We pinned down our Sales Director Julian to provide some sage old advise to our clients to help them ensure their dream candidate does join their company and does not become the dreaded "Non-Starter"
It is a common belief amongst hiring managers that a role is filled as soon as their candidate has accepted their job offer. In the current digital job market, this is far from the case with some companies experiencing up to 25% of candidates not starting, even after initially accepting.
Whilst it isn’t possible to stop “non-starters” from occurring, there are some tips and tricks that we advise our clients to employ that should help reduce the possibility of non-starters. As a recruiting and digital fanatic I thought it would be interesting to explore the subject further and detail some of the advice we give to our clients.
Why do non-starters occur?
1. Change of mind on the role – in the cold light of day when the candidate reviews all the literature and contracts, candidates can change their mind. Normally this happens due to external influences such as friends, family, travel and colleagues.
2. Accepting another position with a higher salary - in such a buoyant job market where each candidate has multiple opportunities, remuneration can be a deciding factor for candidates. Emphasis has to be on making an equitable offer from the start..
3. Accepting an opportunity with better perceived career growth - the most successful recruiting companies sell their opportunities and the progression they can offer. In such a competitive market it is important to sell your opportunity at every stage.
4. Accepting another position as the process/contract creation has taken too long delays can make candidates feel nervous and once this happens a candidate is far more likely to consider other opportunities.
5. Insufficient References - 80% of UK companies only offer a confirmation of dates worked as a reference.
6. Counter Offer / Buy back - with the current war for talent, companies are doing all they can to keep existing staff. We have seen candidates receive counter offers increasing their salary by up to 35%.
So what can you do?
Whilst it would be naïve to think you can stop all non-starters, it is possible to reduce the chance of it happening. To do this effectively it is important to understand that recruitment is a process and if followed correctly the candidates you see will have a great perception of your brand, how professional you are and ultimately what a great place you are to work.
Below are some of our top tips for reducing counter offers/buy backs:
1. Regular contact - get the contact details of your prospective employee and stay in touch, make them feel special and even invite them out for after work drinks or a lunch.
2. Share information - pass your new employee information about clients, the company or projects they will be working on. Give them some homework to do; this will encourage commitment and excitement in your role.
3. Pay an equitable salary - in such a competitive marketplace it is important to pay market rate. Failing to do this increases the chance of counter offers/buy backs or competitive offers.
4. A quick recruitment process - the quicker you can get a candidate through your recruitment process the more chance you have of securing them. It is also worth remembering that the process isn’t complete until you get the signed paperwork back. At Xcede our average time for filling a role across our company is 13 working days.
5. Feedback - if you give good, prompt feedback at every stage your candidates will feel engaged with your role and brand. When a candidate has multiple opportunities something as simple as this can be a huge deciding factor.
6. Sell your opportunity - make sure that you roll the red carpet out for your chosen candidate. Remember that an interview is two way – your candidate is assessing how appropriate you are as much as you are assessing them.
7. Collateral - some of our top clients have welcome packs detailing what it’s like to work at the company; training, benefits, culture and anything else exciting. Packs like these increase a candidate’s excitement and commitment to joining.
Xcede have been recruiting Digital since 2003 and in that time we have become experts at securing the best talent on the market. Hopefully some of the listed information helps you and your success in recruiting. If you wanted further clarification or advice please feel free to contact one of our digital recruitment experts on 0203 301 9900 / www.xcedesolutions.com