Have you ever spent so long waiting for something that you really want, but the longer you've had to wait the less you want it? Even when in the process for a dream job, the best talent can still be disillusioned by a slow, drawn out interview process, with unrealistic timelines and non-existent feedback.
How can you avoid missing out on top talent an ensure that they stay engaged throughout the interview process? Check out our top tips below.
1. Scheduling Interviews
One of the biggest reasons for candidates dropping out of a process is always the time it takes to schedule calls/interviews. Agency settings are of course incredibly busy, and coordinating interviewers diaries can be easier said than done. However, it's important to ensure that if candidates are informed that they will be progressing to the next step that they are not left waiting for a diary invite for days and weeks. Whilst delays are sometimes unavoidable, they can give candidates the impression that clients are no longer interested in their profile, or make positive feedback from search partners appear disingenuous. If you are facing delays or struggling to schedule an interview, make sure that you maintain regular communication with your candidates/search partners to ensure that they don't feel out of the loop. It's also worth noting that it's highly likely top talent will be interviewing for more than one vacancy, and as a result a slow interview process could mean that you simply lose out to another agency who gets there first!
2. Interview Attendance
We have seen candidates offered roles reject them following final interviews in which those who have been scheduled to attend have failed to show up. For example, if a candidate has taken the time to prepare a presentation with a view to presenting it to the existing senior leadership team, it can incredibly disheartening if only one member of the SLT shows up, or even worse no one from the SLT and a mid-level person is asked to step in! As previously mentioned, we know that last minute changes can happen, however it's important, wherever possible, to inform candidates in advance and take steps to provide other opportunities to meet any team members who they were scheduled to meet with.
3. Keeping Search Partners Up to Date
If you're working with an executive search service, keep search partners up to date with any changes or revisions to requirements. Whether it's a big change (such as the experience required for a role) or a seemingly small change (an adaption of the existing benefits package, a change in the progression structure of the role, etc.), it's important to keep search partners in the loop so that they can pass information onto candidates and ensure that these changes don't become an issue at offer stage.
Want to know more about how an executive search partner can support your recruitment needs? Get in touch with the team at CM Consulting today.
