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A-level candidates often can choose from at least two – and probably more – attractive job offers. This is especially true in high-demand industries like analytics and web marketing. What’s your strategy for landing the employee you want rather than losing them to the competition?

The Candidate Experience

Listed among the top complaints job seekers have about prospective employers’ hiring processes are:

  • Withholding interviewing details: Let candidates know what to expect from their experience. Will there be a series of interviews? How many interviewers will be involved? What’s the appropriate dress code? Potential hires appreciate knowing what to expect. There is less chance that they’ll become impatient as a result.
  • Lack of information about the work and benefits: Ensure at an early stage that candidates understand the responsibilities of a position and have a firm picture of the associated benefit package. Share the job description if possible. Unwritten responsibilities such as hours, travel requirements and other features that may sway a decision are equally important.

Start at the Beginning

Before interviewing, strategically think about the job you want to fill. The ROI will be worth the time and effort.

  • Write down the results an employee needs to achieve and how they contribute to company success. Include specific tasks involved.
  • Choose a title that accurately reflects the position. The best workers want to know exactly what job they’re applying for before they invest their time.

Manage the Interview Process

In order to stay ahead of the competitive curve, it’s critical to manage the interview process effectively.

  • Keep a reasonable time between the first interview and an offer. It should neither be rushed nor unnecessarily prolonged.
  • Align your team. Limit the number of interviewers. Having too many players involved wastes your team’s productivity as well as the candidate’s time. Identify a few top people who will effectively sell your company and the position, and capitalize on their skills.
  • Make a good first impression. Showcase your organization as an attractive place to spend 40 or more hours a week. This extends right down to warm, professional greetings and welcoming waiting and interview rooms. Treat the candidate like the valued customer they are.

How Can We Help You?

Look for the pain points in an individual’s current position and determine how working for you could relieve them.

  • There’s a reason the candidate is here. Are they frustrated with their current employer’s management style, corporate culture or lack of flexibility? If so, can you change that for them?
  • Remember, the candidate is interviewing you too. They are quite possibly comparing you to your competition. What can you do to emerge at the top of their list? When all is said and done, it’s really not that different than buying a new SUV. If I don’t get what I want at this dealership, I’ll go across town and seal a better deal there.

Convey the value of the job as it relates to the candidate’s career success – in terms of compensation and beyond. And do so thoroughly, but effectively.

Partnering with a specialized executive search consultant can be a tremendous asset as you perfect your interviewing process and successfully attract leading talent. Contact the executive recruitment team at BrainWorks to learn more.


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