How to attract best talent

For this month’s Blog, we have reviewed 12 months of job activity to identify common themes that have adversely impacted the recruitment process for hiring managers and ultimately impacted on hiring managers being able to recruit their preferred candidate.

If you are a hiring manager, we hope you can use this information as a rough guide to ensure a smoother and tighter recruitment process to help you identify, attract and recruit the best talent possible for your organisation. If you are currently looking for new opportunities, hopefully you can use this information to better influence the job process with your Recruiter or HR representative to get a good result.

Obtain formal approval before commencing the recruitment process

We have observed several recruitment processes in the last twelve months where hiring managers have lost their preferred candidate due to unexpected delays in getting formal signoff on a position. Wherever possible, it is advisable to have signoff already in place to ensure that there will not be any hold ups in extending a formal offer to your preferred candidate, once he/she is identified.

Know when to begin the recruitment process

We have seen many roles where managers have been unable to begin the recruitment process in a timely manner and have experienced significant delays in getting someone new into the business. Starting the process too early can be just as detrimental, particularly when a lack of urgency results in ongoing delays. As a starting point, identify when you need someone in the role by and then work backwards by around 5 – 6 weeks. This typically allows for a 4-week notice period and a 1- 2 week recruitment process. Use a calendar to help visualise your process. Roles where the market is very tight may require additional time.

Keep the recruitment process as short as possible

One common enemy to candidates, hiring managers and recruiters alike is time. This is probably one of the biggest factors that has resulted in great candidates being lost, positions falling over or hiring managers having to invest additional hours in re-recruiting roles.  Wherever possible, it is advisable to keep the recruitment process as short as possible from the time a need is identified. There are a myriad of ways you can positively influence the time frame of the process:

  • Schedule interviews within 1 or 2 days of candidate resumes being received. If possible, schedule interview times when you provide a job brief to your Recruitment Consultant or HR representative so everyone has something to work towards.  The longer the time between a resume being presented and actual interviews taking place, the more likely it is that those candidates will either be offered other positions or the candidate’s engagement and interest in the role will be adversely affected. We have seen several extremely strong candidates withdraw from processes due to losing interest or being offered other positions.

  • Consider the advantages and risks of running a second-round interview carefully. Although a second interview can provide both you and the candidate with greater insights into each other, there is always a risk that the candidate may be offered another opportunity in the meantime. Assess the situation carefully based on the candidate’s job search activities. If you decide to move forward with a second round of interviews, keep them as close to the initial interview date as possible.

Ensure all stakeholders are engaged in a timely manner

We have had a couple occurrences over the last twelve months where offers have been delayed due to Senior Managers being unavailable for conducting second round interviews or HR representatives being unable to get offers out in a timely process. Wherever possible ensure all stakeholders are aware of what you are doing and can be available as required. For example, give your HR representative a heads up that you may require an offer by a certain date to ensure they will be in the office and that their workload will allow for a timely turnaround.

Keep communication channels open

This is also one of the biggest risks to running a smooth recruitment process. It is critical that your Recruitment Consultant stay in daily contact with candidates you are considering to ensure there are no changes to the candidate’s situation and/or interest in the role. In return, you should also try keep your Recruitment Consultant updated as closely as possible on any changes in your team or business that can impact on the recruitment process.

Respect the uniqueness of the recruitment process.

No line manager, job or candidate is ever the same, which makes it difficult to apply hard and fast rules. Allow yourself some flexibility to respond to the needs of the candidates, the job market or the process.

If you are an Accounting/Finance Professional interested in exploring new opportunities in the Brisbane market we’d love to hear from you on (07) 3135 9780. I also encourage you to join our private LinkedIn network Accounting & Finance Professionals in Brisbane (click here). As you probably are aware we do move quite quickly on the roles we recruit for so it pays to stay ahead of the competition. Our group is an exclusive community I am building up for Finance Professionals in Brisbane who want to share job search opportunities, industry news, blogs and other content. You’ll also have an opportunity to network with each other. You might even come across some people you have worked with in the past!

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