Attracting the Best Applicants
The aim of any recruitment process is to hire the best possible talent available. Successful people are rarely active on the job market and will usually require a compelling and well conceived proposition to leave their current employer.
Simply providing a Job and Person Specification is insufficient. Both the organisation and the role need to be individually sold to the Applicant.
Suggested Information for Attracting Applicants to your role:
THE COMPANY – Is this company worth joining?
- What do the analysts say about you?
- What sort of awards have your company won?
- Company performance year to date (UK and Worldwide)
- USP’s – why do people buy from you and not the competition?
- Company Culture – What is your culture, how would you describe it to a
prospective applicant?
THE ROLE – What is the opportunity for success?
- Is this an expansion or replacement role?
- What will their target be? How is the target made up? Is their OTE capped?
- What did the top performer in UK earn last year?
- How did the territory perform last year?
- Will the successful applicant inherit a pipeline of business?
- Will you offer a guarantee?
- If you are looking for someone to manage a set of existing Accounts, how are the accounts currently performing?
While your Consultant can learn a lot about your company from your website and from discussions with you over the phone, a visit to your office and a face-to-face meeting is always recommended. Our aim is to act as your Recruitment Partner. In addition to forming a stronger business relationship with your Consultant, you will be educating them on the people, culture and environment offered by your organisation, while motivating them to give return on the investment you have given.
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