How Frontline can help employers take advantage of the candidate-driven market

If you’re trying to hire new people and not having a lot of luck, don’t lose heart –it’s a particularly tricky market right now, and sometimes using a recruiter like Frontline Recruitment Group (FRG) can give you the edge you need to attract those great candidates.

Here’s some advice on how we can help you secure good people in the current market.

1. Review your job descriptions

In a candidate-driven market, job-seekers read many ads every week and it takes them just 14 seconds to figure out if they want to apply for something. You have one chance to be remembered and pique a candidate’s interest, and you want something engaging (not boring!) which sells your company, is clear about the responsibilities and skills required and most importantly, is transparent when it comes to salary.

If you struggle to write an effective ad, a recruiter like FRG can help. We understand the type of language that resonates with job-seekers while also making your brand stand out, and can craft a results-driven ad that motivates candidates to throw their hat in the ring.

2. Get your HR team on board

Everyone’s busy at the moment and you might not have a lot of extra time to focus on the hiring process. If you’re using a recruiter, make it clear to them and your HR department about the priorities and goals for the hire.

You could also see if your HR department needs extra resources to help expedite the process along, and find them some temporary help –or pitch in yourself by reviewing CVs and creating a short list. Anything that keeps the process moving can help ensure you don’t miss out on good candidates.

3. Start interviewing now, not when the job closes

Lots of job-posters will post roles and wait until the job closes before even beginning to review applications –but in a candidate-driven market, this is a mistake. Candidates may be going for multiple jobs at once, so you don’t want to leave them hanging.

Instead, consider starting the interview process as soon as you get applications and set up a rolling interview process. It’ll impress candidates (who are often waiting around for weeks or months to hear from a potential employer) and may just ensure you’re able to hire faster.

4. Offer feedback, fast

So often, candidates are left twiddling their thumbs after an interview, instead of getting prompt feedback on how they did and the next steps to expect. If they’re interviewing for several roles at once, they’ll welcome any intel on how they did.

To set yourself apart from other companies, aim to touch base with interviewees within 24-48 hours. If you’re using a recruiter such as FRG, we can handle this for you (bonus tip: be sure to give us fast feedback after each interview as well!), so we can let the interviewee know what the process involves going forward, so they feel invested and kept in the loop.

5. Don’t delay on a start date

If your chosen candidate doesn’t have to provide notice at their current company, negotiate with them about starting as soon as possible.

Obviously, this’ll be convenient for your company and enable you to onboard your employee sooner, but you’re also ensuring no one else can snatch that candidate from under your nose (which happens!). If your new staffer is clocking on and collecting pay cheques, they’re far less likely to be open to fielding any other offers.

We can help you take advantage of the candidate-driven market

We know it’s a tough market. Positions are getting harder to fill. But don’t stress, we are here to help! Our specialist recruiters are passionate and will work hard to secure you the best talent in the market before someone else does.

Contact national@frgteam.com today and let us help you find your people.