Woo Your Candidates. Please make sure to read Working with Recruiters: For Companies and Working with Recruiters: 3 More Tips for Companies. That takes time for anyone that is thoughtful about their work. More specifically, if you are only interested in considering passive candidates, then you are asking them to make several really big leaps, including: Considering leaving their job, when it may not have even previously occurred to them. When you are talking with a passive candidate, you have to be ready for multiple conversations; this is not going to be a quick transaction. We are getting to know each other, we are exploring their current role; what works and what doesn’t work. First, if you are able to be flexible about things like title, pay, hours, benefits, start date, etc., you are letting the candidate know that you are prioritizing their needs and wants; paramount to wooing. Especially when presented in conjunction with a carefully thought out and executed screening and interview process, taking the time to answer questions and address their needs as they consider a change and making them feel valued. Are you ready to woo your candidates? Put together your plan, your timeline, your hiring team and then be prepared to be flexible about all of it in order to win the candidate.
Woo: (verb)
to solicit favor or approval; entreat
Every couple of months, it comes to my attention that #1) many employers think that recruiting and hiring are simple and #2) many employers are not prepared or equipped to deal with the challenges that come with recruiting top talent.
We’ve written a lot on the topic of recruiting and hiring preparedness over the years. Please make sure to read Working with Recruiters: For Companies and Working with Recruiters: 3 More Tips for Companies. This time around, I’d like to focus on this idea of “wooing” candidates. Does it sound too “touchy feely” for some of you? Does it sound like too much work?
Well, tough. This is the current job climate.
How do you plan on wooing your candidates? Here are some suggestions.
Be Prepared for Multiple Conversations
At the most basic level, you are asking someone to commit to your company in a meaningful way. That takes time for anyone that is thoughtful about their work. More specifically, if you are only interested in considering passive candidates, then you are asking them to make several really big leaps, including:
- Considering leaving their job, when it may not have even previously occurred to them. This consideration will prove to be even more difficult if they’re up next for a promotion; or maybe the company culture in their existing role is great!
- Taking on a new role; a role that is not familiar, in a company that is not familiar.
- Rethinking a whole set of logistics including salary, benefits, work hours, commute time, etc.
When you are talking with a passive candidate, you have to be ready for multiple conversations; this is not going to be a quick transaction. And let me be clear, if you want a quick transaction, then you’ve waited too long to start the recruiting process. If you’re looking for a quick hire, you would be better served to post the position…
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