Accessability Links

Who is interviewing who?

Posted by
24 Jun 2016
We have all been there; you follow the recruitment process to the letter, you spend many billable hours from start to finish but you finally you make it through. You have found the perfect candidate, you make the offer but the candidate turns it down - or worse they accept the role and before the start date they decide to accept another/counter offer!
 
Legal recruitment has changed vastly over the years and it is now very much a candidate-lead market. Candidates are in high demand, they have many different options available to them and usually have multiple applications or offers at the simultaneously.
 
The whole recruitment process is now a two-way street. Whilst you are assessing if the candidate is the right fit for you, they are also assessing if you are the right fit for them!
 
So what quick steps can you take to ensure you are attracting the very best talent?

Adverts

What is going to make a candidate apply for your role? What is in it for them? The next advert along talks describes the firm’s environment, progression, benefits and what is expected.  Why would they choose to apply to your advert rather than the other?
 

Brand

The first thing a candidate will do is Google your firm, what will that show them? When they finally make it to your website, what do they see? Out of date information, not enough information, the look of the 80s? A company’s website gives off a very good impression of what they firm’s environment is like.  
 
Sell, sell, sell
From you initial conversation to the interview the candidate is assessing if they could get on with you, if they can see themselves working within the company and if it ticks all the right boxes.  Do you know what boxes need to be ticked? Ask them what they want.
 

Time

Decisions can be made very quickly, at this point leaving it too long for feedback gives the impression to the candidate you are not interested.  If an offer is made after too much time, it gives the candidates time to receive other offers and they start to talk themselves out of the role.
 

The offer

This is the stage many potentially good offers go horribly wrong, it is very easy at this stage for either side to quickly become offended.  Offering a low salary will offend the candidate if they strongly believe they are worth more, it also gives the impression they will struggle to Receive pay rises later on.  Be prepared to negotiate, if you are not wanting to up the offer, think a bonus plan or other benefits you can both agree on.  If they exceed their target, why should they not receive a bonus?

You may also want to think about the package you are offering; parking, 25 holidays, pensions, healthcare, birthday days are all things that are quite standard these days.
 
Recruitment is a minefield and as recruiters it is our job to be the in-between at each stage working in the background making sure to probe, and advice at all stages.  We ask many, many questions that is because it is all relevant information at some point.  

If you have struggled to fill a role or have had an offer rejected, get in touch for advice or to manage the recruitment process by calling 0161 834 1642 or email michael.bailey@sellickpartnership.co.uk.  

Looking for further assistance in your recruitment and retention strategy? Visit our employers section of the website. Employers
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