Candidates first: A checklist for achieving client-centric recruiting

Any recruiter I’ve worked with has heard me say, “I build the process for candidates first. Then hiring managers, then recruiters.”  At first take, that may seem backward. But, when you think about it, if you don’t have candidates, the others in the process aren’t needed!  

Use this checklist to ensure your hiring process is candidate-centric:

• Your application is short, asking only for information you need to know in order to move the candidate to the next step.  Test this by applying via your phone to see if you are able to get through the process without getting frustrated.

• Your process moves quickly, showing that you value the candidate’s time.  What bottlenecks or delays are in your process that slows down your ability to get back to candidates? How many interviews are you scheduling and how long are you asking a candidate to spend with you? How quickly after the interview do you get back to them? (Hint: Over 2 hours for an entry-level role is too long.)

• Your recruiters see each candidate as a person and actively look to find a role that matches them.  In today’s tight employment market, if you have a candidate who is interested and has applied, make it your goal to find the opportunity that best fits their skills – even if it isn’t the one the original job they were seeking. 

Once you reset your process to focus on the candidate – and what they need throughout the process instead of your internal stakeholders – you will see an increase in candidates. Plus, even those you reject will become raving fans of your organization.