Mitigate Candidate Fall-off
Across many sectors, we are seeing a higher than normal number of candidates who are dropping out of the selection process at later stages. This could be due to length of the process, level of engagement by the internal team/recruiter, or simply getting a more competitive offer.
These tips are about a few things you can do to help keep top candidates engaged!
TIPS DURING THE RECRUITMENT & SELECTION PROCESS:
• Send relevant articles, books, etc to the candidate after the accept (and before if you would like)
• Leader to do a quick Loom video
• Leader to connect with candidates on LinkedIn
• Consistent communication with the candidate prior to completing the process (and through on-boarding)
• Invite to office-wide events
• Suggestions who to follow on LinkedIn that will be inspirational to them as they start their careers
LANGUAGE TO USE IN INITIAL CONVERSATIONS:
• Tell me about some other companies/roles you are looking at?
• What is attracting you to them?
• Where are you in the selection process with those roles?
• If they are further along in a process with another company: “I know you are further along in that process but based on your background in {Sales} and the fact that you are a {former collegiate athlete} I would strongly encourage us to continue conversation about this career even if you end up getting an offer at the other company.”
SPEED UP THE SELECTION PROCESS:
Yes, we said it. We know some organizations are stuck in their ways with a drawn out process but in this environment it puts you at a disadvantage! Trust us!
• Timeline:
- Initial conversation should be scheduled within 48 hours of receiving the lead or a person responding to outreach
- 2nd meeting should be scheduled within 4-5 business days of the 1st meeting
- 3rd meeting should be scheduled within 5-7 business days of the 2nd
DO A SELECTION PROCESS AUDIT:
Look for…
• Do the messages in each meeting align with each other?
• What could be streamlined (both with language, any assessments, or interviewers)?
• Who has the best closing ratio out of your recruiters or your leadership team?
If you don’t know, or don’t want to do that on your own let us know and we will be happy to provide an outside perspective.