The recruitment process can be the bane of many a firm’s existence. What should be an exciting time of growth and inspiration can often turn into a nightmare-inducing catastrophe. The knowledge that every new person added can either move the team forward or backward can make the undertaking unnecessarily stressful and complicated, draining valuable resources.
Before you begin any part of the recruitment process, you must have a complete understanding of the cost/benefit of hiring a new employee. To get your maximum return on investment, your firm needs to be hiring the best of the best.
However, even if a job is well-designed and adequately compensated, it can be difficult to find (and successfully attract) the perfect person for it. A high-level candidate is in high-demand, so it’s crucial that you approach them in the right way.
Here are five recruitment dos and don’ts for companies who are seeking high-level candidates.
The most crucial thing to remember is that good recruiters are relationship-focused. Life is long, including (hopefully) the life of your firm, and relationships that are based on understanding and appreciation are long, too. Throughout the recruiting process, make sure that the way in which your team interacts with candidates demonstrates your firm’s commitment to building an enduring relationship.
Before an interview, do your research so that you can sincerely engage with a candidate about their skills and expertise. In turn, these honest and open conversations will make it easier for you to sell them the position, by aligning the individual’s goals with your company’s offer.
Afterward, make sure to follow up with candidates to inquire how the interview process went for them. Their feedback will help you to improve your recruiting process in the future.
By 2030, millennials will make up 75% of the workforce. So, if you aren’t actively working to build a recruitment process that attracts millennials to your company, then you need to start now. That may be easier said than done, though; compared to previous generations of workers, millennials have a different perspective on office life and distinctive views on how they envision the trajectory of their career.
Your first step should be to embrace and create a coaching culture. Millennials thoroughly consider how they can learn and blossom in a position and have proven that they want a coach who is invested in their personal and professional growth, not just a boss. During the recruiting process, make sure to emphasize the values of your company and the specific strategies and options for training and development. In addition, consider creating a millennial-friendly workspace — open-plan is key.
While there is a huge pool of talent out there, there are also many firms constantly seeking their skills. In order for your company to stand out and attract the highest-level candidates, you must be working to maximize your reach and visibility. Getting involved with talent communities, taking advantage of apps, targeting both niche and broad job boards, and reaching out to a worldwide recruitment agency are all excellent strategies.
Working with a recruiter with a global reach allows companies to access the global talent pool to find the best candidates for their team. Leading international recruiters have an established and highly stringent talent search and recruitment process, saving employers time and money as well as protecting them from the avoidable costs of hiring the wrong people.
With an expedited hiring process, your workforce development strategy becomes more efficient and targeted to your needs.
We’re talking about employee referrals.
If you have already hired great workers, chances are their personal network also includes some excellent high-level candidates. Presuming that your team members are happy and engaged in their position, your employee referral program can work in a similar way to customer referrals. (Remember, relationship-focused!) This eliminates a lot of uncertainty, as the original employee has already vetted both sides. In fact, referred candidates have better chances of getting hired and are more likely to be satisfied with their jobs.
Similarly, don’t overlook rehires. If someone leaves your firm on good terms, make sure to check in with them a couple of times a year to see how they are doing. You never know when they might want to return!
Rush into hiring someone and you are almost certainly guaranteed to not get the best. Curating a great team takes work and careful planning, and the absence of this can lead to devastating consequences for your company.
Even when recruiting high-level candidates, remember first to focus on your firm’s long-term goals and to take time to plan out your long-term strategy and budget allocations to keep your hiring goals on track. Furthermore, onboarding goals must be clearly defined, because even high-level candidates will need some care and attention for the first few months.
A few years ago, a firm was considered part of the minority if they utilized video during the recruitment process. Now, that thinking has completely flipped. Video applications allow you to efficiently pre-screen candidates and later easily replay footage to compare and contrast.
In the next phase, video interviews let you consider a wide variety of candidates, no matter where in the world they are located. To create greater candidate engagement, why not take a page from Deloitte’s book and have a group of employees create a short video that introduces potential workers to the company and demonstrates your company’s culture and vision?
Bottom Line: If you are serious about seeking high-level candidates, first focus on the relationships with your current employees and on creating a work environment that they thrive in. This in itself will help you to establish a successful employee referral program and a company culture that is easy to sell. Once you are comfortable with your firm’s long-term goals and strategy, work to maximize your reach and visibility and do thorough research before engaging with candidates. Remember, a high-level candidate is in high-demand!
A passionate recruiter with more than 12 years in the executive search industry, Payal Bhatia is an international headhunter and business partner for RM & Associates in the MENA region specializing in the FMCG, retail, telecom and engineering sectors.