We're back this week to give you the advice you need when dealing with a recruitment consultant. What are the main factors to consider and how can you ensure that you attract and retain the best talent? Read on to find out!
Salary, benefits and work conditions should be clear from the start. This gives the recruiter the best chance to focus on the people who will be attracted to the available role, based on the specifications you have outlined. If these factors are not clear from the beginning of your process, you may be unable to effectively sell the role not only to candidates, but to recruiters who could've worked on your behalf. Being honest about what a role entails will help to talk to candidates with credibility regarding what is on offer. The more a recruiter knows, the better.
Company culture should be highlighted alongside the general scope of the role. This is essential for the recruiter to sell the role to candidates with a focus on fit within a business. A potential candidate may have outstanding qualifications and fantastic working history, but if they aren't going to fit into your team, then they may not last long in your organisation and you'll have to begin the process again. Costing you more time and money.
Creating a solid plan, including timeline, is the best start to the process for any hire. Adhering to a timeline helps to manage expectations of the hiring company, recruiter and potential candidates. Too often, organisations are flippant with regards to closing dates for roles, making it harder for them to review their process and spend in the long term.
(This could be based on the current member of staff's notice period, or it could be based on a new business requirement)
(What do you really need? What would be perfect and where is there wiggle room? Why did the previous member of staff leave?)
(Why would someone want this job?)
(This is important so that recruitment consultants can assign time and a budget towards filling your role. It also helps to manage expectations)
(Be committed to the dates, but be flexible with the format. The best person for this job may only be available for a Skype Interview on these dates. Don't let traditionalism drive away the perfect candidate.)
(Both internally, with your recruitment consultant and with the candidate)
(Set a start date, ensure that uniforms, if necessary, are ordered and sized. Make sure that you have laptops, computers, email addresses, company accounts and security clearances arranged.)
(This is quite common. However, did you know that 68% of people who accept a counter offer from the company that they currently work for, leave said company within 6 months? Why? Because it wasn't just the monetary aspect of the job that they were unhappy with.)
We insist on a weekly scheduled call with hiring managers when we're working on a role for them. We want you to know what we're doing at all times and to offer you feedback from candidates that we've spoken to. We may suggest that you increase salary or reduce working hours to attract the best candidates.
If you want a recruitment consultant who only hires pharmacists, to work on your behalf, get in touch with Thomas at Locate a Locum. We have a candidate base of 2300 registered and verified pharmacists, all of whom are actively looking for work. Email Thomas on firstname.lastname@example.org or give him a call on 077 466 25940