It’s surprising to learn how many companies commit fundamental mistakes in the recruitment process — mistakes that drive away good candidates.
You need to step back, abandon the newest, shiniest objects and return to the fundamentals of recruiting. It has become extremely easy to rely on technology with regard to everything. Since technology has grown to be so prevalent, the very fundamentals of communication have been overlooked. Recruiting has become a victim to this particular trend.
Again, it’s simple but profoundly important: Follow up with candidates after every interview, even if it’s to tell them they are not being considered. By neglecting to follow up, you squander the chance to create a positive impression with this candidate (and friends). You might lose a candidate who could fill another open position, and you create enormous ill will that harms your employment brand.
Nothing will at any time replace personal communication. Within the age of email and messaging, a simple phone call can transform a passive candidate as part of your next top team member. Ultimately, recruiting is the cultivation associated with relationships. Those relationships provide more referrals, more resumes, better hires and a great deal better retention.
Instead of chasing your next big thing, be brilliant in the basics and integrate a couple new ideas.
What are the basics?
1. Managing Objection Skills. Are you consistently able to successfully manage common types of resistance encountered on my calls, whether from prospects, candidates, clients, or hiring managers. Always anticipate and regularly practice proven techniques for managing common objections (e.g., salary objections).
2. Questioning and listening capabilities that show curiosity within the person. Have a proven, logical set of customer-focused questions that portray my genuine curiosity and interest in understanding the needs of others. After asking questions, seek first and foremost to understand and to learn; second to speak and to be understood.
3 . Gaining Commitment by starting conversations with a clear picture of what my (end-of-call) objective is. Be careful to gain a clear picture of where others are in their decision-making process. Address all objections and/or questions as they arise.
Alternative methods of engagement for instance Facebook and LinkedIn can certainly enhance your brand, but really should not be the primary means of recruiting top rated talent. New technology and developments can be beneficial, but needs to be enhanced to the basics associated with recruiting.