By Billie Graham on 14 Feb 2017
In recruitment, we see many parallels between dating and job hunting, so we thought we would jump on the Valentine’s bandwagon and have some fun by highlighting top tips for your candidate search which can also be used when dating!
1. Be picky but not precise
Your ideal hire might be 24 years old with 15 years’ experience, a master’s degree and wanting to work voluntary but it isn’t going to happen in this lifetime! The candidate may bring something else to the table that you hadn’t considered, which now places them highly on your shortlist. If they have the experience and skills, don’t be precious over a degree. Have an ‘essential’ list and a ‘nice to have’ list.
2. Be flexible on dates and times
You’ve found someone who looks great on paper and now it’s time to interview them for the job. Give options and be as flexible as you can, it is a two-way street after all!
Cancellations are unavoidable at times, but ensure you have given notice and offered alternative dates. If you’re the one who cancels, it would show courtesy by letting them pick the next date (even if from a selection of dates you give them.)
4. First Impressions
The candidate is always advised to arrive slightly early but do you ensure you are on time for the interview? Or do you leave the candidate hanging in reception until you’re ready? Don’t put them off before the interview has even begun.
Be very transparent about what you are offering and avoid overselling the role/company. Honesty really is the best policy; the candidate has come this far, don’t lose them due to false promises.
6. Do not bad mouth the ex (employee)
It looks really bad if you choose to trash talk their predecessor, and comes across as bitter. Avoid the negativity at all costs.
Always give constructive feedback to win the hearts of your candidates. Nobody likes to be left hanging and it could be crucial to the individual moving forward.
8. Show your Interest
Don’t be shy. Let them know you’re interested – especially if you’re recruiting in an area with a candidate shortage.
With any luck, you won’t need to reject the candidate or love interest in question but should that be the case, ensure you explain why, without being brutal but do be honest as it could guide them in their search.
If the candidate isn’t right for the role, it would go a long way if you recommended a recruiter, such as TPP, to help them with their search.