We regularly analyse our stats at ARV Solutions. Whilst we don’t target our staff on achieving KPIs we know the importance of measuring and understanding them, to see where we can keep improving. (We particularly measure ourselves on outcomes – getting your jobs filled!)
The key factor currently affecting recruitment success is delay in the recruitment process. High quality candidates are in ridiculously short supply – I have been saying this for years, but skills are in shorter supply now than ever (Brexit, lack of training, changing needs etc, etc).
Our team of highly experienced Recruiters are still doing a fantastic job of finding skilled candidates, and presenting them to our clients for hard to fill vacancies. We are working harder than ever through advertising, networking, events, and working through our extensive database of over 65,000 candidates built and updated over 14 years.
The critical factor is in our clients’ hands once they have received details of our candidates, and too often clients are losing in the race for the best talent, purely through unnecessary delay. As a professional firm of Recruiters, we hate to be too pushy with our clients – but for your own good – the gloves are having to come off!
Some guidelines on speed (please treat them as rules)
1) Respond to CVs within 24 hours to arrange interviews – ideally straight away. (How impressed will those candidates be!)
2) Interview dates should be within days, and offering flexibility on times, for hard working candidates, who will struggle to get out of work. (How grateful will those candidates be!)
3) Prepare well for interviews, with good relevant questions, and a presentation on why candidates would want to work for your company (they will have choices!). It is critical that candidates leave the interview wanting to work for you, regardless of whether you want them at that point. (They will talk to their friends and colleagues about you).
4) Give feedback to your agency same day – they will give you feedback from the candidate straight away too, enabling you to cover the inevitable areas missed, or of concern that are so often easily covered (that is SO useful for both parties!).
5) Second interviews need to be arranged within a few days too – and with even more flexibility offered (your candidate is likely to have had to take several days holiday or “Dr’s appointments” by this stage!)
6) MAKE YOUR MIND UP! How long would you be happy to wait for a candidate to accept an offer – a day or two? Timescale for making the offer has to be the same.
7) Get the offer out by email and post as soon as possible once decision made. In the vast majority of cases candidates accept the first offer received. It is difficult to wait too long on an offer and there is a fear of losing it – as well as agencies pushing. It is easy to perceive that the first to make an offer is the keenest on you – as a candidate it is flattering.
None of this will guarantee you success. Your candidate is potentially mid way through a recruitment process with others when starting out with you. Others may be even quicker. It will give you a fighting chance though! Coupled with a good job to offer and a great Employee Value Proposition (plus a professional agency nurturing candidates through your rapid process – and giving you a push) it can work well.
Serious about filling jobs in offsite construction, and the wider construction, manufacturing and sales environment? Please talk to me and the team at ARV Solutions. 0117 9592008 firstname.lastname@example.org