Is Your Recruitment Process Causing You to Miss Out on the Best IT Talent?
March 15, 2019 . 10:00 am
Recruiting the best IT contractors and IT staff can be a protracted process and the danger of candidates changing their minds, or worse still, accepting a counter-offer from a competitor is ever present.
In order to minimise the risk of losing the best candidates before they have signed their new contract of employment it is essential to ensure that you have a recruitment process which is as efficient as possible.
It is important to balance the need to act quickly, in order to secure the best talent, with the need to bide your time so that you do not appear desperate. A shrewd candidate may pick up on the fact that the recruitment process appears to be rushed and they may then try to turn that to their advantage when it comes to negotiating terms.
Employing the services of a specialist recruitment agency to act as a professional intermediary is a cost-effective way to recruit IT contractors and IT permanent staff. Their experience, advice and refined procedures will minimise the risk of losing out on the best candidates during the recruitment process and help to avoid complications in the future.
A recruitment agency will be able to advise on an accurate package offer based on current market rates, the skills and experience of the candidate and the candidate’s current situation. This negates the risk of making an offensively low offer or an offer which is too high which could then cause conflict and tension between existing employees and put financial pressure on a business.
A good recruitment agency will also spend time maintaining a dialogue with prospective candidates as well as acting as an advocate on your behalf, this helps to keep your company at the forefront of the candidates mind when they are considering offers.
They will also be skilled in asking the questions which determine a candidate’s motivation for seeking a new role; if money is a key factor then it is likely that the candidate will be susceptible to counter-offers. If you are aware of this then you can act accordingly.
Once a candidate is committed to the recruitment process it is important to maintain momentum by arranging first and second interview dates quickly, providing feedback and keeping in regular contact via phone or email. Having an efficient method of completing the necessary paperwork is equally important as candidates are prone to changing their minds between receiving a verbal offer of employment and a copy of their new contract of employment.