The recruitment process is one that most of us are familiar with. The hiring manager will normally start with a number of CV’s to consider, from which they will select those that they perceive to be the most promising, to interview. Typically, the company sets out the interview schedule, determines who should be involved and dictates the process in its entirety, comparing one candidate against the next in a competitive process designed to hire the best talent. An offer is made and the chosen candidate is asked to consider and revert. The hope and expectation is that they will do so promptly and positively and yet it is at precisely this point that everything changes. In making the offer, the company cedes control of a process they have dictated to this point.
What is interesting is just how different the approaches are; from the issuance of a non-negotiable offer with limited time in which to respond at one end of the spectrum to protracted negotiations resulting in highly personalised terms at the other. What determines the client’s response is normally a combination of corporate culture and the individual approach favoured by the hiring manager making the offer.
For most companies, the secret to attracting the talent that they want is a recognition of the two way nature of a recruitment process and an understanding that the candidate experience begins at the very start. In a challenging market, such as the one we have at the moment, it becomes of even more significance as good candidates are the exception rather than the rule:
1. It is well worth taking the time to discuss the role fully with the recruiter (ideally in person rather than on the phone) so that they are able to pass on key facts and selling points to prospective candidates.
2. Spend time during the interview process ensuring that candidates are left in no doubt as to why they should join your company so that the groundwork is already done.
3. During the negotiation, recognise that the offer must work for the candidate. They are about to take a huge personal decision, in most cases leaving behind a working status quo with no guarantee of success. Anything that you can do to help them make that leap of faith would be helpful. For example, spending a little more time with them to make them feel wanted and valued is always a great way to increase your ability to attract the candidates that you have selected through what is often a long and exacting interview process.
4. If you rate your recruiter, make use of their expertise. You can obtain valuable insights into salary expectations and other important issues from them to enable you to structure an attractive offer and negotiate it to a successful conclusion. Yes, they are hoping that the deal will get done but (and I am certainly speaking from my own perspective as the owner of a recruitment business) it is much more important for the recruiter to build a long term and trusted relationship than it is to focus on short term gain.
It is worth noting that no mention has been made of ‘having to’ agree, if a candidate has extensive salary or other requests, in order to get them on board. It is both expected and reasonable that most companies will operate within fixed salary bands and without the ability to make large scale or substantive changes to employment packages. Taking the time to understand your candidate’s perspective throughout the process should mean that any requests that a candidate does make, should not come as a surprise. By the same token, proper communication of the likely remuneration on offer should also ensure that the candidate’s expectations are managed. Whilst empathy for the candidate can definitely assist in finalising a process, it is by no means a one way street and candidates should also recognise that trying to negotiate outside of agreed parameters the moment the offer is made, will not normally result in a successful conclusion. Indeed, a candidate’s approach during the negotiation phase can provide valuable insights to the client and they should ensure that they act in a reasonable manner at all times.
If you would like Baron Crawford to help you with any important recruitment you are involved in, do not hesitate to get in touch at [email protected].
