Once you have shortlisted your candidates and start the interview process, how do you make sure that they remain interested in your opportunity and don’t disengage throughout the process?
- Timescales – Speed is of the essence, a candidate who has applied for your role may well have applied for other roles as well. Companies who move quickly through the interview process will make a candidate feel wanted. With passive candidates (who may have been head hunted) it’s doubly important to move quickly and keep up their engagement levels.
- Sell your culture – ‘Current company culture’ featured in our salary and benefits guide is one of the top 4 reasons why people considered a move in 2017. Try to give candidates an insight into your company’s culture, what your business stands for, what makes you different, what you are proud, your employer brand, why people stay with the company and what it is really like to work for you and how you look after your employees.
- Career path – Moving jobs is a massive life choice and many candidates need reassurance that they are making the right decision. Explain to candidates what career progression opportunities you would offer them.
- Benefits – This can be make or break when it comes to a candidate deciding to accept a new job. Be open about the salary band and explain the benefits from the start to avoid wasting your time and theirs. Benefits can range from a company car scheme, pension, mobile phone/laptop and tickets/rewards/days out.
- Communication – Be open to concerns and questions about the role and/or company. Give candidates as much detail as possible about interview format, location, interview panel etc. and the overall process of your recruitment (i.e. will there be a 2nd stage or tests required). How you communicate during the recruitment process gives the candidate a snapshot of what it is really like to work in your business.
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