Candidate-first recruitment process

Finding a perfect job independently is difficult and sometimes may seem impossible.

Let’s check the stats. According to Hired, only 32% of candidates rate their most recent job search experience as “very good” and 83% of candidates rate job searching as one of the most stress-inducing things in life, even more stressful than public speaking, doing taxes, or getting a root canal.

Our role, as recruiters, is to debunk these negative beliefs and experiences and turn the whole process around to make it as convenient as possible for all parties, both employers and, most importantly, candidates. We achieve this by changing the recruitment model from the classic one to one that is candidate-centred.

What is the difference between classic recruitment and candidate-first recruitment?

Candidate-first recruitment is a method of recruiting that considers both employer’s and candidate’s perspectives to find proper matches between the two.

The crucial difference from the candidate’s perspective is in the general approach.

While in classic recruitment recruiters look at candidates as matching criteria of experience, education, skills and relate them to the job, in the modern, candidate-first process the candidate is choosing the employers by checking which company has culture, values and mission fit with his growth goals, personal values, working style and other important preferences, for example, mood within a team.

The candidate-first recruitment process is based on being his ally. This translates into a number of key rules of conduct.

Here’s how you can make it work:

• Prioritise their needs from the very start.

Provide candidates as much information as you can straight at sourcing: who they’d be working with, what they’d be working on, what the company mission is etc. Be open with all the requirements and employer’s expectations of the candidate. Have no secrets, no hook to get them on the phone. Be honest and clear representation of the role. You’ll show that you respect their time and earn trust from the start.

• Maintain contact and communicate up-to-date

Keep in close communication throughout the entire time. Stay in touch with the candidate across the recruitment process every time the employer is faced with their application. How does this work in practice? If you have arranged a meeting at the company’s office send him a message a few days before to see if he has any questions. If he has passed to the next round of interviews get back to him to check the sentiment and let them know what to expect.

You can learn more about communication with candidates on our blog. 

By positioning yourself as a solid point throughout the recruitment process, you will help candidates feel valued in the process and avoid many communication slip-ups. Even if the person doesn’t get the position eventually, you create a positive impression. This leaves the door open for other career opportunities in the future.

• Find the perfect fit

Thinking from the candidate’s perspective, you are aware that the position applied for should fit the candidate’s preferences and goals. Also, it has to support them in achieving their career goals in the long term – a good job is one that you don’t want to change after 1–2 years. Find out as much as you can about the candidate’s preferences and expectations. Offer vacancies in which he/she would be ideally suited. 

At Talando, our recruitment process matches both candidates and companies until they totally synchronise via values- and culture. This practice keeps an open line of communication with the employer and the team the candidate will be joining. As a result, all parties are sure that they are a perfect fit. For example, arranging an office meeting or lunch for a feeling-out talk. If there’s a spark you know you’ve done your part well.

What are the general professional priorities of developers?

Of the many survey results, the most compelling conclusion is that developers are looking for a strong work-life balance, followed by professional development and learning, and then salary. Everything comes down to finding a balance between passion, willingness to learn and desired flexibility. Candidates often voice the opinion that the most important thing is the people you work with. The companies they choose are those where they can most closely bond with their team. In such an environment they optimally learn, develop and expand their skillset. 

• Straighten the path

In all your activities, don’t forget your role. Your job is to support candidates in meeting their career goals. Treat candidates the way you treat clients. Make it easy for them. At Talando, we use our proven methodology to make the candidate’s journey as smooth as possible. Our main objective is to support candidates through the entire recruitment process. In this way, all parties benefit and whatever the outcome, the result is always positive.