Whilst the job of a recruiter is to find, and place the very best talent, we aren’t miracle workers, which means that clear briefs from clients are vital.
At Alexander James we work in a marketplace where the candidate is king, but we have a clear brief, which means we get it right time and again.
If you’re wondering how this works, let us share some tips to help you make the grade.
Provide a job description
Amazingly nine times out of ten we don’t get a job description. This can really hinder the process especially when dealing with senior candidates who want to know exactly what is being offered.
The initial key questions to ask include:
- What is the job title?
- What is the location of the role?
- What are the day-to-day tasks?
- What are the hours?
- Is there any travel involved?
- What is the reporting structure and who will the candidate report to?
- What is the team structure?
- Will the hire have budget or team responsibilities?
Once you understand the basics look a little deeper at the details. Doing this might take an hour now, but it if means getting the right candidate, it’s time well spent.
- What are the shot and long-term objectives for this role?
- What are the must-have and preferred skills for a candidate to be successful?
- What career progression is available?
- What is the notice period?
The finer details
It’s better to be honest at this point because hiding issues or company changes could have serious knock on affects down the line. Questions that might be a little uncomfortable include:
- Why has the role become available?
- Why has the role been vacant for so long?
- What are the team dynamics like?
- What is the general culture of the business?
Let go back to basics here. Why should the candidate leave their current role to join you?
No one moves jobs for a small pay rise or just two extra days holiday. We need to know exactly what the package is, what incentives you offer and if their role will be safe.
If you are asking someone to leave a secure job to join you, they need to be sure it is worth the risk.
Once a shortlist of candidates has been presented you need to be flexible with interview times. We aren’t saying go into the office at the weekend but accept that the majority of interviews will need to take place at 8am or 6.30pm.
Once you have done all of this, your recruiter will really understand the job on offer and have a better chance of finding, not only, someone to fill that role for now, but a candidate who will remain with you and help grow your business.
We would love to hear from you if you have any questions or are looking for new people to join your organisation.