Nurturing should become natural to you, if you want amazing results

If you were told that 7 out of 10 workers are passive when it comes to searching for jobs, how would that make you reconsider how you currently approach finding candidates to fill roles at your company?

What you were made aware of the fact that half of candidates state the biggest job search frustration is lack of communication? Would it make a difference to your processes?

Let’s put it a different way: the candidates who are advertising their CVs and applying for jobs are inundated with interest. They are flooded with messages from recruiters. Highly sought-after professionals are only on the job market for 10 days, This happens because they are easier to find than the 70% who are not actively sending their resumes out.

What happens then is that the clients of those recruiters are informed that these candidates are the best of what is available. Sometimes they are, but more often than not, there are other, better qualified or more experienced prospects out there. It is just that they are hard to find. And finding them usually requires specialist knowledge.

The question that then must be asked is: is that really the best/right person for your job? If you have struggled to find someone to fill a role and there have been many rounds of time-wasting interviews resulting in no hire, then that indicates that there are better candidates out there, but that they must be unearthed.

Sometimes it is not the recruiter who is at fault, it may be unrealistic timeframes that you have set. The communication may be letting you down. Even though the obvious candidates are inundated, it does not mean that there is no interest in the more hidden prospects your recruiter has found. Perhaps you are losing out on these hires due to a lack of nurturing. As was mentioned above, communication plays a big part in reassuring them that your firm is the best place for them to choose to work. This can be as simple as an automated email to let candidates know what stage of the process they are currently in. A third of job seekers say that they would love that simple step.

Patience and nurturing are very undervalued parts of the recruitment process. A lot of time is wasted when prematurely starting the process without the communication plan or correct job spec in place. Rushing interviews can kickstart the machine which then grinds to a halt when it is clear they are unsuitable and then it has to start all over again.

Experienced and more specialised recruiters will always keep the prospective hires updated on their status and how things are progressing. They will always give feedback to both parties. A nurturing campaign is just part of what they do. This human-centric way of working actually benefits, rather than detracts from, those involved. Questions are answered, fears are allayed, decisions aren’t rushed. What would you do if two companies were interested in hiring you, but one of them never let you know what was going on? You would choose the one that did, even if you preferred the uncommunicative one at the start.

Factors must be weighed up. What can a fruitless talent search cost? What can bad hiring cost you in the long term? Desperation can set in once the process has taken more than two months. With projects waiting on the new hire, or work shared across the department starting to take its toll on productivity, rushing is a false economy.

It also comes down to the right recruitment partner, of course, and when everything clicks into place, it means you are hiring the best individuals for the roles because they were discovered and nurtured by experts, they felt valued during the initial stages and they trusted that your company knew what it was doing more than the competitors did.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.