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1. Candidates want momentum

In a fast-moving world, it’s tough to keep peoples’ interest for long. Because talent markets are tight, job candidates are usually interviewing for a multitude of jobs. That means they’re not just talking to you — if they’re a high-demand hire, they’re talking with your competitors, too.

Don’t give other companies the time to get the jump on you. Instead of a lengthy turnaround process between the first interview and the final offer, find ways to speed up your hiring funnel. That way, you won’t have to worry about great talent getting snatched up by someone else before you have time to draw up an offer



 2. Second interviews can be scheduled alongside the first

So, momentum is key to keeping candidates interested. But what’s the best way to speed up your hiring process? While it may sound strange, scheduling a second interview in tandem with the first is a great way to keep potential hires engaged. Line up your internal stakeholders and book a few times in their diaries for a potential second interview. That way, if your candidate aces the first interview you’ll be able to book the second straight away - your company will stay top-of-mind for your potential employee and you’ll present yourself as a proactive, forward-thinking employer. If the candidate doesn’t turn out to be the right fit for the job you can always cancel the time in your stakeholder’s diaries.

 3. Communication is key

Everyone’s hiring procedures are different. Being transparent and open with candidates about where they’re at in the process will help them feel included and keep them interested in your company. In other words: plan your process, and then communicate it.



Who will they interview with and when? How many stages are there in your recruitment funnel? Will they be expected to interview with company leaders, or will line managers handle their affairs? Letting talent know what you expect will help you build a connection and seem dependable and approachable compared to companies that engage in smoke-and-mirror hiring practices.

4. Don’t wait to send the official offer

You might think your recruitment efforts are over once you’ve gotten verbal confirmation from a candidate that they’ve accepted your offer. Unfortunately, that’s not always the case — your talent might back out at the last minute if they get a counter-offer. To avoid this scenario, send your offer letter the moment you ask to hire them - stay in touch right up until they start. Booking in a few team members to touch base each week until the start date ensures your new hire feels like they’re already part of the company.

5. Structure your hiring process

Since the recruitment market is tight, it’s best to keep your hiring process to a maximum of five to seven days. That might sound short, but here’s an example of how it can be done in a three-stage process:

• Day one: Schedule their first interview with the hiring manager and HR
• Day three: Schedule the second interview with someone the candidate will work with e.g. a team member or peer
• Day five: For higher-level positions, a final interview with executives should be scheduled

And that’s it! As long as the process happens quickly, you’re likely to keep your dream candidate’s attention. If you want more tips on how to clinch candidates, check out our in-depth article on recruitment strategies and sign up for our talent market mailing list below.

Read more Blogs                 Date published:   24/01/2022              Author: Paul Swanwick