Is your recruitment process delivering the best candidates?

Posted by Anna Ramm on 7 April 2014

Right now, New Zealand is experiencing a candidate-tight market. Employers are reporting lower numbers and less quality applications. To attract the most suitable people your recruitment must be targeted, authentic and responsive.

Here are 5 tips to get the best from your recruitment process:

  1. What's in for them? - The recruitment decision goes both ways. Great candidates are in limited supply - which means they are harder to findand they have the luxury of being able to pick and choose where they will work next. Your advertising needs to be just as much about what you can offer them as about what you are looking for. The 'features and benefits' approach of marketing applies to recruitment as well.
  2. Online recruitment - While print is not dead, most candidates search and apply for jobs online nowadays. Is the careers page on your websitefresh? Does it attract the right people? Is it simple to use? You'll be surprised at the amount of quality candidates who don¹t apply for jobs if the online process is too complicated.
  3. Pick up the phone - Quality candidates go off the market fast. When you get a good application call them straight away - it shows you are interested and also helps you understand where they are with other roles and how much they want your role.
  4. Interview skills - Are the people doing the interviews fully prepared/trained or are they a bunch of fidgety people reading off a script? The interview is a one hour opportunity to learn as much aspossible about a complete stranger - about their personality, their work history, their knowledge, skills and talents, and how they approach their work - by asking a combination of technical and behavioural based questions and drilling down into the answers. Unfortunately, while the expectation is that candidates will prepare for the interview, many employers do not do the same. Ensure you get the most out of theinterview process by training the people that do the interviews.
  5. Say it like it is - You must always answer the "what's in it for me" question for candidates but remember to be honest in the recruitment process: misrepresentation of the role or the company is one of the main reasons for employees leaving within the three months. Make a good impression, but don't fabricate the truth.

Remember, recruitment is your company's first impression; its a reflection of your culture, values, and brand. Make sure it's positive.

Posted in: Recruitment   Comments


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Posted in: Health & Safety Employment Relations   Comments