Australia’s unemployment rate is less than 5%, which is great news for people looking for a job. However, it’s challenging for recruiters trying to find the best people for their clients.
In a candidate-short market, most recruiters may need to attract ideal candidates who already have a job. But how do you influence them to leave where they are and take a role with your client?
Here are some tips on how to influence candidates in this market and why face-to-face interviewing is still key!
Find out what they want
To influence a candidate to change jobs, you must first know what they want out of a workplace. Ask them about the top three things that are important to them in a job. It might be more money, but also a friendly work environment and ownership over a project.
You will convince them to join your client more successfully when you figure out what they want – and then give it to them.
Find out who they are
Not only must you know what a candidate wants in a workplace, but also in life. People don’t stay in jobs just because of money and conditions. They might have personal reasons, such as needing a flexible schedule that allows them to assist children or a sick relative. The role you offer should help candidates meet their personal needs too.
Listen for clues
When you ask a candidate about their current job, listen for clues about why they would be willing to leave. They might mention a toxic culture, unacceptable workload, lack of career progression or just boredom. Then you can offer them a role with a company that will do a lot better.
Keep it positive
You might find that employed candidates like where they work. You won’t influence them to join your client by criticising their current workplace. They might even feel obliged to defend their company.
Instead, note the aspects they like about their current job and make sure you can offer the same in the new job – and more! As they say, you catch more flies with honey.
Inspire them
No-one wants to feel like a cog in a machine. So reassure your candidate that they will be needed. Explain how their skills and knowledge will be utilised and respected. Many candidates want to make a real difference in their job, especially younger people. Give them a reason to feel inspired about changing roles.
Face-to-face interviews
Digital tools, like online interviews, have been crucial during the pandemic. But now recruiters are able to meet candidates face to face again, and we should take advantage of this.
It’s much more effective to influence a candidate in person than online. You can build a stronger relationship. Candidates are more likely to ‘ghost’ recruiters when they have only met online.
So be wary of letting online and recorded interviews become the norm post-pandemic. Recruitment is a very human-focused business. Only by really getting to know your candidates can you influence them to change roles in the current market.
Brianna O’Donnell
Consultant
For more tips on this topic, check out our previous blog