As a recruiter, finding the perfect candidate to fit a particular role can often be the bane of your existence. Sure there are candidates, but how many of them are actually the right fit? How many are ready to make an immediate impact as skilful and reliable members of your company?
One person might have the right skill-set but lack the necessary demeanour. Another person might have a fantastic work ethic, but their eyes are on another role. There are so many variables to consider when searching for the right candidate. It’s a recruiter’s responsibility to cut through the clutter and find that needle in the haystack as it were.
This begins with identifying your most significant pain points in the recruitment process, which isn’t always easy. It takes an enormous amount of self-awareness that you may not even want to admit. The payoff, however, can be the difference between a candidate who calls it in and one whose level of dedication can improve your bottom line. With that in mind, we’re here to run down the top three reasons you may be having a tough time finding the right candidate.
Your Job Posting Isn’t Connecting
These days, candidates have so many options. With unemployment rates at record lows in North America, people are selective about where they want to work. It’s your duty as a recruiter to entice great candidates so they choose your company.
If you create a convoluted job posting that sets unrealistic expectations — people won’t even read on to find out the location. If there are some undesirable aspects of the job, don’t make them sound threatening.
Maybe it’s a commission-based role, which is traditionally tougher to sell a candidate on. If that’s the case, focus on how you’ll help guide the candidate and do your best as a company to set them up for success. You can’t write a stern list of demands and expect them to take that commission-based salary happily. Give them something to look forward to outside of the money.
Your Presentation Is Sloppy
In 2019, it should go without saying that your company needs to have a solid digital footprint. We’re not saying it has to be the most incredible website a candidate has ever seen, but they can’t hop on it and think, “Oh no, what did I get myself into?”
That professionalism also needs to bleed over into the interview process. You expect your candidate to conduct themselves professionally and so should you. Always make sure you have a list of relevant questions and do research on the candidate beforehand. Make them feel like you’ve put in the effort to get to know them. They’ll be far more receptive to opening up in your conversations with them if you do.
Your Expectations Are Too High
This is a big one. So many companies create outrageous laundry lists of their ideal candidate with all the skills, experience, and knowledge they want. But hey, sometimes they hit the jackpot and find that person, and here’s where the crazy twist comes in. Even after they’ve found that person, they still make a conscious decision to offer them well under what they’re worth.
Try this on for size: 29.7% of candidates who reject a job offer say they do so because the salary is too low. On top of that, 17.9% of employers say candidates have “unrealistic salary expectations.” There is a real disconnect here. If you want to attract and keep top talent, you have to pay them what they’re worth. If you don’t have the capital to pay them what they’re worth, you need to curb your expectations.
Looking for an easier way to identify the very best candidates around? Certn can help you break through human bias and create a better screening process for your potential employees. Sign up for a free account today!
About the author:
Andrew McLeod is a C3O of Certn, a leading global data company specializing in lightning fast background checks. In addition to running one of the fastest growing tech start-ups in Canada, he advises leaders on how to thrive in the current era of disruptive technological change and how to go from idea to $1M in ARR while “living the dream”. Andrew previously disrupted the rent payment space with RentMoola, pioneered Canadian online classifieds (2007 Exit) and was a Forbes 30 Under 30 Nominee. He holds a BBA and a Masters of International Business and Law.