Sourcing and recruiting capable candidates to fill contracts and job orders and then successfully retaining them has always been challenging due to an array of different reasons. In the post-Covid era, this is a challenge that’s grown tremendously as candidates have significantly different requirements and expectations than ever before.
After 19 months of working virtually from home many candidates will only work virtual or a hybrid combination of virtual and onsite. The market continues to be candidate-driven and this, alongside several other issues, has led to many fills and placements falling off or being sabotaged before they successfully close. Fortunately, there are ways you can adjust the way you work your desk, to reduce these problems.
Before going into the specifics of the process, it’s essential to highlight that you simply cannot control what potential candidates will do or say but there are absolutely steps that you can take to reduce the undesirable occurrences that continue to increase in this very competitive market.
First and foremost, is the steadily increasing number of no-shows for interviews. This is something that can be tackled by identifying the priorities of each candidate and what they perceive as the next step to advance their career.
Always ask for the five things they would change about their current job if they were their boss. This reveals things they can’t control at their current job and the REAL reason for contemplating a change. When presenting a contract or direct hire opportunity assure them that those things don’t exist at the company you are presenting. Restate statements the candidate made during your interview to prove you were listening to them. You should talk less than 1/3 of the time when interacting with candidates. Also focus 100% on how the opportunity will benefit them and their career growth.
To reduce no starts and offer turndowns complete the following action items as part of your recruiting process.
- Use percentages when interviewing candidates to understand what they are currently doing.
- Use percentages when asking about what responsibilities each candidate prefers to do in a future contract or job.
- Ask about offers they’ve received then turned down.
- Understand the culture and core values of your clients and what culture and core values your candidate values.
- Identify the timing of both your candidate and the client
- Share training offered
- Discuss growth potential
- Know what compensation the candidate will accept without hesitation
- Stay updated about other opportunities they are pursuing
You are dealing with a human being and often priorities and timing change. During every subsequent conversation ask, “Has anything changed since we last spoke?”.
Re-interviewing your candidates can also dramatically reduce problem areas. In your initial interview you were a stranger the candidate didn’t know or trust. Once they see you are not a waste of their time and are going to help them advance in their career, their answers become more honest and open.
Next, let’s address the importance of the engagement and retention of the candidates you place. Engagement and retention begin when you share expectations upfront with both candidate and clients in writing. Share what candidates can expect from you and what you need from them to present opportunities they will accept without hesitation. When you list what you need from them, follow each item with how it benefits THEM to provide you with what you need.
Provide clients with written expectations that outline what they can expect from you, which also helps justify your bill rates and fees. Then provide a list of what you need from them in order to present candidates they will hire without hesitation. When you list what you need from them, follow each item with how it benefits THEM to provide you with what you need.
In addition, ask every client to provide you with five performance objectives when obtaining a contract or job order. This reveals how they will evaluate your candidate. Often there is a tremendous disconnect between the laundry list of skills required and how your candidate will be evaluated after 6 or 12 months. Share the performance objectives with your candidate and make sure their direct report is aware of them as well. This greatly improves engagement and retention when everyone is on the same page.
We will never eliminate all problem areas, but when you implement some of the suggestions listed, you can dramatically reduce their occurrence. In addition, you will make better matches for your candidates and clients and as a result, will enjoy a higher level of success and income.
Members can access You Can Reduce Problem Areas That Sabotage Your Deals webinar through the TechServe Online Learning Center.
