Employers can spend a great deal of time and effort recruiting, not to mention the cost. We have put together some tips on getting the most out of the day and creating a memorable experience for candidates. Your reputation as an employer is also on display and it is important to create a lasting impression.
The Vacancy
First of all, present the vacancy and opportunity for what it is. You want the right candidate to apply for the right reasons and so creating the wrong impression, minimising problems or exaggerating how great something is will lead to problems further down the line. Be realistic with applicants and honest about challenges that need to be addressed to allow candidates to decide if they are right for the role.
Manage Expectations
Make sure candidates have useful information about the day. Liaise early and regularly with them building a rapport and tell them what to expect. For example, what tasks will they be undertaking, who will they meet, do they need to bring anything, what is the dress code, who do they report to on the day and when is the interview expected to finish. By providing all these details and a contact for any questions, you can help candidates to ensure they are ready for what is often a nerve wracking day.
Assessments
Consider the assessment methods you are going to use. What are you measuring and how will you know who has done well. The competencies required for the role should already have been thought out prior to advertising and included in the person specification for the role – make sure the assessment methods are designed to bring out what you are looking for and what you are not looking for. Assessment days including various tasks are popular in addition to a face-to-face interview and could include presentations, work sample tests and observed discussion with various groups to test out what they can do and what they know. Ensure that your selection techniques do not disadvantage candidates with a protected characteristic. Always cover any safeguarding elements of the role throughout the chosen assessments.
Time to Reflect
Be organised. Candidates should be welcomed on the day, advised what is happening when and made to feel important. Give candidates time to breathe in between tasks and collect their thoughts. Although you may want to see how candidates perform under pressure as part of selection, a breather and time for refreshments can help them to bring their best.
Don’t Rush In!
Do not appoint if you do not have a candidate who meets your requirements. Consider the long term and whilst an ongoing vacancy may give you a headache now, persevering to get the right candidate will pay off. This is a good time to consider alternative recruitment methods.
Once the results are assessed and it is clear who the preferred candidate is, contact them and make your conditional offer subject to the final completion of any vetting checks and references if you were unable to obtain them in advance. Be clear about how they have performed and what you are offering. Ask if they are certain about accepting your offer and ask them to begin to consider any support they may need during their induction.
Contact unsuccessful candidates as soon as possible afterwards. Don’t leave them hanging for longer than is necessary. Although they may naturally be disappointed, you should explain the reasons and offer tips for future interviews to help them in their search for employment. The right treatment goes a long way and you may have another opportunity in the future that they are perfect for. Consider arrangements that allow you to contact unsuccessful candidates in the future if and when opportunities arise.
Retention
Don’t forget to retain your documents for up to six months (in line with your retention strategy) to allow you to defend an equality claim or complaint. Be sure to keep hold of the assessors notes and any scoring matrix for each candidate.
For all your recruitment needs including DBS and vetting checks please don’t hesitate to contact us by calling 01924 827869.
