Don’t Let Your Next Star Be the One That Got Away

You still remember the interview. The firm handshake, the smiles and the things they said. From the minute they walked in you knew it was meant to be. The perfect team member became the one that got away. Losing the ideal candidate can be a heartbreaking experience, especially in today’s competitive jobs market. Alan Larby HorizonOne Recruitment Canberra

You still remember the interview. The firm handshake, the smiles and the things they said. From the minute they walked in you knew it was meant to be.

Yet somehow, it never was.

The perfect team member became the one that got away – and you wonder why it didn’t stick.

Losing the ideal candidate can be a heartbreaking experience, especially in today’s competitive jobs market.

Canberra suffers from a critical skills shortage, so when someone comes along who ticks all the boxes, it’s reasonable to expect they’ll be in high demand.

A high performer (someone in the top 10% of candidates) actively seeking a new role may be courted by several organisations, and land anywhere north of 3 interviews in a single week.

At the end of that week, it’s also likely they’ll have 3 or more job offers to choose from!

Don’t be the one who lets them get away. Here are 4 strategies you can employ now to avoid the pain and regret of missing out on a high performer…

1. Hire proactively

You want to hire the best – not the best available at the last minute.

With this in mind, try to forecast your hiring needs early. Think of the skills you’ll need in 3, 6 and 12 months’ time and the qualities your ideal candidates should have. Then put the word out.

If we are your recruiter, keep us in the loop and up to date on your hiring strategy or ask us to help you develop one.

The more time you give us to find the perfect candidate, the higher the chance that you’ll land them.

2. Move quickly towards interviews and offers

Like a palm tree in a dessert, you’ll know when you’ve found someone remarkable.

When you do, lock in an interview time as quickly as possible.

If you can see in the interview that they’re everything you hoped they would be, move quickly towards an offer.

You may want to avoid making an offer right there in the interview, as this can come off as a little too forward. The person also needs time to consider if the opportunity is a good fit for them and you.

Ideally, move toward a verbal offer within a day or two. This should be hastily followed by the formal offer which secures the candidate and allows them to comfortably resign from their current role.

If you don’t, another organisation will probably beat you to it and if they accept the offer then they’ll no longer be available for you.

3. Win them over in the interview

Sometimes you can tell from reading a person’s CV that they’re going to be in high demand. They may have a coveted combination of skills and experience, and tout exceptional references from reputable sources.

If we strongly suggest a candidate for you, it will be because we have already pre-screened and vetted the person and determined they’re a great fit for the role. During the process we’ll have also done our best to represent your business well, so the candidate has a positive and precise understanding of your organisation, the team, the role, and how it aligns with their career goals and aspirations.

When you meet the person for their interview, be on your A-game. If you can see early on that they’re someone you want, be prepared to shape this first meeting as more of a sales pitch.

Paint a rich picture of the role and benefits, and help them see what it would be like to work with you.

It might seem counter-intuitive, but you won’t regret it if they accept your offer and is as valuable as you believe they will be!

4. Maintain a strong relationship with your recruiter

At HorizonOne, we don’t believe in “fast food recruitment”. We prefer to partner with our clients for the long-term, and take a holistic and consultative approach to helping them achieve their recruitment goals.

This allows us to:

  • anticipate needs ahead of time
  • consult on gaps and process
  • proactively source and present high performers

If you see your recruiter as a strategic partner and maintain a strong relationship with them, it will improve your chances of finding great candidates in a competitive market that fill the skills gaps you have now and into the future.