As a hiring manager, how often are you finding the right talent only to be let down? In this article, we are going to look at some of the reasons why and what can be done to improve the recruitment process.

Key points

• Swift action needed
• Looking for potential
• Telling candidates what they can offer much more than salary
• Keeping them engaged prior to starting
• Importance of a clear onboarding process

Swift action needed

As a manager, you will be responsible for maintaining a number of duties, staff and projects; that’s many plates spinning in the air! But more and more, we are hearing how managers are missing out on the top talent. So, what is really going on?

The job market is fast-paced, and top talents are snapped up quickly. So, it is more important than ever to have a rapid response to applicants, interview them as soon as possible, engage with them at the earliest opportunity and don’t hang about if you want to offer them the role! Remember, other employers are doing this, and if there is a delay in responding, you can lose out on the candidate that would be a great fit for your organisation to your competitors.

Looking for potential

When reviewing and making candidate selections, it is important to look at the person’s potential. Think about long-term planning and how this person can develop within your business.

Here are a few questions to keep in mind:

• What training needs do they have, and how eager are they to progress and learn?
• Do they have a wide network that could be an advantage?
• What other skills do they have outside of work which could be transferable and an asset in the future?

These are all exciting and important thoughts to have when considering the future of candidate employment.

Telling candidates that they can offer much more than a salary

Most potential employees are after much more than salary.

This is clearly still an important factor due to the cost-of-living crisis. However, many other areas can be of great benefit to employees.

Here are 4 things employers should think about offering to potential employees:

• Career development – What prospects, training, and support can you offer?
• Work-life balance – Can you offer a 4-day week, work-from-home, a hybrid, or flexible work schedule, or encourage more breaks? These are all ideas that can support better work-life balance for your future employees and make them more interested in the offered position.
• Benefits – Can you offer an enhanced package, private medical, additional annual leave, higher pension matching, money-off schemes, and employee assistance programmes?
• Company culture – Candidates are looking for support and excellent company culture. So, think about highlighting things that will create a better employee experience. After all, company culture can be the deciding factor between you and your competitors.

You can create these things through your own examples and by hiring thoughtful employees to uphold your company ethos.

Keeping them engaged prior to starting

In the current labour market, it is very important to engage with prospective candidates. Offering a role and not continuing that line of communication can lower the enthusiasm for starting a new role and lead to them feeling excitement at the prospect of a different role. Keeping that interaction going will help foster a great relationship going forwards.

Importance of a clear onboarding process

This leads to how important the onboarding process is. Make sure it is clear and not overwhelming. Give them an easy way to submit any information you need prior to their start and ensure they know whom they can ask any questions.

Following this advice will lead to an amazing start for a highly motivated employee. Retain your talent by following through on any offers of training and development made during the interviewing stages.

Recruiting through SDR can take the pain out of the recruitment process, and furthermore, your employee can continue the training and development with a range of SDI courses.

📩 Email kw@sdi-e.com today for more information.