by Dan Ari
As you are well aware of, the window of opportunity you have to get a viable candidate in for an on-site interview is less than 48 hours from the time of generating their initial interest. However, getting in touch with the hiring manager, and then getting them to commit to an interview time with your candidate is a challenge in itself.
So the question remains--how do I not lose my candidate while dealing with the small windows of time of getting them in and interviewed with the hiring manager?
Here are 4 tips of not becoming a victim of the hiring managers and the hiring process:
1. Stay proactive in the recruiting process. Immediately schedule an interview time for the candidate, even if you have had no contact with the hiring manager. Being proactive is the name of the game. Candidates should be always seeing a commitment of the hiring process moving forward. If you are unable to get the hiring manager in on their initial visit to your facility, show them around and get them connected with benefits of working at your facility.
2. Build trust with your candidate. Commit the candidate to a specific time to speak again in every conversation that takes place between the two of you. Candidates see your ability to get things done with integrity when you make commitments and live up to them. In all of my years recruiting, keeping my commitments made the biggest difference in the allegiance my candidates had in with me and the opportunities I shared with them.
3. Share insight on the managers they will be interviewing with. We all know the anxiety of meeting someone new and not knowing what to expect. When you give your candidate insight on the person they will be interviewing with, you are preparing them to feel comfortable and make their best impression during their interview. Also, let your candidate know the hot buttons for that hiring manager. These two things will not only drastically improve the number of candidates that turn in to new hires, but will create an anticipation by the candidate that will make them willing to wait a little longer to interview for the position.
4. Take the time to really get to know your candidate. There is an old saying that is holds true for star recruiters, "people don't care what you know until they know how much you care". More often than not, candidates find themselves talking to people in facilities that don't give them the time of day to explain who they are and what they are looking for in their next job. Of all my tips this ranks at the very top. This is the time to borrow an extra two ears while listening. Remember the one asking the questions is controlling the conversation, and by you controlling the conversation, you also have the opportunity to build a working relationship with your candidate before they are formally interviewed and have taken a job with your facility.
Many may say that they are already using these techniques and I am sure they are, but the question becomes how often and which of the four are being use more frequently than the others? Allow me to put a major emphasis on all four steps being important. The candidate's positive experience truly lies in your hands, as well as hiring success for your facility.
So the question remains--how do I not lose my candidate while dealing with the small windows of time of getting them in and interviewed with the hiring manager?
Here are 4 tips of not becoming a victim of the hiring managers and the hiring process:
1. Stay proactive in the recruiting process. Immediately schedule an interview time for the candidate, even if you have had no contact with the hiring manager. Being proactive is the name of the game. Candidates should be always seeing a commitment of the hiring process moving forward. If you are unable to get the hiring manager in on their initial visit to your facility, show them around and get them connected with benefits of working at your facility.
2. Build trust with your candidate. Commit the candidate to a specific time to speak again in every conversation that takes place between the two of you. Candidates see your ability to get things done with integrity when you make commitments and live up to them. In all of my years recruiting, keeping my commitments made the biggest difference in the allegiance my candidates had in with me and the opportunities I shared with them.
3. Share insight on the managers they will be interviewing with. We all know the anxiety of meeting someone new and not knowing what to expect. When you give your candidate insight on the person they will be interviewing with, you are preparing them to feel comfortable and make their best impression during their interview. Also, let your candidate know the hot buttons for that hiring manager. These two things will not only drastically improve the number of candidates that turn in to new hires, but will create an anticipation by the candidate that will make them willing to wait a little longer to interview for the position.
4. Take the time to really get to know your candidate. There is an old saying that is holds true for star recruiters, "people don't care what you know until they know how much you care". More often than not, candidates find themselves talking to people in facilities that don't give them the time of day to explain who they are and what they are looking for in their next job. Of all my tips this ranks at the very top. This is the time to borrow an extra two ears while listening. Remember the one asking the questions is controlling the conversation, and by you controlling the conversation, you also have the opportunity to build a working relationship with your candidate before they are formally interviewed and have taken a job with your facility.
Many may say that they are already using these techniques and I am sure they are, but the question becomes how often and which of the four are being use more frequently than the others? Allow me to put a major emphasis on all four steps being important. The candidate's positive experience truly lies in your hands, as well as hiring success for your facility.
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