In our previous blog post for employers, we explored why employers have more to prove in this current candidates’ market.

Part of what they have to prove is the fact that they want or need the candidates they’re attempting to hire. “Well, of course,” you might be thinking to yourself, “the employer absolutely wants and needs the candidates they’re attempting to hire. After all, they’re attempting to hire them, right?”

That’s right. However, if the candidate does not feel as though they’re wanted by the organization, then they’ll be less likely to agree to work for the organization.

Because once again, reality is not reality. Perception is reality, and that applies not just to everyday life, but also to the employment marketplace.

And keep in mind that this is an ongoing process. You can’t make a candidate feel wanted once during the hiring process and think that it’s enough. It must happen all throughout the process, or the candidate in question becomes at risk for dropping out of it.

In fact, there are three distinct points upon which employers must focus. They are the interview stage of the hiring process, the negotiation stage of the hiring process, and the onboarding stage once the candidate has been hired as an employee.

Interview stage

This is where first impressions are made, both for the employer and also for the candidate. While you are assessing them, they are assessing you. (Remember, they have options, perhaps more options than you have.) If the candidate is in the top 5%, then this is when you first engage them in a meaningful way and let them know how interested you are in having them join your organization. This spills over into email and phone correspondence following the interview.

Negotiation stage

This is where you really want to make your top choice feel wanted. After all, you’re making an offer of employment to them. You obviously want them. So make them feel wanted by making an offer that will get their attention and keep it. This candidate might be interviewing with more than one organization, which means they might also be expecting more than one offer. More than likely, you’re not competing for their services in a vacuum. You’re competing against another organization’s offer, and that organization may or may not have made its offer yet.

Onboarding stage

You made an offer to your top candidate, and they accepted. Hooray! Time to relax, right? Wrong! This stage is just as important as the other two that we’ve discussed. That’s because your candidate may receive another offer after they’ve accepted your offer. And if that offer is the same as yours (or even close to being the same) and the organization that extended it made the candidate feel more wanted than you did . . . well, you may have a no-show on your hands.

You can NOT make assumptions in this current market. You can’t assume that a candidate is only interviewing with your company. You can’t assume that they will accept your offer of employment. And you can’t assume that they will show up for their first day of work if you have not taken the steps necessary to ensure that they will.

We invite you to connect with our team today and see what The Doepker Group can do for your organization.

We also invite you to click here to find out even more about the many services that we offer to employers.

By | 2018-07-24T13:41:42+00:00 September 26th, 2018|Employee Relations, Hiring|0 Comments

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