Attraction, Hiring and Retention Strategies in a Candidate Driven Market
Some pragmatic ideas and suggestions we hope will help you in a candidate-driven market.
- Choose your channels wisely. If you are advertising, use niche websites. It is best to partner with a Consultant exclusively but if you use more than one then select them based on their coverage of different parts of the market
- Write a compelling JD and engage with the recruiter at the briefing stage. Make your opportunity stand out and motivate your supplier
- Benchmark the salary and benefits. Candidate drivers, especially benefits, have moved on
- Think beyond skills & qualifications. By having a shorter list of essentials and a longer list of behaviour/competencies in mind you will widen your talent pool. It doesn’t always need to be about sector knowledge!
- Think little and large. Rising stars want opportunity, but don’t forget about the experienced end of the market.
- Plan ahead, work out when you want the process to conclude, and work in reverse
- Have a shortlist meeting – discuss the CVs and search to date
- In person interviews are back and more important than ever
- Bring in the team, the more ‘feeling’ you offer for the culture the better
- Keep the process slick; 2 stages ideally with some sort of exercise as part of the assessment
- Be decisive and be prepared for fewer options at the final stage. In normal market conditions, you may have 3 candidates at the final stage. If the role is niche and you trust the search has been thorough, 1 at final stage interview is currently more common
- Be quick at the verbal offer and acceptance stage, contacting the candidate directly and paperwork immediately drafted so the resignation process can begin
- Check in directly during the notice period, start engaging your new hire before they have started
- Meet for breakfast or lunch during the notice period
- Think about the induction & onboarding – establish a good WFH setup process, have more time in person for training, organise a social, give clear constructive early deliverables and feedback, find them a mentor/buddy
- Don’t miss the 3-month review! If this is booked in advance you are reassuring the candidate of their initial contribution
- Get feedback – understand their POV, don’t make it one-way traffic
- Make training an ongoing investment not just during the induction period
Andy Lee – Founder, Trace Recruitment