When you’re in the market for new talent, it’s vitally important you remember all relationships are two-way streets. That means you can’t simply sit back and expect your job applicants to take on the full responsibility of making good impressions. You are also in the hot seat. Top talent expects to be wooed at their job interviews. As much as you want to know your candidates really want the job, top talent really wants to know you want them just as much.
Not all job seekers look on Indeed.
While Indeed may own the lion’s share of eyeballs for job seekers, it takes exceptional teamwork between the recruiter and the hiring manager to locate and secure the top talent to fill essential roles. A great recruiter can find the talent, but it’s the hiring manager who needs to close the deal.
Don’t behave like it’s the 1970s! In other words, you can’t simply assume you’ll have droves of people lined up outside your door clamouring for a chance to work with you. It’s a candidate’s market – similar to the notion of a buyer’s market. Companies who treat candidates the same as or better than they treat their customers will win over the people they need to stay in business.
Be present in the job interview.
Give your candidate your full attention. Be focused on his/her responses to questions as well as the questions that are asked of you. A worthy candidate is one who researches the business in order to gain a true sense of culture and how interesting the work is. However, he/she is also one who expects to be treated with courtesy and respect. Make sure to hold all your calls and show your interviewee how important his/her presence is to you.
“On a first date, I demonstrate that I am all yours if I take my cell out and power it down in front of you,” explains Danny Cahill on Monster.com, “You must do the same for me. Make a show of it. Tell your front desk administrator you are with me ‘til further notice’ and are not to be disturbed. Don’t check your cell, email or take a break to ‘check on anything.’ Make me your world.”
Keep your word after the interview.
Although we’d say its common courtesy, it’s not all that common. It’s vital that you follow up with your candidates. Either way, provide regrets or move forward. Ignoring a candidate once an interview is over is as good as saying “I don’t even care to acknowledge you”. As Sonya Matheson reminds us on Workopolis.com, sometimes, a candidate is being hotly pursued by another company at the same time he/she is interviewing with you.
“The candidate is going to naturally lean towards the organization that puts in the better effort to make them feel valued and respected,” she writes, “If they feel valued during the process, most candidates will follow up on their status…A great candidate experience starts with respect and open dialogue. A poor candidate experience can hurt your recruitment efforts, and result in bad PR if the candidate takes their experience to social media (such as Glassdoor or Facebook).”
Once you’ve learned the art of “romancing” your candidates, you should find your recruitment efforts to be a lot easier and much more successful!