How to Delight Candidates to Know When They are Looking for a New Job.

How to Delight a candidate so you know when they want to change jobs

As a recruitment consultant looking to place more candidates, you are in conversation with candidates on a daily basis whom are from a wide selection of backgrounds and industry specialities. Each candidate typically requires a slightly different approach and varying levels of support.

Whether that be building a CV, outlining key skills, how best to interview or guidance on the type of roles best suited to their experience and skills.

First of all, there are three types of candidates:

  • A candidate who is happy in their existing role.
  • A recently placed candidate.
  • A candidate who is actively searching.

The type of content candidates will benefit from:

  • How to set up your workstation for success
  • How to integrate into your new team
  • How to make effective changes to your CV
  • How to network
  • How to manage your notice period
  • How to build your CV
  • How to review your CV
  • How to interview like Warren Buffett
  • How to understand your job role
  • How to work with your recruiter
  • How to write a cover letter
  • How to use a salary survey
  • How to have a work life balance
  • How to identify new skill sets
  • How to identify industry trends

The conversations with your candidates and clients are going to be similar in topic, with a different perspective. The type of support and guidance you will be providing is going to be very much driven towards impressing the interviewer.

Your client is likely to want to take a different approach. The main focus is communicating with your client, you can provide them with an environment for success, with the right tools to do the job.

You can learn a little more about how to delight your client over at ‘How to know your client is looking to hire.’

For now, let’s focus on the candidate.

You would have been a candidate at some stage in your career.

You would have applied for jobs.

The chances are, you would have spoken to a recruiter?

If we bring you back to the time you were going through the recruitment process. You are looking for suitable roles, updating your CV and most likely having numerous conversations with various recruiters.

This process almost already feels like a full-time job. There are wealths of information to take in, digest and act upon.

What information does the candidate truly need?

Taking you back to the three types of candidates:

  • A candidate who is happy in their existing role
  • A recently placed candidate
  • A candidate who is actively searching

What are the differences between these?

A Candidate Happy in Their Existing Role

These are usually the best possible candidates, who are in an existing role for a good reason. They are good at what they do.

Happy candidates are the hardest to break away from their existing role.

In this scenario the type of information which can begin to encourage candidates to start searching is different. They may feel happy in their role, but that’s usually because they are unaware of better opportunities elsewhere.

These candidates are likely to require nurturing through content on:

  • Salary surveys
  • Work life balance
  • Skill set developments
  • Industry trends
  • CV alterations
  • Networking events
  • Interview tips

A recently placed candidate

These are your favourite candidates. You know they are strong candidates and you already have an existing relationship.

Your objective here is to ensure they remain within their role and to maintain an ongoing relationship (for when you are ready to place them in the new role).

The type of information you are going to provide to these candidates is all about how to integrate in to their new role smoothly.

These candidates are likely to require:

  • Setting up your workstation for success
  • Integrating into your new team
  • CV alterations
  • Networking
  • Managing the notice period

A candidate actively looking to a new role

It is hard to know when a candidate is truly looking for a new role. Understanding your existing database, the trends and aligning those two key activities is your first step.

These are likely to be the most proactive, easiest to talk to and most likely to engage with you.

Candidates looking to change jobs are going to be digesting content to help them find a new role. As we mentioned, applying for a new role is very much a full time job in itself. At this stage, the candidates are looking for digestible information which makes the process quicker and easier.

These candidates are likely to require:

  • CV builder
  • CV review
  • Interview tips
  • Understanding a job role
  • Working with your recruiter
  • How to write a cover letter
  • Salary survey

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