How To Avoid A Slow Recruitment Process
No doubt you will have been told that ‘speed is of the essence’ in technical recruitment today. If you want to hire the best construction engineering candidates, then you need act fast and snap them up before anyone else does.
It’s true, businesses are missing out on great candidates because their recruitment process is too slow and their competitors are getting to them first. I know of construction and design firms that have missed out because a senior manager was on holiday, or because those involved in the recruitment decision couldn’t find a mutually convenient time to discuss applications. While these businesses were waiting for key people to be available, the best candidates were offered and accepted other jobs.
Honing your recruitment process so that it’s fast and effective is therefore really important if you want to get the best engineering candidates on the market. That doesn’t mean that you need to cut corners, but instead structure your recruitment so that it’s a friction free, streamlined machine.
The following suggestions will help keep momentum, speed up the process and reduce the chances of candidates becoming disengaged and going elsewhere.
Recruit The Best Construction Engineering Candidates Before Your Competitors Do!
Now is a great time to recruit. We have a period of about 3 months between the summer holidays (when decision makers and candidates may be away) and Christmas when things tend to slow down again. Similarly it is a good time between the New Year and the end of March, and after the start of the new financial year up until July.
We also see more candidates on the market at this time of year (and in the New Year) as these events are a trigger for people deciding it’s time to move on and find a new job.
As well as seasonal events that can cause the recruitment process to lose momentum, there may be other events in your company’s calendar that might also derail the process. So before embarking on a hire, check that key people are available and that they have the time to focus on finding the right candidate.
By clearly mapping out your recruitment process, with a timeline of key events, there’ll be no delay in proceeding to the next step. At this stage you should also get assurance from those involved in the recruitment process that they can also meet deadlines, for example approving the copy for a job description, or blocking out time in their calendar for interview rounds etc.
It can also be helpful to share your recruitment timeline with candidates. By managing their expectations you can keep them engaged in the process.
With a clear picture of your recruitment process you can also see whether there are opportunities to save time and make it faster. Simply by removing a day or two between different steps you can make a significant difference to the overall process. You can also identify any friction points that might slow down the hire, such as having two or more rounds of face-to-face interviews that can be difficult to arrange. Instead perhaps a telephone or Skype interview could replace one of these face-to-face interviews?
Do you know exactly what the role is and whom you wish to recruit? If not, your process can quickly derail because the candidates who apply are equally as confused. With a clear job description the quality of the candidates will be much higher and therefore it is easier to shortlist candidates (and keep that shortlist short!) and hire the right person.
Of course a quick hire is only possible if you can attract the right candidates to your job role. Clarity on what the role involves will reduce the number of unsuitable candidates applying; but you need to get the role in front of the right people first. If you don’t have the resources internally to do this your recruitment process can drag on and your timeline becomes irrelevant.
By getting support from a specialist technical recruiter you can tap into a pool of candidates (some actively looking for a new role, some not), and kick-start your recruitment process with a strong base of potential candidates. Then it’s down to you to ensure you keep them engaged and your timeline on track.
As well as managing your candidates’ expectations by outlining your recruitment process, also keep them in the loop about their chances. If a candidate leaves your interview with no indication of how interested you are in them, they’re more likely to reboot their job search and look for other opportunities. If they come out of your interview feeling that they have a good chance, they may decide to see your opportunity through and put their search on hold.
If your business is struggling to recruit in the construction engineering sector and needs support, please get in touch with me. I would be delighted to help you identify the reasons why, and help you find a solution. Call +44 (0)1252 413 080 or email [email protected]