Whenever a position is left unoccupied or becomes vacant in a company or an organization, there is a huge expense paid by the company to replace the previous employee or fill up the position and it is a process that takes up a lot of time.
However, there are not a lot of companies who can afford the wastage of time and money on the process of recruiting employees and this is where executive recruiting firms are brought in because of their expertise in the field. They provide an efficient and brisk process which helps the company in filling up the position as soon as possible. For the process of recruitment to be efficient and smooth, the tips given below might come in handy.
1. Look for candidates in the industry events and other places to network.
The executive recruiting firms cannot afford to just sit inside and hope to find a candidate that will walk in to employ your services. There should be efforts on the part of the recruitment firms too and this can be done by looking for candidates in events hosted by people and organizations belonging to the industry.
These are swarming with talented candidates who you could take in and the recruiting firms can also collaborate with companies and organizations through them. This is a better option than looking at the candidates’ profile information sitting in your office because you get to meet the candidates face to face and verify for yourself if you should be working with them.
Therefore try some events, because events are a chance for the executive recruiting firms to avoid the first few steps of the hiring process which involve the firms going through the candidate information. When you meet someone, you can figure out different facets of their personality, their knowledge and expectations and the job prospects for them beforehand.
2. Build a brand to bring in the candidates
It is necessary to create and update the employer brand to bring in more and more talented clients and candidates into your talent pool, increasing revenues. When you are employing candidates, the brand that you create is seen as your image and reputation by the candidates and clients. This is a great way to influence the people and help them create a positive perception of your company.
The expectations from the employee and the employee’s expectation from the company is a major part of this brand and should be well thought out. This is a great way to rally for the job prospects that you have vacant in your company and bring in candidates who might be interested in the proposition and position. The brand created has to be updates in accordance with the developments in the industry and expectations of the candidates. With these updates, it is necessary to create new marketing and promotion techniques to portray the changed employer brand for your company.
This is important because any candidate that can be a prospective employee, the employee brand is one of the first things they will look at and therefore, this should be something that reflects your company objectives and expectations. The employer brand can set your company or organization apart from the other competitors so that the prospective candidates choose your company over the others offering similar jobs. The employer brand should have a positive impact such that the new candidates are talented and technologically equipped for the job while the existing ones would not leave for other companies.
3. Portray the environment of the workplace to prospective candidates
The culture and environment that you promote in the work place is the image that the organization promotes of itself and when recruiting workers through promotion and marketing, this is one of the major parts that need to be accommodated in the information provided through these techniques.
Almost half the prospective candidates, who are applying for a job in the company care about the work culture it promotes and after going through it, decide to go for the job. The environment that the employees work in is as important as the work that they do because the employees can be a part of a community that the business is building for them. The executive recruitment firms have the responsibility to promote this factor further.
The company site should highlight what it really is to work for the organization and also project the vision, mission and goals of the company. All this information makes it convenient for the employees to decide if they want to work for your company and even motivates them to do so. To further authenticate the promises you make, you can put up experiences of the employees who are currently working for your organization as they can explain the work environment in a much better way.
The position that is vacant needs endorsement and this can only be done by employees who occupy a similar position. It would help the potential candidates to find out inside information about the company and figure out if the work of the company is actually what they want to do and are good at. While sharing employee experiences, make sure that the accounts are complemented with images of the employees so that the candidates can verify these accounts to be true. This can be put up on the website of the company and in the form of social media posts too. This can be shared by the recruitment manager and other employees too.
4. Create a talent pool of capable candidates for jobs
It is not feasible for executive recruitment firms to start sourcing employees after the job position becomes vacant and the work profile is known. The better method is to source a team of candidates who are talented even before the position is vacant so that once it does happen, you can send in a candidate who is interested from this team itself. This helps in conserving time taken to source the candidates and helps speed up the process of recruitment too.
The recruitment firms have to make sure that the positions that are in high demand need to have talented candidates sourced beforehand so that the potential employees are available beforehand. To connect with potential candidates, it is important to be a part of the professional community or network so that you can hunt for candidates who are not visible candidates for hire.
This is where you can leave behind the competition and improve your hiring process. There are many steps that precede the submission of a candidate’s application and all of these involve candidate driven strategies. There are tons of executive recruitment firms in the market and the candidates need to look up your website social media platforms and factor in a lot of information before they apply for a job. This is why sourcing candidates is a process that should be ongoing at all times so that the recruitment firm does not face a shortage of candidates and lose an opportunity because of the same.
5. Interview and guide the candidates before they apply for a job profile
Although the candidates do work with the Human Resource and other teams for the application process, it is the responsibility of the recruitment manager to guide and interview the candidate beforehand because they are connected closely with the candidates and work along with them. This is also done so that the candidate is fully aware of the legalities and the guidelines and ethics that need to be followed while applying for a job position and the contract they will be entering into once they are selected for the job.
This is done so that the candidate is not caught unaware when these things pop up. This helps the recruitment managers to figure out the qualities and qualifications that the candidate possesses and decide the adequate job profiles for them according to their expectations from the job.
Therefore, the recruitment manager needs to create a constant interview structure to segregate the candidates according to their responses. The interview process can also be geared towards different matters for different job profiles. The hiring managers have to clearly state the responsibilities of the job profile and the qualities and qualification needed to occupy the vacant job profile. The hiring manager can then formulate the questions such that they are able to figure out if the said candidates have what is needed to take on the job.
6. Recruit the candidates from places they have easy access to
To bring in more candidates who are qualified for different job positions and profile, the executive recruitment firms need to figure out the platform or place they would be using to source these candidates. The biggest success in sourcing candidates has been the social media network that firms can strategize and implement their recruitment through. This could be for the new and fresh candidates but for the job profiles that need employees with prior work experience, the traditional methods and techniques are used.
7. Take assistance from the existing employees of the company
Whenever a position goes vacant in a company or organization, the employees who are currently working for your company can be of great help in bringing in candidates for the vacant position. This can be affordable because it won’t cost a great deal when the existing employees can do the job.
The first method that you can make use of is promoting certain capable employees who have been working for the company up to the position that is vacant and then recruit for vacant positions. This is remarkably beneficial for the company because this employee already has gelled in the work environment and knows the company well. This will save the training period and the time taken to get used to the work that has to be completed.
8. Keep the communication and interaction with candidates open
When certain candidates have the required qualifications and are actually interested in the job profile open in your company, then it is imperative to keep in touch with these potential employees. This will reassure them and keep them from applying and joining some other company. The executive recruitment firms have the responsibility to keep informing them about the status of their application and about their acceptance or rejection for the job profile.
9. Give the necessary information for the job profile and nothing else
It is a fact that this could create a gender disparity because if some unnecessary details are included, the women might keep from applying for the job as women majorly apply for jobs only when they meet all the qualifications and criteria. Men, on the other hand, can apply even when they cover just more than half of those qualifications. This leads to a cut down on the number of people applying for your job because of unimportant factors. This means that the search for suitable candidates could cost a lot more time and money too.
10. Recruitment firms should keep a tab on the status of applications
The executive recruitment firms have the responsibility to keep track of the status of an applicant’s application for a job profile. Therefore, the firms should make use of a tracking system that would help them do this task easily and conveniently. This includes the status from the time the application goes in to when the suitable candidate gets the offer letter for the job.
Sunny Chawla is a Managing Director at Alliance Recruitment Agency. He specializes in helping client for international recruiting, staffing, HR services and Careers advice service for overseas and international businesses.
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