Social media and new recruitment methods enable us to generate talent pools of candidates; we have more options than ever before and no excuse not to generate hard to find candidates.
So imagine that you have generated a healthy talent pool of candidates with the aim being to have several candidates to choose from. You intend to interview many people and you don’t want to pin your hopes on recruiting one candidate.
By promoting a strong brand and a clear and consistent message, you will portray a positive image of your company.
Candidates understand about the requirement, they can embrace the culture and the desire to work with your team and company will have been built.
By making the interview process competitive, candidates won’t want to take the opportunity of working for your company for granted, they won’t be nonchalant when it comes to arranging a 2nd interview or even when accepting an offer.
Due to their desire to work for your company and the candidate experience they have received, they’ll be less inclined to ask for more money as they won’t want to miss out on the opportunity of working for your company.
So an effective recruitment campaign doesn’t mean that we are pandering to candidates. What we are actually doing is creating an environment that is professional and where we are clear in what we want to achieve.
By doing this, not only will you save money by securing candidates on salaries in line with your budget, you will also have more candidates to choose from and the reputation that you have built means that more candidates will want to work for your company thus helping you to deliver successful direct recruitment campaigns.
This post was a continuation of our last post: Candidate experience. Really? Why should we pander to candidates’ needs‘.