How to run a successful Recruitment Campaign

Do you struggle to get the people you need to accept your job offers?

It’s a common problem and stems from a simple lack of understanding of managing a complex recruitment strategy that, instead of saving you time and money, does the opposite, leaving you with more work than you started with and still no hire.

As an experienced recruitment agency, we always encourage companies to enlist the support of a quality talent partner (Like us 😇), an organisation that will take the task of attracting, engaging, onboarding and retaining seriously, careful to ensure each element is executed with your brand and growth plans in mind. it might, at the outset, look like an investment, but if you are willing to work as a partnership, the premium servi and long-term results far outweigh the initial outlay.

But what if you want to try to hire yourself, what do you need to know?

When dealing with people, it's critical to know that anything can happen; people become disengaged quickly if they don’t feel valued. Momentum and dedication to the project are key.

What is the hiring journey going to feel like for your candidates

Write the structure you will use. Does it feel convoluted? Do you risk losing people during the process? How will the applicants feel, and how can you make it an enjoyable process, win or lose?

How does your advert read?

When advertising a job, don't be fooled into thinking 100 applications is a good thing; focus intensely on discussing the skills you need within the job description, and ensure non-negotiable experiences are outlined. You could add some qualifying questions where people could discount themselves if they cannot answer yes to the questions. When managing the complete hiring process, you would rather have three great matches than 97 poor matches who all want feedback. Don’t be afraid to be honest about the skills your business needs.

How much communication will you have with your candidates?

When reviewing CVs, will you pick up the phone with those you feel could be a good match, or will you send a generic template email? Creating a two-way conversation early on is proven to drive success and allow you and the candidate to get a better feel for suitability. Carrying out initial phone calls will allow you to feel confident in your shortlist and save time in bringing people in who might have a great CV but whose interview skills don’t match up.

How will you shortlist and review candidates?

Rather than rely on gut instinct or sourcing people who are just like everyone else in the team, consider creating a scorecard that evaluates the candidate’s suitability to the desired skills, business processes, specific clients and growth plans. It will ensure you avoid being subjective and hire for the business needs rather than biased requisites.

How do you address the conversation of salary requirements?

Asking your candidates about their salary expectations is a delicate topic which is often handled poorly. Avoid asking people what they are currently earning or what their minimum salary requirement is; this type of stance will make your candidates feel as though you are trying to pay as little as possible. A positive way is to ask your candidates what salary they are seeking as it shows you recognise that this could be a mutually beneficial partnering; if they are stumbling to say a number, quickly reassure them that it is important for you to understand so that you can be prepared for later. Whether you then choose to offer less is a risk you will have to decide you want to take, but asking the candidate their number at the start will ensure you can meet their requirements as a minimum.

How to make an offer that is accepted?

When it comes to making a job offer, we recommend you have a first and second-choice candidate. Make your offer to the first within 24 hours of the final interview; do not be fooled into making an offer during the final interview. You will put the person on the spot, and it could cause them stress. It’s like proposing after two dates; it's awkward! When making the offer open with your feedback, ask them for theirs, and if it feels unanimous, make the offer; when making the offer, mention the job title, salary, benefits, possible start date and who they will report to. At the end, ask if they have any questions and then ask if they would like to accept, listen for pauses and address them, if it has all gone well and they have said yes, send the paperwork within 48 hours or at an agreed time. Ensure they have your contact details and can get in touch at any time. Welcome them and thank them for their time, be nice and show gratitude.

So, now you are ready to run your own recruitment campaign. Good luck and remember that this should be an exciting and enjoyable process, you will get out what you put in.

If after careful consideration would prefer to leave it to the experts, get in touch here.