The query of what makes an excellent candidate for a job could be a subjective one. In spite of everything, about which job are we speaking? After which past that, there may be viewpoint. What makes an excellent candidate from the viewpoint of the employer and what makes an excellent candidate from the viewpoint of the search marketing consultant trying to assist stated employer fill their pressing, high-level job opening?
Hopefully, the reply for each units of individuals would be the identical. Sadly, although, that isn’t at all times the case. When that occurs, tragedy can strike the recruiting and hiring course of. When there’s a disconnect relating to what makes an individual an excellent candidate for a job, then it’s extra seemingly that the proper individual is not going to be employed. (Not the most effective job candidate doable, on the very least.)
Asking your consumer what makes an excellent candidate
To assist remove that disconnect between an expert recruiter or govt search marketing consultant and their consumer, there are a few easy questions they’ll ask the hiring supervisor. The primary query is earlier than you’ve began to conduct the search:
“What makes the best candidate for this place?”
The second query is after you’ve began the search and you’ve got offered a number of high-quality, on-target candidates:
“What makes the candidate an excellent match for this job?”
These questions serve the aim of guaranteeing that you simply and your consumer are “on the identical web page” and there’s no miscommunication. Nevertheless, because you’re the recruiter and the one who ought to be consulting their consumer concerning the intricacies of candidate suitability, you need to have a crystal-clear concept of what makes a fantastic candidate for a job.
To assist us within the pursuit of this crystal-clear clarification, we’re going to enlist the experience of Greg Doersching, award-winning recruiting and staffing business professional and the President of Subsequent Stage Teaching. Based on Greg, understanding what makes a super candidate for a job is important to the final word success of the location course of.
“For over 25 years now, I’ve watched what we as recruiters undergo each time we begin to put a candidate in entrance of a consumer—the hours of speaking, wheedling, begging, and convincing, all seeking the grand prize often known as a placement,” he stated. “All of it’s so pointless in the event you merely perceive and outline what makes an excellent candidate.”
Based on Greg, the best candidate isn’t simply any individual who has all the requisite expertise and expertise that the employer needs. That’s as a result of there’s a bit formality concerned with regards to really hiring the individual.
“To be a real candidate, that individual needs to be prepared to just accept the provide,” stated Greg. “That is the half that almost all recruiters merely need to ignore, and it’s in the end the reason for manner too many sleepless nights. If you wish to finish these sleepless nights, take pleasure in extra placements, and put extra money within the financial institution, it’s good to redefine what makes an excellent candidate.”
Figuring out what makes an excellent candidate
Based on Greg, there are three essential standards that makes an individual an excellent candidate for a job:
#1—They should have a minimum of 85% of the abilities.
Right here’s a simple manner to consider it. Record the highest six issues for which your consumer has requested. The candidates that you simply submit ought to be strong in a minimum of 5 of these areas.
#2—Their cash calls for are inside the employer’s wage vary.
Ideally, their calls for will match squarely inside the wage vary that your consumer is prepared to pay. After all, we all know that doesn’t at all times occur, particularly if you’re coping with distinctive candidates. With that in thoughts, you may anticipate some “wiggle room” on the a part of your employer, particularly if it’s a candidate-driven market.
Greg recommends utilizing this as a information: in the event you candidate needs greater than $5,000 over the excessive vary, then your candidate needs greater than your consumer might be going to pay. This decreases the probability that the candidate would settle for a suggestion.
#3—The candidate should be motivated by greater than cash.
Talking of cash, the candidate should be motivated to just accept a suggestion by one main issue apart from cash. The reasoning behind that is easy. If cash is the candidate’s main motivator, then they’ll settle for a counter-offer from their present employer if one is made to them. And in a candidate-driven market, counter-offers are extra plentiful. In some cases, they’re virtually anticipated.
What makes a fantastic candidate for a job
Greg additionally recommends analyzing the previous few leads that fell aside. Did the candidates pull out on the last interview or flip down the provide?
“In the event you truthfully analyze what they have been saying earlier than you submitted them, I’ll wager all of them didn’t meet a minimum of considered one of these standards,” stated Greg. “To be a real candidate, the individual you propose to submit MUST meet these three standards concurrently.”
You’re in all probability accustomed to the e book Good to Nice by James Collins. On this e book, Collins discusses why some firms make the leap from good to nice and a few don’t. By way of this weblog put up, good candidates don’t really grow to be nice ones till they meet all the standards outlined above.
Based on Greg, in the event you strive utilizing these three standards for each candidate that you simply submit, you’ll see two issues occur:
“First, you’ll be submitting fewer candidates as a result of discovering candidates who meet these standards is tougher than merely discovering somebody who has many of the expertise for which the consumer has requested,” he stated. “The second factor you’ll see occur is that you’ll completely make extra placements!”
Supply ultimate candidates with our prime ATS
One of the best ATS software program for recruiters has highly effective options and dynamic performance that helps search consultants supply extra high-quality candidates. High recruiting software program packages provide an built-in course of for posting your job alternatives to the largest and hottest posting websites on the Web. This integration not solely will get extra publicity in your jobs, however when job seekers and candidates apply for the roles, their data is routinely added to your recruiting database.
After which in fact, when you supply these candidates, High Echelon’s applicant monitoring system lets you talk and interact with these candidates and speed up and streamline the recruiting course of. This fashion, it can save you extra time and make extra placements.
Get began in the present day with our applicant monitoring software program by requesting a dwell demo. Whenever you accomplish that, considered one of our account representatives can be glad to indicate you the options and performance will help you to supply, monitor, and place extra candidates. You may also join a FREE 15-day trial of the software program. One of the best half: you do NOT want a bank card in your trial and you may get began in minutes. Click on HERE to begin your 15-day free trial of High Echelon’s prime ATS software program for skilled recruiters and search consultants.