The right process will help find the right person… part 3
Once you have chosen which route to go down, you need to make the recruitment process work for everyone involved. You, the agency and the candidates you intend to put through the process. Communicate well with the agency so they understand the role, agree a process and timescales to work towards and stick to it. Insight always start with a service level agreement to set our expectations of you, and what you can expect from us. Having this in place helps manage the expectations of everyone involved and sets clear guidelines of how to work together effectively.
Once you have agreed with the agency how you wish to engage, make the recruitment process organised, enjoyable and engaging. Be clear about the process, what’s next, what’s involved and this will help retain candidates in process and reduce risk of losing them mid-way through to other opportunities. The number of organisations I have seen lose candidates mid-way through process because the candidate accepted another opportunity is staggering, and when I have delved in further to understand why they accepted without completing the process with other organisations, a common reason is because they didn’t know where they stood, they didn’t receive feedback quick enough, they didn’t know what the next step was. Make sure you sign post each step of the process to the agency and the candidates involved.
The Recruitment Process
Don’t rule someone out purely based on their CV, if you are working with an agency, ask for details on every CV they send across. Why have you sent this candidate (think strengths, weaknesses, suitability, key achievements, why they have applied)? Then decide on whether you progress. Don’t make a snap judgement on the appearance of the CV.
If you aren’t working with an agency, I would encourage you to speak to candidates you have shortlisted for the role or those who have applied in the first instance, sometimes a CV doesn’t give a true representation of an individual, and CV writing ability isn’t exactly what you are looking to employ this person for. An initial call can tell you a lot about a person in a short time, and failing to do this could result in you missing out on an ideal candidate.
Initial Introductions / Pre-Screening:
Candidates you are interested progressing through to the next stage, I recommend you act quickly and arrange to speak with them. This is an opportunity for you to promote your company and get commitment from the candidate whilst getting a better understanding of the individual before inviting them in for face to face interviews. Quite often Insight have been faced where an individual on paper is nothing like the individual that turns up for the interview. Both positively and negative. By having the initial call or skype conference, you eliminate some of this risk.
Feedback – if you like this person, give feedback straight away and get further commitment for them to come in and meet with you face to face.
Why is timing so important? On average, a good software developer in the current market will received 20+ phone calls and emails in a day about opportunities for their skills, so as quickly as they have spoken to you about a role, they have received another 20 calls and emails about other opportunities that meet their skills. The competition is very high! In my experience, candidates that are bought into an opportunity and are communicated to effectively are less likely to explore other opportunities when they have something of interest… so it’s vital to let your candidates know that you like them and want to progress.
What else makes a good recruitment process? Find out more in our next post…
This is our take on a good process, but we would very much be interested in your views on a good process. Please feel free to get in touch and let us know your thoughts.