Candidates flying off the market

Candidates flying off the market

03 Dec 11:00 by Alan Jarque


It is particularly topical at this time of the year to imagine that you are on the high street trawling through shops desperate to find that perfect present for someone close to you. You are fighting your way past hoards of lost looking people, clueless as to what to buy and time is ticking before the big day. You have a couple of options, you have looked up and down and nothing seems quite right. You have perhaps found the ideal gift but you’re not quite sure, so you keep on searching. However, by the time you go back to the store to make that final purchase, your item has gone and has been sold to someone else.
This is obviously not an ideal situation at all, and the feeling of disappointment and regret is closely aligned to the feeling that I am sure several businesses suffer from in their recruitment processes.
Much like that present that you spotted but weren’t too sure about, many of our clients are meeting exceptional candidates and definitely see their value and what they would bring to the business, yet they are still undecided and open to seeing new candidates, just in case there is someone better out there. And sometimes there is, but slowing down the recruitment process and not closing out on superb candidates can often mean that great candidates are snapped up elsewhere. That is the state of the market.
Whilst there is often the need to seek further opinions, meet other key people within the business and even see how the potential hire would integrate within their specific team, there is an increasing danger that candidates with exceptional profiles and backgrounds are being approached by several other employers or recruiters, hence the need to act more quickly than normal, yet still with maximum efficiency.
Now I am not for one minute recommending that clients should rush things and leave any stones unturned, but it is a simply a case of working productively and trying to use time in the most effective way. Conducting a first interview on a Monday and then a second a week later, for example, leaves far too large a gap, presenting far too much room for other agencies or employers to swoop in and capitalise on a candidate’s disillusionment in their current role.
The bottom line is, if you think someone is worth pursuing, act quickly, smartly and illuminate your interest from the start or you’ll be left behind and feel like that person on Black Friday who fought for a widescreen television and a PlayStation and was left with a high speed juicer.