Small things that help to secure top talent

Every company has their own process for hiring, yet there are few that really get it right. Despite good intentions, the hiring process often gets caught up in red tape. Candidates get frustrated with delays, and in the end, they simply move on.

With such a shortage of skills in the industry, it’ not easy finding top talent. So, when the right person walks in the door for an interview, companies need to make the most of the opportunity to secure their interest in working for them. In our experience, there are few seemingly small things that can make a big difference:

1 – A well organised interview:

Help the candidate prepare by sharing details of who will be interviewing them and general expectations of the role. Similarly prepare the interview panel by running through the process and prepared questions with them. This ensures all the relevant areas of expertise and experience are covered. Most importantly, be on time and leave enough time in the interview for candidate questions.

2 – Clear communication throughout the hiring process

There’s nothing worse for a candidate than to be left hanging, not knowing what the next step is – whether they should follow up with the company, or wait to hear. Be clear in communicating the process so that they know what to expect. This will also help to build confidence in the company.

3 – Rapid processing

A great interview is one that leaves you feeling positive about working with a candidate. If you’ve connected with them, been impressed by them, and are confident that they can deliver value to the company. It’s likely they’re feeling the same, which is why it’s important to move quickly to secure their commitment to signing on. Any delay in receiving an offer and they might second guess their choice and move on to the next offer.

4 - Continued connection

Even once an offer is accepted, keep communicating to keep them engaged. It’s not unheard of for signed candidates to be approached with counter-offers. The more you build a relationship with them, the less likely they are to back out.

5 – Effective onboarding

When they start, have everything ready for them so that they’re empowered to get up to speed quickly. A good onboarding process has a big influence on whether they stay and continue to add value to a company in the longer term. It’s worth getting onboarding right.