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Managing the candidate journey from start to finish

Written by Kimberley Startup | October 9, 2013 | 0 Comments
Business-man-with-gold-medal-200x300Companies using recruitment companies like Webrecruit (http://www.webrecruit.co.uk) increasingly recognise the importance of not only selecting the right candidate, but also engaging them throughout the entire candidate journey – starting before they have even taken an interest in the firm.
The effective marketing and branding of your business so that it attracts a greater number of the right candidates is deserving of its own blog, so in this piece, we’ll instead begin with the selection of the right talent. A candidate will be so much harder to engage, manage and retain if you have not chosen the right one in the first place.
If you do not engage a recruitment agency to narrow down your applications to a shortlist, you should at least delegate the shortlisting process to a focused and detail-oriented person, making sure that they are well-briefed and have a clear criteria to work to. This will give candidates a better chance of fair assessment than if the process is handled by a stressed and time-pressed leader.
Next up in your staff recruitment process will be the interview, where you should ask a variety of open, situational and ‘Columbo’ questions – the latter dumb questions that enable further, non-confrontational probing. You may follow this with a second interview, which should take the form of a more direct, adult conversation with the candidate, possibly comprising practical tests and psychometrics.
Hopefully, you will have found the ideal person from this process, and will therefore be able to make them an offer. After acceptance of said offer comes the employee engagement process, whereby firms that have already invested considerably in recruiting staff ensure that their employees feel good about their new role and understand and honour their commitment to the company – with the company doing the same in turn.
The sooner your employees are engaged, the more happy and productive they will be, increasing the likelihood that they will stay with you. This equates to better results for your company and brand. An employee is truly engaged if they are motivated to act in their employer’s best interests, as partly assured by the right shared values, experiences, culture, leadership and benefits.
There are so many ways in which you can engage new recruits before they even begin work for you, such as asking them to review your website and make recommendations, or to research customers. This not only makes a new employee feel immediately involved, but also enables a quicker understanding by them of your company culture.
Finally, Webrecruit’s (http://www.webrecruit.co.uk) recruitment experts also advise employers to make good use of the induction process, clarifying expectations on both sides and setting the scene for the new recruit’s period at the company. The induction needs to be full of rich experiences that make it easier for the person to settle in and get to grips with the company and their role.

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