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Why you are losing candidates in the hiring process

Energi People Insights, Guidance for Employers

Why you are losing candidates in the hiring process

Welcome to my first edition of my Energi People recruitment blog series where I focus on why you might lose candidates in the hiring process and a big hello from me! My name is Matt Dade and I am a Recruitment Consultant at Energi People, working in the Structural Engineering and Civil Engineering recruitment team […]

Why you are losing candidates in the recruiting process

Welcome to my first edition of my Energi People recruitment blog series where I focus on why you might lose candidates in the hiring process and a big hello from me!

My name is Matt Dade and I am a Recruitment Consultant at Energi People, working in the Structural Engineering and Civil Engineering recruitment team since September 2021. You could say that I have taken an acute U-turn in my career path. Prior to my Energi People journey, I was a fully-qualified Personal Trainer at a local gym – a job that haunts me everywhere I go because I usually end up taking on the role of the office health and fitness advisor. (To be honest, I quite like it!) So, “why are you writing a blog?” I hear you ask. Well, since coming back after the Christmas break, (let’s not talk about how much I ate!!), I have picked up on quite a few useful tools that definitely help improve the recruitment process. Rather than listing them all in their entirety, I thought it would be valuable to list my favourite techniques, and what I believe makes Energi People stand out, which are highlighted below:

1. Communication

Why you are losing candidates in the hiring process? Communication is key!

Potentially the most important and yet the simplest tip of them all. Answer the phone. If you can’t answer, then do call back when you get the chance, as time kills all deals. Whether you like a candidate or not, giving them feedback is fundamental. Feedback provides a basis for the candidate to improve their interview technique.

Additionally, active communication is fundamental to ensure a smooth and reliable process. For instance, getting an offer over is important and therefore securing interviews (quickly) is vital. Quality, active candidates are not around for long!

2. Direct contact

The best recruiters will provide clear feedback, regardless of the outcome.

This tool goes hand in hand with communication. Having direct contact with the hiring manager is of utmost importance. If this isn’t possible then the recruitment contact needs to make it CLEAR to them that if they don’t give robust feedback, they will risk losing the candidate.

3. Be open minded in a busy market

Don’t lose a good candidate by holding out for the perfect candidate.

If you’re desperate to find someone to fill a role and you’re not getting many candidates in, don’t be too picky! If they need a particular type of experience and it is a must, then okay fair enough. However, if you’re too pedantic about the number of years’ experience they’ve had or if they’ve not used a software you use, but one that is identical, I would recommend taking a moment of reflection. Be open minded. Give the candidate a chance – at least to interview, as there is a lot of driven, quality candidates out there with many transferrable skills. Trust me, they might just surprise you!

Should you have any questions in regards to my top tips for a successful recruitment process, please don’t hesitate to get in touch for more information.

[email protected]
01252 413 090