top of page

The "Invisibles" of high-quality Search | Part 4

Updated: Jun 1

Process & Project Management

Time matters greatly in recruitment processes. Prolonged interviews decrease the likelihood of hiring a high-quality candidate. Managing the time from the first client interview to offer acceptance is crucial.  Let’s compare two search processes:  Company A rushes through the interview process, presenting candidates quickly and scheduling client interviews within a week. Some of the shortlist candidates are suitable while others are not. Moreover, the lack of context and careful selection often leads to indecision, requests for additional shortlists and candidates, and ultimately, prolonged searches.  In contrast, Company B follows a structured search process, taking time to map out the market comprehensively and screen potential candidates thoroughly. Despite taking longer to deliver the shortlist, all the candidates fit the requirements. This approach results in a consistently speedier conclusion, with higher-quality candidates and a more reliable outcome. Despite the advantages of a more thorough process, some clients demand a full shortlist within two weeks, disregarding the compromise on quality and the potential for faster conclusions. Unfortunately, the invisible aspects of producing a high-quality shortlist often go unnoticed, leading to missed opportunities for faster, more reliable outcomes. A more methodical approach ultimately leads to better results and shorter overall search lengths.

 

Candidate Handling

Candidates are often the biggest losers in low-quality search processes. Many have experienced frustration and dissatisfaction due to the inefficient and impersonal treatment by recruiters. They receive calls about irrelevant roles, lack feedback on their applications, and are left feeling neglected and unvalued. This neglect is a direct consequence of the race to the bottom on fees in the recruitment industry. With payment structures often based on contingent or retainer-less models, recruiters are forced into a high-volume, low-touch approach. They simply don’t have the time or resources to provide candidates with the attention and support they deserve. In contrast, at Godliman, our retainer-based model allows us to prioritise candidate care. We take the time to thoroughly evaluate candidates, providing them with detailed briefings on the client’s culture, operations, and strategy. Each candidate receives personalised feedback and support throughout the process, ensuring they feel valued and respected. By treating candidates with decency and respect, we not only enhance their experience but also safeguard our client’s reputation and employer brand in the long term.

 

Onboarding and Post-Hiring Follow-up

In many efficiency-based recruitment models, recruiters quickly move on to the next opportunity after placing a candidate, leaving little support for the newly hired individual. This “hit and run” approach often results in candidates feeling unsupported and disconnected from their recruiters. At Godliman, our commitment to candidates extends beyond the hiring process. We recognise that even the best candidates may face challenges when transitioning to a new role, so we provide ongoing support during the onboarding phase and beyond. Our structured onboarding process includes regular check-ins at key intervals to ensure candidates feel settled and supported in their new roles. This proactive approach allows us to address any issues or concerns early on, mitigating the risk of premature resignations and fostering long-term success for both the candidate and the hiring company. While our efforts may go unnoticed by the hiring company, they are integral to our commitment to candidate satisfaction and our clients’ long-term success.






Last edited 10th April 2024




Comentarios


bottom of page