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The Don’ts of recruitment

Last week we explored the ‘Do’s’ of recruitment and were pleased to report that we go above and beyond what was detailed in the Recruitment Grapevine article. And to finish off the picture, we thought we should just check out the ‘Don’ts’ and make sure we are practicing what we preach.

Don’t go into phone calls or interviews blind or unenthusiastic

  • “If you’re contacting candidates after conducting minimal research into their abilities, you’ll come across as indifferent and uninformed, which will not only establish you as someone they won’t want to work with, but could potentially tarnish the reputation of the agency or organisation you work for.
    “Furthermore, your phone manner and the tone of voice you adopt will set the mood and atmosphere of the conversation. Be clear, be succinct and be positive. You need to make your candidates feel comfortable when dealing with you and that in turn will enable them to discuss themselves with you more freely – and they’ll thank you for that.”
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    There is one thing for certain, our team at RightClick are AWESOME. They get on the phones to candidates with energy, enthusiasm and a huge smile on their face. We know that it’s not only the sound of someone’s voice that can communicate positivity. Things that the candidate can’t see on a call can have just as much impact – a smile, good posture and a really great attitude.

Don’t bombard candidates

  • “A great way to get your number blocked and emails filtered, is through continuous pestering and badgering of your candidates. If they didn’t pick up the first time, it’s safe to assume they’re busy or otherwise engaged. Leave a message and if they’re interested, they’ll get back to you. If you haven’t heard anything for a few days, leave a brief reminder over email stating your desire to talk to them.”
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    We follow a very simple process when contacting candidates that allows people the chance to call, text or email back when it suits them. We appreciate that job hunting isn’t easy when you are sat at your work desk so we give candidates the opportunity to communicate with us via different methods, any time of the day. We will however give them a gently nudge if they don’t reply – recruitment moves fast and we don’t want them to miss out on a really great opportunity. But if we don’t hear from them after we have followed our contact process, we leave them alone and find another awesome candidate to talk to!

Don’t ignore your candidate’s preferences

  • “It’s a two-way process. In order for you to find the best possible position for your candidate(s), you need to have a meticulous understanding of what they’re looking for. If you decide that the candidate’s preferences are in some way secondary to your own and arrange an interview with a company or organisation that doesn’t align with what they’re looking for, you’ve not only wasted your candidate’s time, but also your client’s – making them less likely to accept a recommendation from you again.”
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    We don’t start a conversation with ‘let me tell you why this role is perfect for you’. We let the candidate lead the way and we probe into what they are looking for, what makes them tick and ultimately what gets them out of bed in the morning. And if what they tell us doesn’t align with any of the jobs that we are currently recruiting for, we have a really good chat, understand what they are looking for and keep them on our records until we find the perfect job for them. We respect both he candidate and the client – their time is precious and we don’t want to waste one minute of it.

Don’t stick to one channel

  • “If you’re sticking to one channel, you’ll severely limit yourself in terms of reach and visibility – even more so if the channel you’re using isn’t lucrative or widely known. The abundance of channels available to recruiters’ means there’s a huge pool of talent out there – you need to maximise your reach and visibility by being a part of the wider sphere.”
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    RightClick are fully embracing the social media world and totally understand that the way in which people search for jobs is very different to when we made our first placement back in the day! Candidates are far more digital savvy these days and have the internet at their fingertips 24/7. We have responded to this shift by reaching potential candidates through a whole host of mediums – job board adverts, Google advertising, Facebook, Instagram, Google +, Pinterest, Linked in…the list goes on…

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