Time and time again. we’ve seen candidates drop out of great opportunities to secure another offer.

Usually, it’s a combination of a slow-moving and indecisive interview timeline competing with a fast-paced and dynamic interview set up.

However you decide to recruit, start by having a budget approved, your key stakeholders’ attendance confirmed, and your diary open and cleared so you can lock in candidate availability from the beginning.

Please, please, please… Tell candidates what they are letting themselves in for.

If times are tight at the business and there’s little investment in current systems on the horizon, so be it.

If there’s been a high staff turnover over the past 12 months and there’s a lot of new faces trying to find their way together, that’s OK.

An open approach will filter out those who are not going to make it past their probation, reducing the chance of you starting the process all over again from scratch.

The right candidate will be happy to take the right challenge head on!

One of the biggest bugbears of the candidate community. Always has been and always will be.

Get into the habit of diarising a debrief with the interviewers for immediately after the interview.

Once there’s information to share… share it! The worst thing you can do is keep someone in the dark for days or weeks (or worst still, forever…).

Guess what - if you treat candidates with respect and make their time feel valued, they are much more likely to open the door to your business next time.

Word spreads and spreads fast.