For the past two years, recruiters have been on the front lines of filling an ever-increasing number of positions in a market where there is a noticeable lack of candidates. We asked them to take a step back and tell us if there were any tricks or details in their recent hires that could tip the scales in their favor. Lessons from the trenches.
For Sarah Dufresne, head of recruiting and sourcing at Nexus Innovations, the “wow effect” is hidden in one small, yet very simple action that candidates appreciate.
After going through the process, I always suggest that candidates meet their future team,” explains Sarah Dufresne, Nexus Innovations’ Recruitment and Sourcing Manager. The important thing, at the end of the day, is to find a fit between the candidate and the company, since they will be spending the majority of their time together.”
Nothing complicated, then: it’s a matter of organizing an “informal” meeting with the future team.
Candidates appreciate this gesture so much! Many of them tell me that they never have the opportunity to meet their team before starting their job and that it makes all the difference for them. It also creates a wow effect.”
Dominique Gauvin, an HR consultant to small and medium-sized businesses, offers advice that directly echoes the one-upmanship you see on social media from employers who brag about being “the best team,” offering “the most flexibility,” or the “best salaries.”
In my opinion, the key to finding the right candidate is honesty and transparency. Of course, it is important for the candidate to be honest, but it is equally important for the recruiter or the company. There is no such thing as a bad candidate, you just have to find the right chair for them and help them develop, if necessary,” she reminds.
Act fast, talk culture
Anne-Marie Deslauriers, founder of the headhunting firm Delan, points out that the health crisis has exacerbated an already existing labour shortage, at least in the IT sector. Today, employers no longer have the luxury of over-analyzing an application.
Speed of response is key,” she says. If a candidate says yes, they’re ready to move on. And, therefore, if you wait too long, they will say yes to another company.
Preferably, companies looking to recruit new talent should avoid multiple rounds of interviews and multiple tests.
Today, everything is done in a more condensed manner. You can do a technical test, you can ask questions, but you should avoid making the candidate go through several rounds. If the employer waits three weeks before making an offer, it’s certain that the person has gone elsewhere.”
Delan’s founder notes that the really attractive element to put forward – more than the salary or the career challenge – is the company’s culture. In IT, at least.”
People are looking for a collaborative culture; they want to feel that their boss is accessible, that they will be listened to and that their opinion will count,” she summarizes.
These are all keys to attracting talent to your company!
