Hiring Rules Are Changing In the overheated job market it is no longer a given that a candidate who accepts a job will actually show up for work, even though we may go to great lengths to keep in contact with our candidates until the candidates actual start date. We are constantly selling the "sizzle" to candidates in regard to the benefits of joining the new company. The recruiting process does not stop just because someone has accepted an offer. This is a good reason to have the candidate on-board as soon as possible. When candidates are motivated to take a look at a new position, in many cases it also motivates them into looking at other position openings as well. Some candidates are accepting positions with "company A" and later changing their minds to join "company B," even though they are aware of the inherent risks of blemishing their career by accepting one position and then changing their minds. It is suggested to clients that there are things that can be done to further ensure candidates will not be lured away through "counter offers" or offers from other companies. Examples of this would be to send the candidate that accepted the position with your company a bottle of champagne to their home, take the new hire and his or her spouse out to dinner, introduce the new hire to others within the department that he or she will be working with, or engage the new hire into company or departmental meetings (especially if the position is at a more senior level) prior to the actual start date. Clients will find that the candidate's commitment will be more solidified by these very simple and inexpensive ideas. There is intense competition for good candidates. Letting them slip away ends up to be very time consuming and expensive for the company. When our candidate is placed with a client, it is our standard procedure for our recruiters to send flowers and a letter of congratulations to the candidate. Candidates may find themselves too embarrassed or, they may feel a greater sense of commitment to the new position by doing this very simple gesture. Another problem arises when hiring authorities do not act promptly to submitted candidates. If there is an interest in the candidate, hiring authorities should make every effort to get the candidate in for an interview as soon as possible, then immediately schedule the candidate for a second interview if that is company policy. Great candidates will not be in the market for very long. If the hiring authority "drags his or her feet" on qualified candidates, they are loosing money by not filling the position promptly, or even worse, the candidate will no longer be available. When you think about it, the "rules" really have not changed that much when it comes to the recruiting process. But, a vast number of companies have become very lax and antiquated in their thinking. Their mindset is still entrenched back to "the good old days" when it was much easier to attract and keep quality people. In today's tight labor market, there are no short cuts to attracting quality candidates. Those companies and recruiters that rely on shortcuts, such as the Internet, to obtain that "perfect fit," are only wasting a lot of valuable time. The best way to identify and recruit quality candidates is still done "the old fashion way." Network, network and network! And who is best suited to perform this task? A "professional" recruiter.
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