Workplace

Given the shortage of quality building services professionals, companies can no longer afford to be complacent about recruitment procedures. How would you feel if you offered a job to a candidate, only for them to take a position with a competitor? As a result, many companies now turn to a recruitment consultancy for help.

Working Together

The relationship you have with your recruitment consultant is paramount. Be honest with your consultant and help them understand the culture of the company and the reality of the role. Make it clear if you want the candidate to have gained their skills within a consultancy or contractor, or whether they could have been working “client side”. Don’t assume anything – a comprehensive brief and open communication will increase the likelihood of finding a suitable match. It is also important that the recruitment process is carried out effectively and quickly.

Interview Preparation

The hard work is by no means over when the consultant has sourced suitable candidates and interviews have been set up. According to Mike McNally, UK manager of Hays Building Services, “First impressions can make the difference between a job offer being accepted and a good candidate choosing a competitor. Shabby surroundings or a disorganised interviewer reflects badly on the company. Also, make sure that you have thoroughly analysed the candidate’s CV prior to the interview.”

Offer Feedback

Provide interview feedback promptly. Your recruitment consultant will ascertain the candidate’s opinion, and you can discuss their potential. Your rapid feedback may prevent them from accepting another job.

The Employment Package

Consider whether there are aspects other than the salary which could add value and make the role more enticing. A clear path for career progression is important to many employees, especially graduates, and it may actually be more attractive than a higher salary.

Making the offer

If possible, ensure the decision maker is on stand-by to meet suitable candidates at the first interview. Alternatively, feed back to your consultant shortly after the interview so the next stage can be decided upon quickly. When you make an offer, don’t cut corners. Offer an appropriate employment package to start with, as this can save a lot of time.

Combat counter-offers

If the candidate wants to accept the offer, their current employer will then be informed. The problem of counter-offers is prevalent, and this is why the initial offer should be made quickly. Your consultant will work on your behalf to secure the candidate as soon as possible. You can help by responding quickly and having a clear and realistic final offer in mind. If a clear path of communication exists between the employer and the consultant, a recruitment consultancy can be an extremely effective tool in the recruitment process. Employers should appreciate the competitiveness of the industry and take steps to ensure they appear attractive, resulting in the pick of the best candidates.