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Roadmap to Candidate Placement


Oh, the search for that perfect hire. The time and effort to sort through resumes, post your opportunities everywhere, prepare for the stressful interview (for both parties), and hopefully offer time🥳.


But now, radio silence. What is going on in this world?!?!


People despise giving bad news like rejecting a job, questioning your operations, and even negotiating offers. How do we overcome this?


Let’s start from the beginning, and please, if you take away just one thing from our advice, let it be this: Everything is based on emotion!


We are in a candidate market, meaning that candidates will be applying for numerous opportunities, and while you feel yours is super unique, if you do not “sell” it to the candidate, it will get pushed to the side.


And yes, I would say most candidates will not mention anything they disagree with as they want to have an excellent first impression, be liked, and land a new job! Please follow this roadmap to help with candidate succession rates, and reduce the no-show rate.

Job Description

How does your job description look? Is it boring? Or are you acting like a dictator? Sell the position to the candidate before they apply.


Stop with the tedious job descriptions and the benefits of the location. You can discuss those in the interview and include them in the job offer (and we have the internet now so that they can Google the place!).


Start making it fun based on your culture. There is nothing wrong with adjectives and showing off why they should work there. Again, explain why your opportunity stands out.


One thing to consider is the Equal Employment Opportunity Commission (EEOC) statements. Unless you’re a federal contractor, you don’t have to add them to job descriptions by law.


Still, you can express your commitment to combatting discrimination and diversity in the workforce by adding a formal EEOC statement or making your own. Awareness is key.


If you need help with any of this, please reach out to us as we can design something based on your needs and goals.

Applicants

Once they apply, immediately reach back out. It takes less than 1 minute to reply (plus it is respectful), but if you have time, call.


Remember the bit I mentioned about a candidate market? You are not the only opportunity they applied for, so please be courteous.


Set up an interview, either by phone or in person, immediately, not a week or two later, within the next three days. Make time for your candidate, whether coming in early or late.


If you miss that window of opportunity, the candidate will start to lose interest and doubt their interest in it, or worse, interview elsewhere.


No one wants to go on multiple interviews, so if you are not first on the list, you could potentially lose out and get that dreaded no-show as no one wants to give bad news.


Tip: Set an outline of the process for the candidate so they understand what to expect during the hiring process.

Interview

When interviewing the candidate, make it fun as this is the time to see if they are a good fit for you, and don’t forget, they’re also interviewing you and your company to see if it’s the right fit for them.


We recommend setting questions and an interview matrix for each candidate to compare the answers based on metrics. The matrix will allow you to make the best choice based on your business needs, not emotion.


Once you are done with the interview, have them meet the staff. It shows you’re welcoming and will allow you to get the team or department’s feedback too.


If you have a few other candidates, please let them know when you will be making a decision. Mark that day on the calendar, do not forget! Of course, do not forget your manners, and thank them for coming in.


Tip: People get nervous and handle it differently. Offer water to relax nerves. Some introverts make the best employees but are shy, so ask those "ice-breaking" questions to get them talking!

The Offer

Once you decide they are the one, make them an offer immediately. Do not wait for more interviews. You generally have about a week from start to finish, or the candidate may lose interest.


Allow the candidate to process the information and be open to any questions or negotiations.


The offer should be the best you can afford based on what is best for your business, the going market rates, and their experience.


What you put into your new hire is what they will give you in return, so treat them right and professionally from the beginning and up to the end😊


Tip: Follow up in 3 days for a follow-up interview, allowing them enough time to view the offer. Have them write down any changes they would like to make; however, it does not mean you have to change them, but it opens a conversation.


While this is more of a guide, from our experience on the personal and professional side of the recruitment process, it helps us stay engaged with the candidate. Make them feel valued by staying on top of the communication. Sell your company and culture, and stay positively happy😎






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