusing on this issue which many employers face, but we felt it would be beneficial to share some tips again to avoid missing out on that diamond candidate.
We know that choosing which one of your interviewees you want to hire is not an easy decision to make. This is most certainly the case when your pool of CVs was strong and they interviewed well. Of course, time needs to be taken when weighing up the pros and cons of each candidate (see our cultural fit article for more information about choosing the right fit for your business here), but if you take too long then it can backfire when making the job offer.
Candidates usually have a few interviews on the go and more often than not will get a couple of different offers, meaning your offer needs to be the best and you can’t wait around too long to make it. By offer, we don’t just mean monetary, we mean the company ethos, staff benefits, and the way you also came across in the interview. We typically advise not to leave making an offer any longer than a week. This is because your applicant will either loose interest due to assuming they’ve failed, or they have another offer that they’re thinking about accepting – or already accepted!
Here are some points to consider so that you don’t lose good applicants.
1.) SOMEONE CAUGHT YOUR EYE?
Do you have one candidate that has got your interest? If they’re perfect for the role in comparison to their competition, don’t delay, offer them as soon as possible. Remember, jumping in quickly won’t affect your bargaining power, it will flatter the candidate and actually increase your chances of them joining your company. Playing the waiting game on the other hand…it’s a risky game to play.
2.) IS THE CANDIDATE BETTER SUITED TO ANOTHER POSITION?
You know your interviewee isn’t quite right for the position they’ve interviewed for, but you think this person would still be a great fit within your practice. So what do you do? If you have the capacity and budget for it, create another position for them. Equally, if you have another position already available, even better!
More importantly, good communication is key. Be honest about your ideas so that the candidate is kept in the loop and can feel part of the team already.
3.) CHOOSING BETWEEN TWO AMAZING CANDIDATES – NOT EASY!
If you have two strong candidates but only one position available, you don’t want to risk losing them both by taking too long deciding between them. Set aside some time in the diary in advance so that you can be prepared for potential second interviews. This will ensure there is no delay in making an offer and also sets expectations from your candidates so that everyone knows the timeframe you’re working with. Once you have decided between them, make them an offer as soon as possible!
4.) UNEXPECTED HURDLES IN THE INTERVIEW PROCESS
No one chooses to become unwell or have their train cancelled. If your candidate has to postpone their interview due to unexpected circumstances, don’t let it hinder their chances of getting the job. In a situation like this, we advise that you communicate with your Recruitment Consultant and ask them to set the expectations with the other candidates that there could be a delay in the interview process. This will be appreciated by everyone and help keep your recruitment process smooth sailing.
5.) BE PREPARED FOR A NO TO THE SALARY YOU OFFER
Remember that candidates won’t always be satisfied with the salary you offer them. If they are choosing to make a move from another company and their main motive is a salary increase, you need to meet these expectations – and if you REALLY want them in your team, you will. If you genuinely feel a candidate isn’t worth what they’re asking for then be honest, and if they choose not to join you on that basis then it may not be meant to be.
WHAT TO TAKE FROM THIS?
The main point specified in all of these suggestions is good communication. Communication is key and really can make all the difference between a candidate cooperating with you and them accepting another job offer. Keep your Recruitment Consultant in the loop of what’s happening too as they can ensure your candidate is nurtured and prepared for what comes next.
Another key point to note down – After making the offer, don’t drop communication until the start date. Here’s how to Keep your new recruit buzzed for their first day.
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