Most information regarding the difficulties of recruitment nowadays seem to focus solely on trends and the challenges of tech and sourcing but not what could primarily be considered the most important aspect of recruiting; candidate interest. Ask any in-house HR professional and they will say capturing and piquing a potentially strong candidate’s interest is key to any on-boarding process. As such, specific practices by the internal HR department and hiring manager are key for a candidate‘s desire to work at that employer.
The most critical of this process is the on-site interview--- a setting where the HR team and the hiring managers can articulate the story of why the candidate should want to work at their company.
The following are simple bullet points to keep in mind to help secure a potential candidate’s attention and interest in your company:
Candidate Engagement:
Post Interview(s):
Offer Stage:
Securing qualified, new employees begins by grabbing a potential candidate’s attention and creating a certain buzz about your company. It should be a destination and environment candidates want to tell their friends and co-workers about and look forward to coming to interview at. This begins with the internal HR team and those conducting the candidate interviews (including any potential third-party recruiting firms, (such as Tri-Search or Morgan Samuels) and should follow through with streamlined and strong company branding throughout. Thoughtful best practices should be followed throughout the interview process, wholly respecting the candidate from the get-go. Lastly, the more communication and feedback from both the company and the candidate regarding the process, the better it is for all involved.
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