Rebecca Siciliano offers guidance concerned with securing the perfect candidate in the recruitment market where the balance of power has shifted.
Imagine finding the perfect candidate for a role and never hearing from them again? They accept your offer and seem genuinely excited at the prospect of joining your company but then, without any explanation, they drop off the radar. As dramatic as it sounds, no-shows and disappearing acts are a regular occurrence in today’s jobs market at every stage of the recruitment process, from the interview to the first day of employment.
At a time when job seekers have the upper hand, they have no qualms about snubbing an employer if a better opportunity comes along. In fact, 76 percent of UK workers have ghosted an employer or potential employer over the past 18 months. So, what can employers do about it?
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Transparent, timely communication
A transparent and responsive recruitment process is vital for preventing candidate fall-out. Outlining the interview process at the start sets clear expectations while providing regular updates lets candidates know where they stand. Similarly, it is important to be upfront about what the job entails and the salary range on offer. This saves time and avoids candidates dropping out when they discover the realities of the role further down the line.
When you do find that perfect person, be prepared to move quickly and make them an offer before they have an opportunity to shop around.
Even when someone accepts your offer, you shouldn’t assume that you are home and dry. People can and do change their minds, and the period between a candidate accepting a job and starting their new role is when the doubt and nerves can creep in. Have I made the right decision? Will I fit in?
Banish any misgivings by maintaining regular contact, checking in, supporting the candidate through their resignation and notice period, and keeping them engaged until they start their new role.
The personal touch
Establishing a rapport with candidates also reduces the risk of ghosting, but it can be challenging if you are hiring remotely. Video interviews are great for expediting the recruitment process, and many companies still use them at the first-round stage. However, it is all too easy for job seekers to ghost an interview that is on-screen or reject an employer they have never met. The key is to connect with job seekers on a deeper level, to ensure that they see the role you are offering as a chance to be part of your business and contribute to its success.
Introducing would-be hires to a cross-section of your team can help build connections and enables you, as well as them, to understand how they could fit in. This is the opportunity to sell your company and what it is really like to work there. A candidate may decide that you are not quite right for them, but they are much better able to make an informed decision – and hopefully stick to it.
Candidates want it all
Another way to elevate your job discussion with potential hires and hold their interest is to outline the training and development opportunities they can expect at your company. Doing so will help job seekers consider you a longer-term option – somewhere they can learn new skills and build their careers.
Ultimately, though, today’s job seekers want it all. Cultural alignment and the potential to progress are high on their wish list. They also expect competitive compensation and benefits and the ability to work in the way that suits them best. Nor are they afraid to walk away if you fail to meet their often-extreme demands – from generous travel and wardrobe allowances if they are expected to work in the office to 20 percent increases on their current salary.
However, if your hiring process falls short, you may not get as far as that crucial negotiation stage. You need to be decisive and communicative and deliver an outstanding, personalised candidate experience. After all, a positive candidate experience suggests an equally positive employee experience, and that is what every job seeker is looking for.
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Rebecca Siciliano is Managing Director at Tiger Recruitment
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
- Amelia Brand
- Amelia Brand
- Amelia Brand
- Amelia Brand
