How to recruit in a candidate-led market

You would have seen in the news that companies are struggling to fill vacant job roles due to a shortage of staff in many sectors.

As legal, HR and finance recruiters, we are seeing candidates receiving more than one job offer. In such cases, the candidate has the freedom to choose which offer to accept and firm to work for.

As a result, when it comes to recruitment, the ball is very much in the court of the candidates instead of the employers. So, when recruiting what do you need to do to make sure you are the company that the candidate chooses to work for?

Review what you offer in terms of salary and benefit packages to ensure your offering is still competitive. Whilst salary is still very important, presenting a good benefits package can often be the winning edge over competitors. Offer hybrid working and / or a flexible working pattern if you can. In a recent survey we conducted, 61% of respondents said that flexibility over working hours is the most important element in a benefits package – over holiday allowance, pension contributions and other benefits. Make sure the salary and all benefits are clearly communicated on your job adverts. Be flexible with interviews dates / times – if you can’t, be upfront with your availability to make it as easy as possible to schedule interviews with candidates. Answer the candidates’ questions as honestly and quickly as you can. Being responsive and keeping the process moving is key to recruiting in a candidate short market. Feedback straight away or as soon as you can. Set a deadline with the candidate / recruitment agency to issue interview feedback prior to the interview. Try to feedback to the candidate / agency within 24 hours of the interview, even if the process is ongoing with other candidates. Giving feedback will "keep them warm" and engaged with your company. If you hang around for too long you could lose the candidate. Even if it’s a no, give thorough feedback. Candidates who don't get any feedback will likely disengage and could be inclined to tell others about a perceived bad experience. Get the offer letter out the same day as you make a verbal offer. Not just a standard template, include some personalised touches as to how they performed. Make them feel wanted. If you are using a recruitment agency, keep in regular contact with your recruiter. Respond to their messages as soon as possible. Even if you don’t have an update provide a deadline as to when you will be able to provide one.

About The Eventus Recruitment Group

The Eventus Recruitment Group are award-winning recruitment specialists in the Legal, Finance, Accountancy and HR sectors. We have an experienced and knowledgeable team of industry experts, who are passionate about finding the best candidates to help businesses thrive across the UK. To submit a job to us please click here, or get in touch to discuss your recruitment needs. We offer bespoke recruitment solutions, which we will tailor to meet your recruitment needs and business goals.

Candidates

Here at the Eventus Recruitment Group we believe that happiness at work is a must have for everyone. We offer realistic, honest and straight forward advice to enhance your career. Using our expertise, we can help you to find your next opportunity. We also support you in applying for jobs, through finding suitable roles that fit your requirements and skills, CV writing and preparing you for interviews. To view our latest jobs, please click here or get in touch for a confidential discussion.