Finding the Right Candidate

Select the correct recruitment tool

Make sure you are using the right method for your recruitment. You might be able to find production operatives via the Job Centre but is it the right place to look for a new operations manager? Is a specialist sales recruiter going to find you the new electrical engineer?

Be realistic with job vacancy salaries

It is vitally important that as an organisation you understand how the salary you can offer for a job vacancy compares to other companies in the local area. Not every company can warrant paying the ‘top end’ for the new job vacancy position they want to recruit for, but the job specification should reflect the salary on offer.

Update the job specification

Make sure the specification is up-to-date with the current line manager signing off his/her requirements. A specification signed off 4 years ago by a predecessor might not reflect what the current incumbent is looking for and can lead to a frustrating recruitment process.

Provide accurate and full information on the job remuneration package

Information such as job salary bandings, job benefits and work shift patterns are very important. Salary and working hours’ regularly top the table in terms of reasons why job candidates are looking for a new role. It is important that candidates are fully aware of what’s on offer, including all job benefits however minor they may seem.

Provide job candidate feedback to the recruitment agency

Some recruitment agencies would be honest enough to admit it is difficult to hear or frustrating when a job candidate they thought was a good fit is dismissed outright as not being right. If there is constructive or precise feedback given as to the reason why a job candidate is not suitable, than the recruitment agency can amend their search and make sure that the rest of the candidates they present meet those requirements.

Consider working with a recruitment agency on an exclusive basis

Using too many recruitment agencies at any one time, can lead to a number of problems – duplicate CV’s, marketplace confusion, consultants rushing to present candidates just in case another recruitment agency beats them too it.

Consider Akorn as a sole

Keep the job recruitment process as quick as possible

Keep the recruitment process as short and succinct as possible. We are not saying that you should find a new engineering manager within a week but where possible a recruitment process should be kept as short as you can keep it. If a process is dragged out and goes through several stages of tests and interviews and then feedback takes a number of weeks to come back to the candidate there is a high probability they might not be on the market and you will possibly miss out on the candidate that was the best fit for your organisation.

Sell the job

If you as the employer cannot sell the benefits of working for you than who can? Obviously you need to be realistic and if the person is going to be in for a baptism of fire when they join they need to be aware of that otherwise they are not likely to stay with you. Iif they are not up for the challenge are they the right person for you? Be open and honest both with your recruiter and with candidates and it will help with staff retention in the long term and help you find the best job candidate fit.

Use Akorn Recruitment!!!

We are a well established recruitment agency , respected and experts within our marketplace. It costs nothing to use us unless we do our job right, so why not engage with us today and take advantage of our expertise and extensive database!

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