Introduction:
Qualified candidates are more beneficial for hiring purposes, no matter the job role. What makes it possible to keep your candidates moving along with the hiring and interview process? If you’re a starter, following nine points, you should keep in mind and search for a deserving candidate for your company.
Decrease In Momentum:
For the hiring and recruitment process, momentum plays a vital role. Speed is hard to build up but very easy to lose. It would help if you kept updating enlisting candidates for the next steps. If you leave a candidate for more than four days without any communication from your side, the candidate will start to doubt your opportunity.
Lack Of Communication:
The very first thing candidates want is communication and feedback from you. This step is very easy. Please communicate with your candidates, tell them about the next steps and make them prepare for the upcoming steps.
Hesitancy:
Irresolution on the part of candidates is comprehensible. However, irresolution on the company’s part can ruin and stall your overall hiring process. It would help if you stuck to your commitment to hiring the best candidates for your business.
Treatment Of a Recruited Candidate Like a Normal Job-Seeker:
A recruited candidate will not seek out your opportunity, and hence, recruited candidates should not be treated as normal job-seeker. Opportunities were brought and presented to them by recruiters. Recruiters play a vital role in selling candidates at your convenience. After this process, it’s up to you to continue with the sales process.
Remuneration Brought Up Too Early:
Reimbursement should be paid later in the process of the interview. The company and the candidate need to set up a bond and develop a mutual interest. Compensation brought up early by the candidates will only hurt them.
Unremarkable Interview:
Enlisted candidates will always evaluate how you are considering them during the interview. Your office should be neat, and you need to prepare yourself for the interview in advance. Your office staff should be friendly.
Absence Of Market Consideration:
Always consider the macroeconomic environment while making a talent decision. For several years the U.S. has been at full employment. Your local talent market is also at its full employment.
Wrong Recompensation Package:
Compensation packages created by many companies are generated in a vacuum. Compensation packages should always result from your position, talent market, and level of need.
Counter-Offer:
Counters are not as similar as you think. A strong enlistment process is held for them to prepare your candidates for joining your team. An interested candidate won’t be allowed to counter-offer.
Conclusion:
We provide our candidates promotional products supplier jobs, and advertising specialty work jobs. We never charge any payment from our candidates. Above are some of the reasons why great candidates are lost.
We only offer the right companies and people to our candidates or users. Our team prepares our candidates for interviews and hiring processes. We only provide highly qualified candidates for the best results and good feedback from the company for hiring companies.
