With the recent snowfall in Alberta, It’s officially beginning to feel like summer has come to an end. Fall is a vital season for many organizations as they shift their focus to wrapping up the year and dedicate time to planning for the next. Unfilled positions and gaps in the organizational chart can still be at the forefront for any organization, however Fall is a great time to fill the positions with both active and passive job seekers.
In the second blog in our series, we’ll take you through how to effectively communicate with your ideal candidates from interviews to the final job offer.
As you learned in our first blog, it’s important to first:
- Identify the talent your organization requires;
- Conduct recruitment research; and
- Review your recruitment strategy utilizing People Intelligence®
Let’s talk about what happens now that your talent needs have been identified, your research has been completed and your recruitment strategy is refined.
Candidate Communication
The strength in this process is not only the ability to identify candidates but to engage them and attract them to your company. This can significantly improve the conversion rate from prospect candidates to hires. During this stage, a “soft touch” is conducted by calling each of the strongest prospects to validate their fit for the position, as well as their level of interest in pursuing a new opportunity and beginning a dialogue with your company.
All information gathered from these conversations is shared to determine if a more in-depth interview is warranted. It’s important to apply targeted, selective communications, which is perceived as personally inviting and conveys a stronger message, rather than an en masse methodology (such as email blasts and job boards).
Key questions to consider include:
- Are strong candidates interested in the opportunity?
- Do we need to take this further and post on relevant job boards and social media?
- Do the candidates meet the requirements of the job?
Candidate Presentation
This stage is crucial for communicating all that has been learned about a candidate to make your assessment easier. A resume provides some insight into a candidate’s background, but key additional information (e.g., details on strengths, areas of weakness, salary history, job switch motivations, relocation factors, etc.) will help you make an informed decision on next steps. you should be presented with quality, not quantity, and see as many submissions as you need until you are satisfied with your candidate shortlist.
You also need to see the analytics behind the intelligence to gain insights into what is happening in that talent pool and to better understand how to successfully attract top talent.
Key questions to consider include:
- Which strong candidates did not express interest? And why not?
- Are there any adjustments we can make to attract an ideal candidate — such as rethinking requirements, compensation, benefits, or perks?
- Should we go outside the industry to look for the talent we need? Where else can we go?
Candidate Selection
This is a critical step in the hiring process, and when you are presented with highly qualified candidates, both active and passive (i.e., people who were not looking for a new position), timely, effective communication and action are critical factors in influencing responses and effecting successful outcomes. It is essential to treat not only the person you hire, but also the unsuccessful candidates, professionally and with dignity, leaving them with the highest possible opinion of your organization and their experience
Need Support?
It is estimated that as much as 80% of the recruiting process is spent in the up-front research part. This is Intellidig’s wheelhouse. We do the heavy lifting and find you the right talent so that you can make the right hire.
Good research is the root of all successful searches. To find out more about Intellidig’s proven people Intelligence® methodology for finding and attracting top talent, contact us at info@intellidig.com or 1.866.620.5393 for your no obligation Talent Research consultation.
Looking for further information?
Download our white paper and learn how research makes hiring better today.