As an employer, it’s easy to focus on what you and your organization wants when you’re hiring new employees. After all, it’s YOU that has a need. Specifically, you need to fill this open position with the best candidate possible in the shortest amount of time possible.
After all, it’s pretty much common knowledge that a tremendous amount of time, energy, and money is wasted when an important position is left open for too long.
However, in order for you to get what you want, you have to give candidates what they want. This is especially the case with top candidates. The reason is simple: this is a candidates’ market. Under the current market conditions, top candidates have plenty of options. The resulting conclusion is that if you don’t give them what they want, they will simply pursue one of their other options.
With all of that in mind, below are four things that candidates want during the hiring process:
#1—For their confidentiality to be safeguarded
Remember, these are passive candidates. They’re more than likely already employed, and not only that, but their employers probably don’t know that they’re engaged in a job search. The last thing these candidates want is for their search efforts to be compromised. This should be easy to understand if you’ve ever attempted to fill a position in a confidential fashion. Candidates want to be afforded the same courtesy in this area as you do.
#2—An open line of communication
One of the major weaknesses of many a hiring process is a glaring lack of communication. Candidates crave communication during the process. They use that information to make decisions. Keeping candidates “in the dark” is not an advisable recruiting strategy. That’s because communication is a big part of engagement. The more engaged a candidate feels during the hiring process, the less likely it is that they will drop out of that process in pursuit of other options.
#3—To know where they stand in the hiring process
This one is tied closely to #2 on our list. Candidates do not like the feeling of “floating out in space.” If they’re in the process, they want to know where in the process they are. If they don’t know where they are, they’re going to assume the worst. The worst takes the form of these candidates thinking to themselves, “I guess they’re not that interested and they’re going in another direction. I suppose I should go in another direction, too.” If they’re still a viable candidates, let them know that’s the case.
#4—For their time to be respected
These candidates already have a job and they have a life, to boot. Scheduling eight-hour interviews is not an indication that you respect their time. Neither is continually rescheduling interviews, which further inconveniences them and disrupts their schedule. When you don’t respect their time during the hiring process, then these candidates are going to think that you won’t respect their time once they become an employee. Ergo, they will no longer want to become an employee. Not of your company, anyway.
The hiring process is all about give-and-take. As an employer, you must give candidates what they want during the process if you expect to get what you want out of it.
Namely, the best candidate available to fill your open position.
If you’re looking to hire exceptional candidates, then we invite you to connect with our team today and see what The Doepker Group can do for your organization.
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