2015 is coming to a close and while we’re off enjoying the festivities, thousands of people will be reflecting on their careers and making the decision to hand in their notice to their employers in January. This means that there is a wider pool of people to choose from but also that competition for the top talent will be fiercer than ever. Whether you need to replace a member of staff who has handed in their notice or you’re planning to expand your team next year, there’s a good chance you’ll be looking to hire fresh talent at some point in 2016. Here are some things to bear in mind when you’re recruiting for your next superstar:
1. Talent comes in many forms: Remember, just as experience and skills can be developed in many ways (and not just at university) talent comes in many guises too. To avoid confirmation bias it’s important to be open-minded and evaluate each candidate against the skills and abilities the job requires.
2. Top talent gets snapped up quickly: You’re probably familiar with the saying ‘you snooze, you lose’! This can be very true in the world of recruitment where if you take too much time over the recruitment process, your potential employee could take up employment with one of your competitors. Over the years I’ve seen many examples of clients missing out on a star employee through taking too long to make a decision.
Tip: If making a quick decision isn’t going to be possible for any reason, it’s a good idea to stay in touch with your potential employee throughout the interview process – this will help to keep them engaged with the opportunity and increase their chances of saying yes when you are finally in a position to make an offer.
3. Leave all candidates with a good impression of your company: Whether you decide to employ someone or not, it’s still important to make sure they exit the process with a favourable impression of your company. They may not be right for your business but who knows? They may know someone who is and you’ll want them to speak positively about your company! Interviews are a two way process so it’s just as important to impress your potential employee as it is for them to impress you.
4. The best candidates are often passive: The most sought after candidates are very often those who aren’t actively looking for work. Passive candidates are very often content in their current role and valued by their current employer but could be persuaded to move if the right opportunity came along. The best people won’t always be found through advertising on job boards so it’s a good idea to practice other methods of sourcing candidates. This is one benefit of using a recruitment agency – they’ll have access to a network of passive candidates you might otherwise not have found.