06 Nov Conducting a Successful Recruitment Campaign
There can be nothing more frustrating than a poorly structured recruitment process. Whether your practice is conducting recruitment in-house, or using the services of a specialist recruiter, an effective process will greatly improve your chances of securing that ideal candidate. It will also aid in the retention of current staff, by ensuring that they are not left frustrated and over-worked as the result of a vacant role and start considering other options.
First off, determine a realistic timeframe. Determine a final date that you would need any new team member onboard by. Carefully consider the time requirements for the different parts of the recruitment process – marketing, shortlisting CVs, first and second interviews, offer, acceptance and notice periods. Early on identify senior staff that need to be present at interviews and align their availability with interview times. When constructing the role description, separate the must-haves from the nice-to-haves.
If filling the role proves challenging, you may need to tap into the passive candidate market. If you lack the time and resources needed to identify passive candidates consider using a specialist recruiter. Many great candidates have neither the time, nor inclination, to regularly hunt through job advertisements. Instead, they rely on a trusted recruiter to give them a heads-up about upcoming opportunities. If you have identified a CV you think is a great match do not delay in contacting the candidate. One of the greatest risks you will face is missing out on securing your ideal candidate due to delays. Your quick response will tell the candidate that you are really interested in what they can bring to your firm and provide them with a good first impression.
For an interview to go well it is important that both sides view it as a two-way process. As the employer it is just as necessary for you to sell yourself to the candidate, as it is for them to you. As such, it is a good idea to discuss the work your team is currently undertaking, your client base and any opportunities for progression within the firm. Chances are, if the candidate has had a better interview experience with another potential employer, it is likely that they will accept an offer from them over you. Give prompt feedback after the interview, even if it is a ‘no thank you’. If you really like a candidate, but a further meeting is required, let them know those items you wish to discuss – so that they can be prepared beforehand.
Importantly, keep the momentum going. Try and make them feel a part of your team already – as they may also be in contact with other employers. Perhaps arrange an informal out-of-office coffee and include some other members of the team. If everything gels make the offer as soon as you can, and make sure it is a great offer that will not disappoint. It can be counter-productive to go back and forth with updated offers. If you’ve both been upfront about salary expectations from the outset then there should be no need for surprises at this stage. At each stage of the process an appropriately quick response will make the candidate feel appreciated, enable you to get ahead of any competing employers and make a good impression. From there on you will be firmly in pole position.
Finally, recognise that the period following an offer’s acceptance is no time to relax. If you have secured a great candidate then there is also the chance that their current employer shares your view and will promptly present a counter-offer. Keep in touch with the new team member during their notice period and make them feel a valued part of your team.