Recruitment Process Best Practice for Employers
Harvey John
Specialist Accountancy, Tax & Treasury, and Legal recruiters operating across the UK & EMEA.
We’ve all been there. The vacancy is registered and the candidates are briefed, but somehow, the recruitment process drags on. Just last week I was chatting with our Associate Director, Callum Mckenna, and he’s seeing a familiar pattern forming with some businesses delaying the interviewing element of the recruitment process once the candidate shortlist has been submitted.
Process Matters. Here’s Why.
Skilled professionals are in high demand and in some cases, short supply. When a recruitment process takes several weeks or months instead of days, there is the real risk of losing candidates to competitors who are essentially more efficient. Acting with an element of pace with an agreed recruitment process can be the difference between securing the perfect hire for your team or business and losing out.
Imagine you’re a candidate, the recruiter’s pitch has piqued your interest and you’re excited about a role, but weeks go by with little to no update. Frustration sets in, and soon you’re disengaged, potentially walking away altogether. A smooth, efficient process not only keeps candidates engaged but also reflects positively on the company and importantly, their commitment to hire. Candidates expect a well-managed, respectful, and timely recruitment process, and if that’s not being provided, then it’s more than likely they’ll be experiencing it elsewhere.
Done in the right way process builds trust, regardless of how many stages there are. When candidates experience a business being responsive and proactive, it reinforces credibility. Slow processes, on the other hand, can suggest indecision or a lack of urgency – neither leaving a good impression. Taking clear, straightforward action shows professionalism and crucially, a commitment to hire.
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The recruitment space moves fast, and even a delay of a few days can cause a business to miss out on the right candidate, let alone leaving weeks between interview stages. And whilst we’re talking about market conditions, candidates in most cases will have options. They will be comparing business as well as individual opportunities. A smooth recruitment, hiring, and eventual onboarding process, all play a key role in a candidate’s decision-making process.
Ways to Pick Up the Pace
If you’re a client reading this, here’s the key takeaway: be clear about what skills you are looking to introduce to your team, and be absolutely clear and transparent about the recruitment process before you start.
We use a statement here at Harvey John…Start your search with total clarity. It’s key for every party in the recruitment process. Clients need to be clear about what skills they they need to bring to their team and on what time scale as well as having a clear hiring process. Candidates need to be clear on their motivations to change jobs and what it is they want from a new role or employer. And as a recruitment agency, we need to clearly understand both the client and candidate requirements to make the right introduction! If one of these fails, then more than likely so does the recruitment process.
We understand that hiring decisions require careful consideration, but creating an efficient recruitment process doesn’t mean cutting corners. It’s about moving deliberately with the right tools, communication, and focus. A streamlined and transparent process ensures that the business attracts the right candidate and prevents them from potentially missing out on top talent due to unnecessary delays.
Need more advice on optimising your hiring process? We’d be happy to help. Reach out to a member of our team today.
Author: David Waddell