Once upon a time there was a company that was looking for a new employee for an important management position. It placed a colorful ad in a daily newspaper and received 10 applications from top candidates. After intensive interviews with 3 prospective candidates, the company was able to successfully fill its position. And if they did not die, then they still live today.
What sounds like a fairy tale was once reality. And today?
Today, as an employer, you are experiencing a story of a completely different kind. The employer market became an employee market. Companies are courting qualified talent. The demands of candidates for work-life balance and flexibility present companies with major challenges. They find it difficult to fill key positions at all. The recruitment process becomes a service and therefore more time-consuming and complex.
What makes a successful recruitment process?
Challenging market trends always offer the opportunity to stand out from the competition. If you turn the right screws, you have a clear competitive advantage. Start with the Candidate Experience:
1. Comprehensive position analysis
The systematic and complete recording of requirements is the basis for a successful talent search. The investment is worth it: don’t miss your goal!
2. Clear value promise
An authentic value proposition differentiates you as an employer in the war of talents. What distinguishes your corporate and leadership culture? What promises can you make to candidates?
3. Targeted combination search
The targeted personnel search via the channels relevant to your target group has the best chances of success. Contact networks, social search, headhunting based on target company lists – the more specifically you address, the better the chances of finding your talent.
4. Appreciative Candidate Experience
The applicant experience shapes your image as an employer – candidates like to talk about their impressions. In addition, you may want to address talents again at a later date.
5. Aptitude diagnostics with perspective
When selecting candidates, focus on potential and do not (only) rely on qualifications. Otherwise you’ll miss out on valuable talent!
6. A look at the Cultural Fit
The decisive factor for a sustainable appointment is the cultural fit: do people and organisation fit together? Ask yourself whether the person can feel comfortable in the living corporate culture in the long term.
7. Active Onboarding
Accompany your new employee in the integration process. Feedback discussions and the removal of stumbling blocks are a sign of appreciation and facilitate the start for all participants.
8. Continuous process optimization
As in every process, success control in recruiting also provides information on optimization potential through defined KPIs.
The relevance of timing
Often particularly promising candidates drop out of the application process because personnel decision-makers react too slowly. Remember that in many cases you no longer have an “applicant”, but a talent that you are recruiting for. In the current labor market situation, you can no longer afford to keep sought-after talents waiting for interview appointments or commitments. Those who react quickly have an advantage over competing companies.