Henderson Scott UK’s Post

Ever wondered what goes on behind the scenes before a candidate joins a company? Let's delve into the intricate steps of the recruitment process and the immense value it brings to businesses. 🔹 Job Analysis & Planning: It all starts with defining the role's requirements, responsibilities, and objectives. This step ensures alignment between organizational goals and the candidate's skill set. 🔹 Sourcing Candidates: From job boards to social media platforms, recruiters cast a wide net to attract top talent. Leveraging diverse sourcing channels ensures a robust pool of candidates. 🔹 Screening & Shortlisting: Resumes are meticulously reviewed, and initial interviews conducted to identify candidates who best fit the role and company culture. This step saves time and resources by narrowing down the applicant pool. 🔹 Interviewing: Candidates undergo various rounds of interviews, ranging from technical assessments to cultural fit discussions. It's a crucial phase where both parties assess mutual compatibility. 🔹 Evaluation & Selection: After thorough assessments, the most suitable candidate is chosen based on their skills, experience, and cultural fit. This decision impacts the team's dynamics and long-term success. 🔹 Offer & Negotiation: The chosen candidate receives a formal offer, which includes compensation, benefits, and other pertinent details. Negotiations may occur to ensure mutual satisfaction. 🔹 Onboarding: Once accepted, the new hire embarks on the onboarding journey. This phase acquaints them with company policies, culture, and job expectations, setting the stage for a smooth integration. #Recruitment #HRInsights #TalentAcquisition"

The Challenges of Hiring: A Common Struggle In today's job market, hiring has become an increasingly complex and time-consuming process. Many of us have experienced the frustration of investing significant time and resources into recruiting a candidate, only to have them back out at the last moment. Here's a breakdown of the typical hiring journey: 1. Initial Screening and Shortlisting (1-2 weeks): This phase involves sifting through countless resumes and applications to identify candidates who meet the job requirements. The shortlisted candidates are then invited for the next round. 2. Technical Interviews (1-2 weeks): Candidates undergo a series of technical assessments and interviews to evaluate their skills and suitability for the role. This stage often involves multiple rounds with different team members. 3. HR Interviews and Final Discussions (1 week): Once the candidate clears the technical rounds, they are interviewed by the HR team to assess cultural fit and discuss compensation and other terms. After successfully navigating these stages, a job offer is extended, and the candidate commits to joining the organization. However, there's often a mandatory notice period (usually 1 month) that the candidate needs to serve with their current employer. The Waiting Game and the Unexpected Twist During this notice period, both the employer and the team eagerly await the new hire's arrival, planning projects and allocating responsibilities accordingly. But, in some cases, at the end of this period, the candidate decides not to join the organization, citing various reasons such as a better offer from another company. The Impact This scenario is more common than we'd like to admit. It results in: 1. Lost Time: Approximately two months are wasted, from the start of the hiring process to the realization that the candidate is not joining. 2. Delayed Projects: The work planned for the new hire is put on hold, affecting productivity and timelines. 3. Resource Drain: The effort and resources invested in the recruitment process yield no return. A Call for Solutions To my fellow professionals, how often have you faced this challenge? How do you manage the risk of candidates backing out after accepting offers? Share your thoughts and experiences in the comments below.

Reflecting on 20 years in recruitment, I've gathered insights that can make a world of difference for both clients and candidates in maximising their partnership with recruiters, and its all about openness and honesty. Here are my top tips: For Clients: 1️⃣ Clearly Define Your Needs: Provide a detailed true job descriptions and clearly outline your expectations to ensure alignment from the start. 2️⃣ Establish Open Communication: Keep the lines of communication open and provide timely honest feedback to help recruiters fine-tune their search efforts. 3️⃣ Trust the Process: Trust your recruiter's expertise and allow them the autonomy to conduct the search process effectively on your behalf. 4️⃣ Be Realistic: Understand market conditions and set realistic expectations regarding timelines, candidate availability, and salary benchmarks. For Candidates: 1️⃣ Be Transparent: Openly communicate your career goals, strengths, and areas for development to help recruiters find the best-fit opportunities for you...be honest - we've heard it all before! 2️⃣ Build a Relationship: Invest time in building a strong relationship based on trust with your recruiter to ensure they understand your aspirations and preferences. 3️⃣ Stay Engaged: Stay proactive and responsive throughout the recruitment process to demonstrate your commitment and interest in the opportunity. 4️⃣ Provide Feedback: Offer constructive feedback after interviews to help recruiters better understand your preferences and refine their search on your behalf. By following these tips, clients and candidates can build stronger partnerships with recruiters and unlock greater success for everyone. #RecruitmentInsights #CareerAdvice #ClientRelationships #CandidateSuccess 🌟

10 Smart Ways to Select Employees Who Will Remain Long-Term Employees If you operate a company in any niche industry, you will need to hire employees periodically. In today’s competitive market, you need to devise and implement a solid hiring process. However, locating and hiring the most appropriate candidate for a vacant position is a challenging task. https://lnkd.in/g4W5SWwy #employees #niche #industry #company #competitivemarket #filtering #interviews #qualitytime #employees #flexibility #development #opportunities #careerdevelopment #commitment #achievements #UpSkilling #hiringprocess #Domain #stability #SocialMediaPlatforms TYCOONSTORY Forbes Indeed Sri Pranav Mannepalli 

I've had eye-opening career discussions lately with candidates at all levels, from entry to executive. It's fascinating how the recruitment industry can sometimes lack transparency, leading to a disconnect between recruiters and candidates. Transparency is key in recruitment. When working with candidates, I believe in sharing all essential details: client specifics, team dynamics, company culture, strengths, weaknesses – everything crucial for informed decisions. In return, I expect professionalism. If a candidate decides to bypass me and go directly to the client using the information provided, it's a setback. However, I prioritize working with individuals who value the service I provide. Short-term discomfort is a small price to pay compared to the long-term consequences of such actions. 🤷♂️ Let's keep the recruitment process open and respectful for all parties involved! #Recruitment #Transparency #Professionalism

Recently, a client approached us requesting to reduce our fee for a candidate they were considering to take on part-time initially. The reason? They weren't entirely sure about the candidate's fit. My response was clear and firm: Don't take the candidate on. My client was taken aback a) by my honesty and b) I was saying no to potential revenue. If anyone knows me, I'm less about making money, and more about doing the right thing. In today's competitive and evolving job market, you cannot afford to be 50% about a candidate. Something is lacking in your interview process if you're not 100% confident in their potential and fit for your team. Here are some non-negotiables we emphasise for our clients: - Culture Match: Ensuring the candidate aligns with your company's values and work environment. - Competency Match: Verifying the candidate has the necessary skills and expertise for the role. - Skills Match: Confirming the candidate possesses the specific technical and soft skills required. - Values Match: Ensure the candidate's values resonate with your company's mission and vision. It is a must to invest and time and effort needed to ensure you are fully confident in your hiring decisions. A half-hearted commitment and lack of diligence in the candidate experience can lead to missed opportunities and potential setbacks. #salesmotivation #salesperformance #HR #Recruitment #Recruiting #LinkedIn #homeimprovement #economy #humanresources #salestalent #recruiters #hr #sales #buildingwinningsalesteams #hiringnow #talentaquisition #recruitmentuk

Let's call a spade a spade: Brutal honesty in recruitment is key! Sugar-coating gets us nowhere. As recruiters, direct & open communication with both candidates and clients is absolutely essential. Here's why: Clear expectations: Be honest about the role's demands, company culture, and potential roadblocks. This allows candidates to assess their fit and prevents post-hire surprises – like those that can occur when a candidate's expectations and their “lived reality” in their new role are severely misaligned from day one. Transparency for clients: Clearly communicate candidate strengths and weaknesses. Don't just present them as a perfect match (although in certain instances they can be just that). Building trust: Openness fosters trust with both parties. Setting realistic expectations reduces the risk of a bad hire or a candidate leaving due to unmet promises. Remember: Frame honesty constructively: Deliver feedback with care and focus on areas for growth. Maintain confidentiality: Respect candidate privacy while providing valuable insights to clients. By prioritizing "brutal honesty", we: Save everyone time & energy. Mismatched placements only lead to churn. Build a reputation for integrity. Both candidates and clients value recruiters who are upfront and transparent. Create successful placements. Realistic expectations pave the way for long-term success! Anything else you would add? #recruiting #transparency #careeradvice

Hiring Managers- do you see a recruitment agent as a hindrance? In the last month I've experienced some really bad practice when working roles- 😢 Ghosting- I read about it alot on here from a candidates perspective, but we also get this a hell of alot. The list is endless! 😢 Getting candidates in for interviews to then tell them they aren't experienced enough as the role has changed. This not only risks the relationship I have with the candidate, but it also puts the candidate off you as a business. 😢 When the goalposts have moved regarding the role in question, you then tell the candidate that you haven't got time to keep HR nor the agent in the loop. How are we ever meant to recruit successfully if you don't share this? 😢 Asking the candidate for their phone number, for any roles that 'come up in the future'. In other words you'll hire behind my back Now don't get me wrong, recruiters are generally perceived as the 😈, but there's actually alot of good guys out there trying to do a good job for you. That hardwork demands a level of mutual respect right? We all want the same outcome, so working together and more transparently ensures this happens more successfully #RecruiterLife #RecruitmentAgency #Partners

📢 STICK TO PROCESS 📢 As a recruiter, I've always believed in the power of process. It's the backbone of what we do, ensuring efficiency, and ultimately, success. In a fast-paced industry where the pressure to deliver can sometimes tempt us to take shortcuts, cutting corners is never the answer. Why? Because following a robust process isn't just about ticking boxes—it's about laying the groundwork for achieving the best outcomes for both candidates and clients. Rushing or skipping vital steps can lead to things being missed, resulting in a poor process. A methodical approach allows us to delve deeper into candidate suitability, other opportunities they may be looking at, their reasons for leaving current employment and other factors Consistency breeds trust. By consistently following a well-defined process, we demonstrate professionalism and reliability to both candidates and clients. This not only strengthens our relationships but also enhances our reputation as trusted advisors. When things aren’t going well, you’ve missed your targets, you’re worried about your performance, it can be tempting to cut corners in the hope of quick fixes. Don’t do that. Stick to your process!!! Usually if you reflect on a missed opportunity, you can link it back to a step in the process you missed. #Recruitment #Process #Professionalism

💼 A Call for Better Recruiting Practices: My Experience This Morning 💼 Today, I had an eye-opening experience with a recruiter that I feel compelled to share. As professionals, we rely on recruiters to connect us with roles that align with our skills and career goals. However, there's a growing trend of recruiters and interviewers who seem disconnected from the industries they represent. Here's what happened: 🔹 Misleading Job Descriptions: The job advertised was supposed to be in my area, but during the interview, I learned it was actually in a different location with no proper incentives offered for the change. 🔹 Inconsistent Pay: The compensation discussed was entirely different from what was initially advertised. This lack of transparency is frustrating and disheartening. 🔹 Ill-Informed Interviewers: The final straw was being interviewed by someone who had little to no knowledge about the industry I specialise in. This not only wasted my time but also highlighted a lack of respect for the profession. Because of these experiences, I made the difficult decision to terminate the interview. It's time we address these issues and advocate for better standards in recruitment. 💬 What has been your experience with recruiters and interviews? Let's discuss and push for a more professional and transparent recruiting process. #Recruitment #JobSearch #CareerDevelopment #ProfessionalGrowth #TransparencyInHiring