Don’t Lose Top Candidates: Tips to Get the Best Talent in the Market

Key Facts:

• • • The most qualified candidates for a job are commonly off the market in just 10 days. 
    • 55% of candidates wait for about a week from their interview schedule to get a job offer.
    • Out of all the interested applicants, 44% hear from the hiring company within a few weeks after applying, 37% get a response within a week, and only 4% hear back within one day.
    • Time is running, and doing things that can help make the hiring process faster and easier will allow you to get the best talent in the market. 

Whether you’re here because you need additional team members who are the best in the market or you want to improve your candidate life cycle, this article will provide you with helpful tips and insights.

Hiring top talent can be a significant challenge, as these candidates can turn into superstar employees who can usher your organization to new heights. So, what can you do to ensure you’re not missing out on top talent? 

According to Talent Board’s 2019 Candidate Experience Report, 55% of candidates wait for about a week from their interview schedule to get a job offer. Let’s take a deep dive into the candidate life cycle and how you can get the best talent for your open job positions. Read further.

4 Strategies to Attract and Get Top Talent

When you sign-up to hire talent, it is highly important that you make yourself ready and available for the processes that need your involvement. Most of the time, it includes selecting candidates, the interview process, and the final decision. 

Note that when looking for candidates to hire for a specific role, a sense of urgency is vital in getting the best talent in the market. To help you tap and hire the right and top-picked talent for your open job positions, here are some tips for you.

1. Be Ready to Accommodate Interviews

The moment you sign-up with your outsourcing partner to hire additional talent, be prepared for it. When endorsement comes in, make yourself available for interviews and other processes. 

There are instances where the client signed up and then went on a vacation for a week or two, leaving the recruitment partner and the candidates hanging for a few weeks. Emphasis on this—avoid taking the same path. It’s critical that you reach out to them as soon as you have the decision. Advise them they have been selected for the position. Why? Because candidates apply for multiple job openings (about 3 to 5 companies) at the same time.

You might lose potential candidates if you don’t provide them with timely updates. The most qualified candidates are commonly off the market in just 10 days. Companies are lining up to get them. 

So, if you want to be on top of their choices, get right through it—be ready to take on interviews and the next steps immediately. This is especially if your recruitment partner has a different timezone. It will most likely take at least 4 days before you get a shortlist of candidates.

However, it’s important too that you take time to think and not just jump to a conclusion and decision right away. Consider all factors from all angles before anything else. 

2. Limit Interviews Up to 2 Sessions

Streamline the interview sessions for up to two on your end. Apart from this, your recruitment partner will conduct initial interviews to check on the “must-haves” including the English communication skills, comprehension, behavioral aspects, etc. 

There are actual scenarios shared by some recruitment agencies where a lot of persons are involved in the interview process. Some of them are actually not in any way related to the open job role. Avoid doing this. As much as possible, get only the persons directly involved in the day-to-day activities such as the hiring manager, team leader, or supervisor. This will make the process faster and easier. 

If there are too many people involved, having a panel interview is recommended instead of one-on-one which can not only make the process longer but can also cause fatigue to the candidate. 

3. Prepare Client-Specific Assessment

This is only as needed, especially for tech-related and creative roles. Before signing up with your outsourcing partner to hire talent, it is best to prepare your specific assessment for the candidate. This will help ensure that the hiring process is continuous. Your recruitment partner and the candidate won’t have to wait anymore for a day or two to get it. You can also further asses coding, testing skills, and many more onset during final interviews.

According to Employer Data from Indeed, out of all the interested applicants, 44% hear from the hiring company within a few weeks after applying, 37% get a response within a week, and only 4% hear back within one day. If you want to be on top of their choices, providing a quick response might help.

Take note, time is running, and doing things that can help make the hiring process faster and easier will allow you to get the best talent in the market. 

Client-specific assessment or examination is recommended to be done before the interview. This will help you shortlist the best of the best for an interview. 

4. Do Not Delay the Process

It’s never easy for decision-makers to select candidates for job positions. However, with all the stages and extra tweaks, you can narrow down your options and finally decide on who to hire. Once you have already selected, do not delay the process—contact them immediately and have an official job offer. 

Make sure you go over the specifics to prevent miscommunication. Discuss with them the terms for hiring, your expectations, the scope of work, and many more. 

Have some room for any potential negotiations if you already found a candidate who best fits the role. Consider pros and cons and make sure you don’t go beyond your limits. It should still be reasonable for both parties. 

Bottomline

Hiring the right talent for your open job roles can be challenging, but with a sense of urgency (by getting you and your team ready to get on the processes) and an efficient and comprehensive recruitment life cycle, you can tap into the best candidates to be a part of your amazing team. 

If you’re looking for a partner organization to help you with your staffing needs, our tailored recruitment process will help ensure you get the right people and the right solution to scale your business. Get in touch with us.