Mar 30, 2017 | Post by: Bill Firing Comments Off on Bill Firing’s Tips Article

Bill Firing’s Tips Article

Optimizing Your Recruitment Process

The fight for talent continues to be relentless.  And that’s especially true for highly skilled engineering roles.   The race to build a product and evaluate talent all too often can translate to a candidate recruitment process void of one critical component:  convincing the talent we want to want us?

Here are five tips and helpful reminders to make sure the recruitment process is most effective:

Establish a Plan: If your recruitment process is disorganized, candidates will see you as disorganized.  Map out who will be involved in the interview process.  Share that plan with the recruiter or whomever is communicating with the candidate.   Remember that interviews are like going on a first date.  Everyone knows that no fast-moving tech company is without hectic or even chaotic days, but no one wants to experience that as a first impression.

Differentiate. Candidates have choices.  Lots of them.  Everyone that a candidate meets throughout the process should be consistent in how they communicate how you are different from other opportunities:  the product, the approach, the culture.  Above all, be prepared to talk about the role’s opportunity for growth and development.

Listen & Respond. This bit is critical and most easily overlooked when we are so razor focused on assessing a candidate’s technical credentials.  As a recruiter, it’s not uncommon for us to hear:  “They were thorough in going over my background but never gave me a chance to ask questions.”  Interviewers need to be keen listeners.  Understand what’s important to the candidate in their next role and respond accordingly.

Keep a Rhythm. Delays or gaps in the interview and recruitment process can often send negative signals to candidates.  Above all, communicate when delays happen.

Pre-Close. This is a critical part of listening throughout the process.  A recruiter can be particularly helpful here.  At the end of the day, there shouldn’t be any surprises in the following areas:

  • Interest level
  • Compensation
  • Commute issues
  • How the job maps to career aspirations
  • Timing
  • Desired start date

All of these should be probed, discussed, and any discrepancies encountered and addressed as you move through the process.

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