In finding the right match between organizations and professionals, you can add value to both parties. For this process to be successful, it is important to not only consider the wishes of the company, but also the candidate. After all, the application process can be quite insecure for a professional. By helping the candidate through this process, you can increase the likelihood that you will have a better relationship and can help him or her find a new position (again) in the future. To find out how you can do this as an employer, I interviewed several candidates. I'll tell you what the results are.
Be open and honest during the process. Don't know the answer to a question the candidate has? Then say so honestly and tell them that you will come back to this later. Build a relationship with the candidate by being honest and avoid lying or making up an answer. As a consultant, also be transparent about any margins you earn per candidate if asked.
Take the time to critically examine whether the candidate fits the position. Read the CV carefully to see if the applicant's knowledge and experience match the requirements of the vacancy. By reading up on the candidate, it may become clear in advance that he or she will not be a good match for the position. This will prevent both parties from spending a lot of time on the process.
Discuss how you can keep in touch It could be that the candidate is still working somewhere and is therefore not always available. Discuss what the easiest way to communicate will be. If, for example, calling is difficult, then channels such as WhatsApp, SMS, and e-mail can be good means of communication.
Your candidates must know where they stand. Explain what the application process looks like, so they know what to expect. Keep them informed about the steps being taken and the feedback you receive from one side. Let it be known when the candidate is rejected and give the reason why. This way, the candidate can take the feedback with them when applying for other roles. Also, maintain contact after the process. Did it turn out not to be a match? Then it is your job as a consultant to help the professional find a nice challenge elsewhere.
It is important to involve your candidate properly in the recruitment process. Therefore, always be honest, make clear agreements, keep the candidate informed of developments and read up in advance. Would you like to know more about hiring staff or could you use some help with this? Contact DIQQ and see what we can do for you.