Top 10 Tips for Companies in Dealing with Candidates

Over the years, there have been some great methods that some of the top companies use during the recruiting process to find exceptional candidates for their organizations. This article covers ten of those top strategies that companies use.

1. Know the market for salaries

Top companies know what the market is for salaries. They have done their research on what current compensation packages are so that they can deal effectively with candidates. They find out what will be required to get someone to join their company. They will have done research using salary surveys or have spoken with recruitment firms to determine what a candidate should be paid. As a result, they will be prepared for any negotiation that may be required and have support for their pay structures when dealing with candidates.

2. Give the bad news up-front

Top companies deal with candidates by giving them the worst-case scenarios during the interview process. As examples, if the company is having financial difficulties or if the position is going to require a lot of overtime, companies will share that information with the candidates to make sure there are no surprises later on. The less surprises mean the less risk of someone quitting as a result of not knowing an important fact.

3. Ensure the Job Description is Up-to-date

Many times a company dusts off an old job description when someone leaves and tries to pass it by as if the responsibilities haven’t changed. Top companies update their job descriptions and go through it with the candidate(s) in detail so that they can deal with the candidate specifically on the requirements for that position.

4. Keep the Candidates Interested

Candidates lose interest in positions if they haven’t heard back from a company on the status of a position that they interviewed weeks earlier. The best strategy is to keep candidates that are still under consideration in the loop as to the status of their application and the timing of the next step(s) or decision(s). Even if it’s just to periodically let them know that the interview process is taking longer than expected but that they’re still under consideration, that will still score points for your company.

By the same token, if a candidate is no longer under consideration for a position, let them know that also. It will create a positive image of your company.

5. Set Expectations for the Position Early

Set expectations of the position during the interview process as to what will be required from the candidate in the role. Notice any facial expressions that might indicate that the candidate might seem overwhelmed or have concerns and clarify those concerns early in the process. The earlier you do this in the process the more you’ll be able to address any shortcomings a candidate might have.

Don’t sugarcoat the expectations that the company has for the successful candidate.

6. Don’t leave out significant details

If there is something significant that will be relevant to the candidate, make sure that you let them know. For example, if the company will be moving in the next year or there will be a restructuring in the division, make sure to share that with the candidate (subject to any confidentiality issues).

7. Listen to What the Candidate Wants/Expects

Ask and listen to what the candidate wants and expects in the position and their career. A successful placement in a company involves an understanding on both sides – both from the candidate and from the organization. A solid placement results in a win-win, long-term relationship. Listen to what a candidate wants and be ready to adapt to their expectations/requirements.

8. Be Flexible in Negotiations

Many times a candidate won’t play hardball in the negotiations for fear of creating a bad impression up front. On many occasions, a candidate is simply looking for a small improvement in their new employment contract. Over the years, examples that we’ve seen of this have included a car allowance, extra time off, a waived waiting period on employee benefits, salary review after 6 months, etc. A small concession will endear the candidate more to the company than you might think.

9. Discuss Long-term Career Opportunities

Talk to candidates of long-term possibilities, not just short-term. Talk to them about what the company has to offer over the long term and what the strategic direction of the company is. You’ll be surprised at how a candidate will start buying-in to the role and to the company.

10. Divide and Conquer

During the interview process, have different people meet the candidate(s) and then compare notes. Look for consistent and inconsistent responses. Sometimes candidates share different things with interviewers and a quick debrief between the interviewers afterwards can bring up points that one interviewer may have missed.

Conclusion

Other strategies that companies use to deal with candidates include multiple and panel interviews, delaying tactics on making a decision and negotiating ploys among others.

The ones noted above are some of the strategies that top companies use to deal with candidates and have been proven to work. Using some or all of the techniques mentioned above will help your organization deal with candidates appropriately and give you an edge over your competitors.

More Career Articles