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To attract the right applicants for the role, it is important to be clear on the requirements and duties. If a job description is not straightforward, applicants may avoid putting themselves forward for the role as they may not feel fully qualified or may even assume the job is not challenging enough. Ensure to be clear on the role’s core duties, the qualification requirements, and the level of experience needed, so applicants can place the role in the company’s hierarchy.
New starters will want to find out as much as possible, not only about the role but also about the company and its culture. Do not be shy when communicating this, as applicants will be keen to visualise what to expect when starting the role. Be vigorous when talking about the company culture, reward package, and, again, what to expect of the role.
The salary could potentially make or break a candidate’s decision to apply for a role. Looking at what competitors offer for a similar role can help you distinguish if the salary and perks you offer are competitive and interesting to job seekers. If your salary offerings are not as high as others, then ensure to make a point of the other interesting perks your company may offer, such as flexible hours, hybrid working, private healthcare, or life insurance cover.
With jobs advertised in an abundance of places, like job portals, through recruiting agencies, and even on social media, it can be difficult for job seekers to find the right spot to look for their dream job. Therefore, it’s important that businesses that are on the lookout for new employees find the most appropriate channel to advertise their roles.
A candidate can quickly tell when a recruitment process seems disorganised, so it is vital that a clear process is set out. You may plan to have a first and second interview stage or even a task to give a candidate the chance to show their competence – this is important to communicate to applicants when responding to their application.
Preparing for an interview is not only expected from the applicant but is also a sign of professionalism if the interviewer does the same. A range of well-worded and unique questions can often be a big help to bring out some hidden talent and skills in the candidate.
As nerve-wracking as interviews can be, by being friendly and welcoming from the start the interviewer can take a lot of pressure off the candidate. Helping the interviewee to relax will bring out their full potential and help you to assess their skills.
When interviewing often the focus will be on a candidate’s skill set, which, of course, is an important part. However, interpersonal skills are just as important – if not even more! A person will need to fit in with the team, reflect the company values and represent the company in a way that lives up to their values. If someone shows the right attitude and is willing to learn, it can sometimes even be more suited to upskill the candidate with the right mindset, than changing someone’s attitude!
