Source | LinkedIn : By Scott A. Scanlon
Candidates remain in control of today’s job market and recruiters and their clients are therefore moving faster than ever to land top people. Here’s one recruiter’s top five secrets to successfully landing them.
With the high demand for quality talent rising, candidates are in the driver’s seat in today’s job market. This means that companies, and the recruiters representing them, must move quickly when they find the right hire.
Fred Medero, a managing partner at executive search firm Kincannon & Reed, offers up some leading strategies to help organizations sign their top candidates for positions and get them on-board quickly, ready to make an impact. Here are his five recommendations on how not to lose your best candidates.
1) Move Quickly With Candidates Who are ‘In Play’
Most likely, candidates have been sold on your opportunity and are taking the time to explore your organization and the position. Finalists are usually happy with their current roles, but willing to investigate something new. A few candidates may be in the midst of a career move or actively seeking a new job.
Regardless, no candidate who has invested the time to go through an interview process wants to be left hanging afterwards. They rightly expect quick feedback and a smooth offer process. Delaying can raise doubts about your organization in the minds of people you want to have a great impression of your company, regardless of the outcome of the interviews.
It is critical, therefore, to move quickly to close the deal to keep interest levels high with those finalists you care most about. Client reasons for prolonging the hiring process may be perfectly valid —often internal or external corporate events or scheduling issues arise. But moving quickly to an offer that makes it easy for the candidate to say “yes” following final interviews pays off by illustrating your organization’s desire to get her or him on board and contributing as soon as possible.
2) Show Some Flexibility On Relocation Issues
Smart companies today are flexible about relocation, recognizing that the workforce has more commuting and travel options than ever. Some top candidates may need geographic flexibility to make a job change. Often relocation issues are short term — such as when the candidate has a child with one more year of school left and wants to commute for that year.
Snagging a great candidate by thinking creatively about short or long-term relocation issues can be a profitable move. Your organization should carefully consider location flexibility whether in the short or long term. Ask if having the person in your location five days a week, every week, is really critical, or if the person could be on site for three days and off-site for two.