3 Ways To Attract The Best Building Products Candidates To Your Company
The employment market is thankfully busy with plenty of opportunities for candidates. That does however mean that you are competing with similar companies for these same talented candidates.
Getting them to an interview is one hurdle, the next is ensuring they say yes to your company rather than the three or four others who are in hot pursuit.
As an established recruitment company in the field for many years we have observed what works and what doesn’t when it comes to attracting talent that wants to work for you.
Here are three suggestions that are simple to implement, and which will improve your chances of getting the best candidates.
Have a Structured Process
Let’s be honest no matter how good we think we are at our job or how good a catch we think we might be, moving companies and the whole interview and selection process can be both stressful and nerve-wracking. As a long-standing recruiter in the field, we have spoken to many candidates who tell unbelievable stories about their experience.
Here are examples we have heard more than once:
- An interviewer turning up an hour late.
- Being interviewed by someone who had apparently had a jolly, alcohol-fuelled lunch less than an hour before.
- Having the interview cancelled while waiting in reception,
- Being asked unstructured and strange questions that seemed to have no relevance to the role they were applying for.
Also, vague role profiles, a lengthy interview process, and no feedback are all ways not to create a great interview experience.
The truth is the interview and selection process can be simple and straightforward. Communication in a timely and friendly manner about precisely what will happen during the process, will attract rather than repel talent.
During an interview, good people expect to be asked about what they can deliver to an organisation and demonstrate the value they have added to other companies. However; this brings me to something else that can make candidates head out of the door, never to return.
Interview Rather Than Interrogation
While we all might have enjoyed watching Jeremy Paxman grilling politicians on TV; this is not the best style to use when you are interviewing a candidate. The definition of the word interview
is a meeting of people for; consultation, discussion, and conference.
If we go back to the first suggestion, a structured well thought out process will help in creating a good atmosphere for both the interviewer and candidate. Using a competency style interview process with all the candidates interviewed ensures consistency. This will then result in a decision based on facts.
Please note: Using an aggressive tone or, good cop bad cop interviewing is old school.
Ask great questions and then listen to what the candidate has to say. It is fine to ask questions when you want more detail from the candidate such as; “tell me more about that?”. “So what did you do next?” Aggressive interviewing is counterproductive and will leave a poor impression about you and your organisation, which leads me to a final point.
Sell Your Company and The Role In Question
In recruitment speak we are in something known as a ‘candidate driven market.’ It’s a consequence of a skills shortage.
The stark truth is that good building products candidates can pick and choose whom they work for.
You might have been on the receiving end already of an excellent candidate accepting an offer from one of your competitors. In today’s recruitment world companies need to sell both the role in question and their organisation to potential hires.
We have mentioned a couple of simple strategies already:
- A structured interview process
- Interview rather than interrogation
Here are some other convincers to persuade people to say yes to you:
- A comprehensive role profile; what will they be involved in? What accounts will they get to manage?
- A transparent salary and benefits package
- Training and development and a structured career ladder
- A company that has a vision
All things I am sure you already have in place but are you communicating them compellingly and enthusiastically?