Put Candidates First & Attract Them to You or You Won’t Recruit Your Role
Hi everyone! I’m Mike Richards and I run The Treasury Recruitment Company.
I'm here today to try to bring to life some of the advice we've been giving through our recent blog posts.
The most recent one you might have seen is ‘It's not about you anymore, it's about them’. What I mean by that, well, I don't know if you've read the article, but I thoroughly recommend it as a decent lunch time read.
But what I did is I wrote the article because I wanted to try to explain to some of our clients why they need to stand in the shoes if you like, of some of the candidates when they're applying for jobs.
I want them to, for some of them remember quite a long time ago, what it was like for them
when they were looking to their first role and think about the candidate first.
A lot of my clients don't seem to have that thought process and it's quite frustrating.
They have this kind of "me-mindset "if you like about why wouldn't want someone wants to come and join us. Well, we're amazing, we’re great!
You might well be a great amazing company, I know that. Some of our clients do have amazing opportunities, but in some of the job descriptions you give to me and the adverts you write, it's like you then expect people to flock to your door, and it's not like that anymore the world's changed. You need to try and think about the candidates if you like and sell the role.
Imagine you're sitting there, you're a Treasury Analyst or Manager and you're looking for your next opportunity and where you're going to go to next. You need to sell that dream
and attract someone to come in the door and join you guys.
So tell them, what makes you special?
Why would they come and join your company?
What will be career enhancing for someone to join you if you like? One of the practical examples I gave in the actual article is, I've got a great consultancy client, they give some great advice to Treasury teams and departments and they're looking to recruit some consultants.
They said to me at the beginning “Mike, what we want to do first of all, give these guys a case study and how they're going to approach a tricky problem”.
I was like, “What? have you gone mad!”. They were like, no we are going to give them this it will show us their thinking and everything else. I went “I don't care!”
You've got it the wrong way round as a client. You need to entice someone to join you in the room first of all, not turn them away. I said to them look, we need to change the process round and it proved to be very successful because what we said is look, we'll find you some great people, get you sitting with them over a coffee and explain to them what consultancies about.
That way they buy into the process, they understand consultancy. You don't actually waste your time because if they're not interested in the role after that,
you don't go through a big process and everything else. And I know you might have some trepidation and nervousness about what do they do next?
But, you know, see if they would you like to come in and get them in for a coffee.
You have a coffee, they like you, it's an equal sharing thing.
Then you move them and say, yeah this person will be great for consultancy or no
they're not and actually nobody's lost out because their time is not wasted.
You've got a cultural fit, they've got the same and you can start to assess the person.
So then you do that case study and it's worked very well. And now that's the hiring process they employ. So as I say, I know its a bit of a long video today, but I wanted to try and get across to you that you should make their needs primary, yours secondary.
As I say candidate comes first. "It's not about you anymore, It's about them."
Thanks very much.
Easy! Watch this video and read this article and I answer that very question!