Research, shared by the employment search engine Indeed, suggests candidates must make at least 7 major decisions before they become an employee with your company.

So how can recruiters help you as hirers effectively support your candidates through these decisions?

1. Considering a change

Described as the hardest step, Indeed’s research shows that career changes are often perceived as stressful experiences and hard work by candidates. It also highlights that candidates will look for jobs when they are either “inspired by new opportunities, or disillusioned with their own work”.

When reaching out to both passive and active candidates at this stage, recruiters are able to
provide inspiration in the form of new opportunities and their knowledge of the marketplace, they can proactively recommend employers and development opportunities, share feedback from other successful candidates and insights into their clients’ organisations.

2. and 3. Considering your company….and a specific position

Once a candidate has made the decision to consider a change, they next need to identify your organisation, and your specific role as right for them. Recruiters who understand your business, culture and job roles can support these decisions by keeping their current candidate network informed about their clients and opportunities, as well as creating candidate acquisition strategies which will proactively reach both active and passive candidates. Indeed’s research shows that most candidates consider opportunities based on pay, location and flexibility; recruiters will also be able to effectively promote key areas which will appeal to each individual candidate they work with, recognising that for some, other factors such as path for advancement, company reputation and work environment may be more important. Whilst the research shows that candidates can, and do, conduct their own research, we know they value input from recruiters who know your business and have worked closely with your current employees and managers, particularly those from within the team or function they are considering joining.

4. and 5. Applying AND committing to your process

Taking the decision to apply should be simple and straight forward for candidates. Additionally the recruitment process itself should of course provide the candidate, as well as you, with opportunities to gather all the information they require to make the next decision: whether
they will accept your offer or not.

Recruiters can of course arrange and coordinate the various stages of the recruitment process but we can also work with you as hirers to provide advice and input into the timing, structure, style, content and objective of each stage in the recruitment cycle, ensuring that your candidates’ expectations are clearly established and met, reducing drop-out rates and increasing candidate motivation and commitment.

6. Accepting your offer

Effective offer management is a key area in which recruiters can work with you to help candidate reach the decision to accept your offer. By openly discussing candidates’ expectations, concerns, deal-breakers and career motivations from the first stage and all the way through the process, recruiters can identify potential concerns and areas of uncertainty, then proactively work with you to resolve any issues prior to the actual offer. Allowing the candidate to be fully informed and confident in the decision they make.

7. Appearing at their new job

Although many may think accepting the job offer is the final stage, as recruiters we know that often candidates still face other decisions which could prevent them from starting the job they have accepted. These can be in the form of improved salary or job remit (known as “buy-back”) from their current employer but can also include stress and worry about starting a new position or they may have an alternative job opportunity. Recruiters are in an excellent position to keep in contact with your candidates throughout their notice period and as they begin their employment with you, providing an opportunity for candidate’s to discuss any concerns they may have and offer reassurance and support as required.

Want to find out more about how we can support your recruitment process?

Get in touch with our Gail Halkett, Client Relationship Leader on 01506 461445, gail.halkett@escaperecruitment.com or Gail Halkett, LinkedIn.

Source: 7 stages of career decision making – indeedinsight, talent attraction study.