The secret sauce to successful hiring…

By Jamie Rafferty

I want to share a little secret that can transform our hiring process from good to downright spectacular… regular communication.

It might seem like a small detail, but trust me, it’s the glue that keeps everything running smoothly. Here’s why keeping the lines of communication open is crucial and how it can make our collaborative recruitment process shine.

1. Keep candidates engaged and enthusiastic
Imagine finding the perfect candidate. They’re excited about the opportunity, and we’re just as thrilled about their potential. But then, we drop the ball on communication.

Regular updates are key to keeping candidates engaged. Even a simple, “We’re still reviewing applications,” can make a huge difference. It shows candidates that we value them and are actively considering their application. When candidates feel acknowledged, their enthusiasm for the role stays high, making them more likely to accept an offer when it comes their way.

2. Build trust and transparency
Recruitment is a bit like dating. We wouldn’t ghost someone after a fantastic first date, right? (At least, I hope not!) The same goes for candidates. Consistent communication builds trust and shows that we value transparency. When candidates know what to expect and where they stand, they’re more likely to have a positive perception of our company, regardless of the outcome.

3. Reduce anxiety and keep the peace
Let’s face it, job hunting is stressful. Candidates are juggling multiple applications and interviews, and the uncertainty can be nerve-wracking. By keeping in touch, we can alleviate some of that anxiety. A quick update can provide reassurance and peace of mind. Think of it as offering a virtual pat on the back, letting them know they haven’t been forgotten.

4. Prevent misunderstandings and missteps
We’ve all been there; scheduling mix-ups, missed emails and crossed wires. Regular communication ensures that everyone is on the same page and minimises the chances of these missteps. Clear, consistent updates help avoid those moments that can disrupt our hiring process and reflect poorly on the organisation.

5. Strengthen your employer brand
In today’s digital age, word travels fast. Candidates share their experiences online, and a positive recruitment process can significantly boost your employer brand. By maintaining open lines of communication, we’re not just engaging with potential employees; we’re showcasing your company culture and values. A great recruitment experience can turn candidates into brand ambassadors, even if they don’t end up joining you.

6. It’s simply good manners
At the end of the day, regular communication is the courteous thing to do. It’s respectful, considerate, and reflects well on your organisation. Treating candidates with the same care and attention as your employees speaks volumes about your company culture and values.

Wrapping it up
So there you have it – the secret to a successful recruitment process is regular communication. It’s what holds the entire experience together, making it seamless, transparent, and positive for everyone involved. Let’s commit to keeping those lines open, ensuring that every candidate feels valued and informed at every stage of the process.

Ready to elevate your hiring game Commit to maintaining regular communication with candidates throughout the recruitment process. By doing so, we’ll not only find the best talent but also build stronger relationships and enhance your company’s reputation.

Reach to to put these insights into action…

Call: +44 (0)1606 212020

Email: [email protected]

LinkedIn: Jamie Rafferty

What problems do Delve Search solve for their customers?

By Gareth Foden

When people talk about recruitment, hiring or even retention of talent they often do so with a twinge of pain on their face. But… if we look at some of the most successful organisations in the world, their leaders all put the company’s success down to one thing – the people.

So how can such a critical component of a business be so painful for the vast majority? Simply put, in most cases recruitment just isn’t done that well. It can be a poor effort from the recruiter, poor interviewing from the line management team or even a complete bluff from the candidate during the interview process which means the company haven’t hired the person they thought.

Here we explore four of the common problems we come across and how we work to solve them.

Stakeholder alignment – This is a significant factor within the hiring process and helps customers solve the problem of wasted time. Without stakeholders being in agreement as to what type of person and skills they are in the market for the process will invariably fall down at some point. This can mean a lot of wasted time for the candidate but also the people involved in the interviews from the company’s side. Often these people are in positions of power and have salaries to go with it – wasting hours in pointless interviews just doesn’t make sense. Delve have a clear front end process designed to align stakeholders and ensure that everyone is on the same page before the search is launched.

Transparency – We often hear complaints from potential customers who have spoken to recruitment providers but never hear from them again. In other words, when the going gets tough the recruiter will vanish without a trace. Our solution to this is to work in a complete search manner. This means that all workbooks are shared in real-time with the client, weekly steering calls are also implemented to keep things on track, capped off with interview note disclosure – meaning as a customer you see what we see. No hiding place.

Time to hire – It’s often recognised that vacancies can be open for months on end without a solution. This can cause significant issues internally and result in deadlines being missed, sales targets not being hit and even current team members being overworked. At Delve we work on a project basis and aim to resolve this conflict by working to clear, measurable deadlines. This allows our customers to have a feeling of control with their timeline and gives reassurance that their priority is our priority.

Proactive search and engagement – One of the first questions we are asked by prospect customers is “how many candidates are on your database”. The reality is the days of rolodex or database recruitment are long behind us. Candidates are extremely fluid and have an overwhelming choice coming directly to their phone with tools like LinkedIn jobs, Google jobs & more. We work in a proactive manner to engage the top talent for that specific search, and find this has been far more fruitful for our customers. It also means that suitable applicants get a far better experience as they are only being contacted about positions that are suitable for them.

Get in touch to see how Delve Search can transform your hiring process and take the first step towards painless, effective recruitment.

Call: +44 (0)1606 212020

Email: [email protected]

Linkedin: Delve Search

How to achieve candidate engagement in your recruitment processes

By David Evans

In today’s competitive job market, finding top talent is only half the battle. The real challenge lies in engaging candidates throughout the recruitment process, ensuring not just their interest but their active participation and enthusiasm. After all, engaged candidates are more likely to become enthusiastic employees, driving innovation, productivity, and success within your organisation. But how do we measure candidate engagement effectively?

First of all, we need to understand how candidates view the opportunity. Is it an interesting option for them or is it an exciting opportunity? What is the difference?

Interesting options (lower engagement):

Interesting options represent roles or opportunities that candidates find appealing on some level, but may not fully align with their preferences or career aspirations. These options spark initial interest and consideration, prompting candidates to explore further but may not evoke a strong sense of excitement or passion. Candidates may view these roles as viable options, but they may not see them as progressive steps in their careers or the perfect fit for their long-term goals.

While candidates may demonstrate openness to roles, their engagement may remain surface-level, lacking the depth of connection and enthusiasm associated with more compelling opportunities.

Exciting opportunities (higher engagement):

Exciting opportunities, on the other hand, represent roles or experiences that deeply resonate with candidates, igniting their passion and enthusiasm. These opportunities align closely with candidates’ preferences, career goals, and values, presenting them with a positive next step in their professional journey. Candidates are not only engaged with the role itself but also with the company brand, culture, and potential for growth and development.

Measuring this requires a more holistic approach that considers both quantitative and qualitative indicators. Metrics such as candidate feedback, interaction levels, and emotional resonance can provide valuable insights into the impact of these opportunities on candidates’ perception and commitment. Candidates will actively seek out these roles, demonstrate genuine enthusiasm during interactions, and exhibit a strong desire to become part of the organisation.

How can we ensure our opportunities engage everyone?

In short, it’s unrealistic to expect every opportunity to resonate with every candidate. The key lies in understanding where candidates fall on the engagement spectrum and tailoring the approach accordingly. Ignoring this reality and hoping for the best rarely achieves positive results, as experience has shown time and again.

Small percentage improvements make a big difference

It’s important to bear in mind that candidate engagement can fluctuate throughout the recruitment process. This is an area where employers can actively intervene and make meaningful strides forward. Factors such as the quality of initial outreach, the recruiter’s ability to effectively convey the opportunity, the speed of the process, and overall communication greatly influence a candidate’s perception of the opportunity at hand. By focusing on these elements, we can enhance the overall candidate experience and maximise the potential for success.

Strategies for enhancing engagement

• Effective hiring manager involvement: Equipping hiring managers with training and resources to communicate the value proposition effectively.
• Timely and transparent communication: Providing regular updates and clear expectations throughout the process.
• Enhanced candidate experience: Prioritising an exceptional experience from initial outreach to final decision.
• Asking the right questions: Focus interview questions not just on their fit to you, but your fit to them.  Ask about motivations and aspirations and make sure they align with what the business can offer.
• Continuous improvement and feedback loop: Regularly reviewing data and gathering feedback to refine recruitment strategies.
• Choosing the right partners: Selecting recruitment partners who align with the organisation’s values.

Having been deeply involved in recruitment for many years, I’ve witnessed first-hand how crucial it is for companies to prioritise candidate engagement and ensure a great experience throughout the recruitment process. It’s surprising how often this fundamental aspect gets overlooked by both clients and recruiters, with many simply hoping for the best rather than actively implementing processes to improve outcomes.

Reach out to find out more about how Dave can support you in your search talent:

LinkedIn: David Evans

Email: [email protected]

Phone: +44 (0)1606 664191