Sourcing candidates is just as easy as this...
· Getting a full brief to understand the role, business and culture
· Travel across the country to spend some time in the business to see it first hand
· Speak with current employees first hand to understand what it's like to work at said place
· Create a detailed sourcing plan
· Decide how best to present the company to the target audience
· Identify potential passive candidates in existing network who you have maintained relationships with
· Advertise roles on multiple platforms
· Perform detailed searches via CV data bases and networking sites
· Create an initial shortlist of candidates
· Approach shortlisted candidates with hook to engage
· Arrange calls/virtual meetings/in person meetings to identify suitability – cultural, ambitions, drivers, experience and skill set
· Recommend adjustments to CVs of things that will be of interest that have been missed or omitted
· Find out salary expectations, notice period, current and future commitments, interview availability
· Understand true motives for changing role
· Alleviate counteroffers
· Identify any concerns
· Screen digital footprints
· Pitch the role, company, team, career opportunities in the best light to the candidates needs and benefits
· Finalise a shortlist of the top candidates
· Send candidates through to hiring manager with an executive brief containing all relevant information that is not visible on the CV
· Arrange first interviews
· Prepare candidates for the interview and reconfirm full commitment
· Debrief candidates and clients post interviews and again take further questions and answers that may have come to light post interview
· Arrange a second interview… or third or sometimes a 4th along with them same calls and debriefs and while we are there, we will also discuss the presentation or portfolio requirements they will have to prepare
· Take the offer, present it and often negotiate the package, benefits and potential career progression that has been assured
· Prepare candidates for resignation of current employer and handling the potential counteroffer
· Obtain references
· Agree start date
· Stay in touch with the candidate through notice period
· Ensure that candidate has started, and the onboarding process has been as they hoped
· Maintain communication with the candidate for the first few months
If they are unsuccessful, we start again
If they reject the offer, we start again
If they accept a counteroffer, we start again
That is just sourcing a candidate, we have not even talked about how we enhance the brand, assist with onboarding and retention.
Many potential businesses expect us to do all of that for free while they work alongside a multitude of other recruitment companies racing to get that candidate to you first. It just won’t happen the way you want it to I’m afraid.