We keep thinking that we have this job filled and keep being surprised by our offer being turned down. Is there a particular trend going on candidates right now?

If you watch the news, it is easy to think that great people are anxiously waiting for your call about your open req. and ready to change jobs at a moment’s notice. If your opening is in the mid-management or executive ranks however, you have learned the hard way that the War for Talent, or better put, War for the Best Talent is still going on.

In general, these are some key trends and pointers to fill your jobs quickly and efficiently in 2012:

1. Before you post jobs externally or get a search firm involved, do your internal search for talent first. It is very difficult to keep external candidates interested beyond 2 weeks without constant updates so interview your internals BEFORE you get outside candidates involved.



2. Relocation continues to be a challenge in pockets across the country since the real estate slump. We suggest you are very clear with prospective talent on what you can and can not do—very early on in the interview process—so you do not spend 8 weeks chasing a candidate that can not afford to move. We know many companies have changed their relocation policies due to cost containment so you may need to reevaluate your policy and/or use sign on bonuses to bridge the gap.



3. Timing. As recruiters, we know nothing good comes from too much time—prospective candidates get promoted, lose interest, get recruited from someone else, etc… A good rule of thumb is to get your interview process down to six weeks or less and you will automatically see your acceptance rates go up.



4. Communication is key with any interviewing process. Candidates want to know what to expect in the process and the more you communicate clearly with them, the better chance you have of getting an acceptance to your offer in the end.



5. Overall candidate care. When you have critical openings and a lean staff it can be easy to forget that individuals are interviewing you and your team as a potential boss. If your candidate care process is lacking, the perception of how working for you may be lacking as well. We think the secret shopper technique can be rather eye-opening applied to the overall candidate experience.

Keep in mind, you may be filling a job, but the prospective candidate across from you is looking for a long term relationship with a great leader and a solid company. Make sure your processes and communication reflect that and your success rates will always increase.

Visit the Ask a Recruiter Archives to get up to date on past issues!

On that note, if you are interested in being considered for interim assignments through RSG, please email your resume to tpope@rsghunt.com

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