getting acceptance

If you have followed the guidelines up to this point you are well on your way to getting an acceptance from your chosen candidate. This is the crucial part so liaise with your consultant before you put an offer together, we may have some useful information from the candidate feedback.

• Call us and give feedback as soon as you can, this gives the candidates confidence in you and your company and we can keep them interested if you have other people to see.
• Don’t hang about; this is a candidate driven market and & it is likely the candidate you are interviewing has been to at least one other interview.
• When you call us to make the verbal offer, reiterate all the little extras – holiday, pension, healthcare, free parking. You would be amazed how much of a difference this will make if a candidate has two offers.
• Once an offer is verbally accepted we will send you the candidates personal details so you can send out an offer letter and contract, if necessary e-mail the offer to your consultant – again waste no time!
• When setting a start date you are usually restricted by the candidates notice period, if you have a choice get them on board ASAP. Leaving a gap between offer and start date can leave you open to the candidate being counter offered or another opportunity elsewhere.

Keeping hold of them…

On their first day, it is important to make them feel like you are expecting them and you want them there. Set up a comfortable working area, make sure you have all of the equipment they need to do their job even if it’s just their own bit of stationery. If you don’t have a formal induction procedure, at least introduce them to the team and show the around the office. At this point, make sure you have a signed copy of a contract on file and they know what you expect from them.