The Corporate Hub highlights important factors that employer companies should consider in pursuing top talent - while saving time and money in the process.

1. Researching market rates to attract desired candidates
2. Identifying specific recruitment needs while saving time and money
3. Acquiring the services of a professional recruitment consultancy
4. Effective advertising
5. Selling the position and employer company in a highly competitive recruitment arena
6. Reading the candidate’s CV and the consultant’s notes concerning candidate expectations before the interview
7. Respecting candidates’ time, importance and feelings
8. Adopting a structured and consistent interviewing approach
9. Setting up interview dates
10. Determining the candidate’s motivation for wanting to join the organization
11. Realizing that an interview is an equal opportunity for candidates to assess the organization
12. Creating false expectations about the company or the prospective role
13. Promising a candidate a response by a certain date and then failing to follow up
14. Making up your mind
15. Offering the candidate a salary less than his/her current earnings

PREPARING FOR THE INTERVIEW:

• Employer companies should consult various resources to ensure competitiveness and to maintain healthy company compensation scales.
• Search via newspapers and online search facilities (many allow free access) for advertisements related to similar roles
• Consult online salary surveys for an overall picture regarding salaries.
• Speak to an experienced recruitment consultant specializing in a specific field of knowledge.  Specialist consultants are familiar with their market and potential candidates.

To top

2.    Identifying specific recruitment needs while saving time and money

• It always benefits a company to spend time preparing a clear job description; it is cheaper than employing the wrong person. The short-listing of candidates also saves interviewing time. Â
• Ensure that all stakeholders in the recruitment process understand the recruitment requirements such as background, qualifications, technical skills, relevant experience and personal profile.
• Consider all negotiable and non-negotiable attributes, in the event that the ideal candidate does not apply. Â

To top 

3.    Acquiring the services of a professional recruitment consultancy

• When acquiring the services of a recruitment company, make sure that the consultants are experienced in industry specific knowledge and knowledge related to general business principles.
• Quality recruitment consultants understand business and IT.
• The Corporate Hub's consultants offer clients advice related to salary packages, an effective recruitment process and timescales (from the initial phases up to offer stage).

To top

4.    Effective advertising 

• Experienced recruiters will provide employer companies with effective advertising advice (including mediums of advertising and the content of a successful advertisement).  Contact recruitment@thecorporatehub.co.za for free advertising options.

To top

5.    Selling the position and employer company in a highly competitive recruitment arena

• Carefully consider the effect that the presentation of information related to the job requirements and the company may have on candidates.
• Correct advertising will attract appropriate candidates within a specific career environment and reduce the filtering process.

To top

INTERVIEWING STAGE :

6.    Reading the candidate’s CV and the consultant’s notes concerning candidate expectations before the interview

• Adequate preparation directs relevant questioning during the interview, allowing correct assessment of the candidate while also saving recruitment time.
• Make notes of questions pertaining to the candidate’s CV information.

To top

7.    Respecting candidates’ time, importance and feelings

• Keep in mind that candidates often work for the company’s competitors or that they might become customers of the company.
• The organization’s conduct during interviews soon becomes known in the recruitment arena, which in turn impacts on employer brand.

To top

 8.    Adopting a structured and consistent interviewing approach

• There are many different interview structures.
• The best suited structure, applicable to the employer company’s particular needs, should be applied.
• Prepare a list of applicable questions.
• Ensure that specific tests the candidate will need to perform are validated.

To top

9.    Setting up interview dates

• In the war for top talent in South Africa, no company can afford to let weeks past by between receiving a candidate’s CV and the date of the actual interview.
• Top job seekers often explore various options.
• By adopting a professional, efficient recruitment process, your company will definitely score points.

To top

10.    Determining the candidate’s motivation for wanting to join the organization

• The experience of an objective, professional recruitment consultant is crucial at this stage of the process.
• The consultant will be able to advise the client regarding insight and information obtained during screening interviews with candidates (e.g. reason for leaving previous companies, current salary, future salary expectations, personal motivational factors, or ambition).

To top

11.    Realizing that an interview is an equal opportunity for candidates to assess the organization 

• It is important to be prepared to answer questions about the interviewing employer company.
• Candidates often arrive at an interview with important questions and predetermined ideas about the company.
• Candidates might also want to assess the company’s culture, structure, personnel and future career growth.

To top

12.    Creating false expectations about the company or the prospective role

• A competitive market due to shortage of skills often causes employers to over-sell a company, or a prospective position, in an attempt to attract top talent.
• The unrealistic portrayal of a company and/or a role may create false expectations, which will make it almost impossible to retain skilled employees.

To top 

FINAL STAGE : 

13.    Promising a candidate a response by a certain date and then failing to follow up

• Prepare a timetable for the interview process and honor it.
• It is important to communicate delays or changes in the process to candidates, either in person or via the recruitment consultant.
• Recruitment consultants can also manage candidates on behalf of clients through updated information as received from the employer company.
• Don’t risk turning candidates away by failing to follow up.Â

To top

14.    Making up your mind 

• Top candidates often research the market for opportunities, and might be approached by other recruitment role players.
• Unnecessarily delaying the process can prove costly in terms of money, emotion and alternative offers.
• Moving of goalposts may also reflect negatively on your company as having a poorly planned recruitment process.
• Approach a professional recruitment consultant early on in the process to assist with drawing up a detailed job specification, plan an efficient recruitment process and assist with documentation and information at offer stage.

To top

15.    Offering the candidate a salary less than his/her current earnings

• Most candidates are looking for improvement in salary (unless there are exceptional circumstances).
• Packages that offer less than a candidate’s current salary almost always result in an offended, alienated candidate.
• Ensure understanding of the preferred candidate’s salary expectation before offering a future package.
• The Corporate Hub recruitment consultant can assist with examples of salary structures to help you understand the reality of current and net salary.

To top

The Corporate Hub highlights important factors that employer companies should consider in pursuing top talent - while saving time and money in the process.

1. Researching market rates to attract desired candidates
2. Identifying specific recruitment needs while saving time and money
3. Acquiring the services of a professional recruitment consultancy
4. Effective advertising
5. Selling the position and employer company in a highly competitive recruitment arena
6. Reading the candidate’s CV and the consultant’s notes concerning candidate expectations before the interview
7. Respecting candidates’ time, importance and feelings
8. Adopting a structured and consistent interviewing approach
9. Setting up interview dates
10. Determining the candidate’s motivation for wanting to join the organization
11. Realizing that an interview is an equal opportunity for candidates to assess the organization
12. Creating false expectations about the company or the prospective role
13. Promising a candidate a response by a certain date and then failing to follow up
14. Making up your mind
15. Offering the candidate a salary less than his/her current earnings

PREPARING FOR THE INTERVIEW:

• Employer companies should consult various resources to ensure competitiveness and to maintain healthy company compensation scales.
• Search via newspapers and online search facilities (many allow free access) for advertisements related to similar roles
• Consult online salary surveys for an overall picture regarding salaries.
• Speak to an experienced recruitment consultant specializing in a specific field of knowledge.  Specialist consultants are familiar with their market and potential candidates.

To top

2.    Identifying specific recruitment needs while saving time and money

• It always benefits a company to spend time preparing a clear job description; it is cheaper than employing the wrong person. The short-listing of candidates also saves interviewing time. Â
• Ensure that all stakeholders in the recruitment process understand the recruitment requirements such as background, qualifications, technical skills, relevant experience and personal profile.
• Consider all negotiable and non-negotiable attributes, in the event that the ideal candidate does not apply. Â

To top 

3.    Acquiring the services of a professional recruitment consultancy

• When acquiring the services of a recruitment company, make sure that the consultants are experienced in industry specific knowledge and knowledge related to general business principles.
• Quality recruitment consultants understand business and IT.
• The Corporate Hub's consultants offer clients advice related to salary packages, an effective recruitment process and timescales (from the initial phases up to offer stage).

To top

4.    Effective advertising 

• Experienced recruiters will provide employer companies with effective advertising advice (including mediums of advertising and the content of a successful advertisement).  Contact recruitment@thecorporatehub.co.za for free advertising options.

To top

5.    Selling the position and employer company in a highly competitive recruitment arena

• Carefully consider the effect that the presentation of information related to the job requirements and the company may have on candidates.
• Correct advertising will attract appropriate candidates within a specific career environment and reduce the filtering process.

To top

INTERVIEWING STAGE :

6.    Reading the candidate’s CV and the consultant’s notes concerning candidate expectations before the interview

• Adequate preparation directs relevant questioning during the interview, allowing correct assessment of the candidate while also saving recruitment time.
• Make notes of questions pertaining to the candidate’s CV information.

To top

7.    Respecting candidates’ time, importance and feelings

• Keep in mind that candidates often work for the company’s competitors or that they might become customers of the company.
• The organization’s conduct during interviews soon becomes known in the recruitment arena, which in turn impacts on employer brand.

To top

 8.    Adopting a structured and consistent interviewing approach

• There are many different interview structures.
• The best suited structure, applicable to the employer company’s particular needs, should be applied.
• Prepare a list of applicable questions.
• Ensure that specific tests the candidate will need to perform are validated.

To top

9.    Setting up interview dates

• In the war for top talent in South Africa, no company can afford to let weeks past by between receiving a candidate’s CV and the date of the actual interview.
• Top job seekers often explore various options.
• By adopting a professional, efficient recruitment process, your company will definitely score points.

To top

10.    Determining the candidate’s motivation for wanting to join the organization

• The experience of an objective, professional recruitment consultant is crucial at this stage of the process.
• The consultant will be able to advise the client regarding insight and information obtained during screening interviews with candidates (e.g. reason for leaving previous companies, current salary, future salary expectations, personal motivational factors, or ambition).

To top

11.    Realizing that an interview is an equal opportunity for candidates to assess the organization 

• It is important to be prepared to answer questions about the interviewing employer company.
• Candidates often arrive at an interview with important questions and predetermined ideas about the company.
• Candidates might also want to assess the company’s culture, structure, personnel and future career growth.

To top

12.    Creating false expectations about the company or the prospective role

• A competitive market due to shortage of skills often causes employers to over-sell a company, or a prospective position, in an attempt to attract top talent.
• The unrealistic portrayal of a company and/or a role may create false expectations, which will make it almost impossible to retain skilled employees.

To top 

FINAL STAGE : 

13.    Promising a candidate a response by a certain date and then failing to follow up

• Prepare a timetable for the interview process and honor it.
• It is important to communicate delays or changes in the process to candidates, either in person or via the recruitment consultant.
• Recruitment consultants can also manage candidates on behalf of clients through updated information as received from the employer company.
• Don’t risk turning candidates away by failing to follow up.Â

To top

14.    Making up your mind 

• Top candidates often research the market for opportunities, and might be approached by other recruitment role players.
• Unnecessarily delaying the process can prove costly in terms of money, emotion and alternative offers.
• Moving of goalposts may also reflect negatively on your company as having a poorly planned recruitment process.
• Approach a professional recruitment consultant early on in the process to assist with drawing up a detailed job specification, plan an efficient recruitment process and assist with documentation and information at offer stage.

To top

15.    Offering the candidate a salary less than his/her current earnings

• Most candidates are looking for improvement in salary (unless there are exceptional circumstances).
• Packages that offer less than a candidate’s current salary almost always result in an offended, alienated candidate.
• Ensure understanding of the preferred candidate’s salary expectation before offering a future package.
• The Corporate Hub recruitment consultant can assist with examples of salary structures to help you understand the reality of current and net salary.

To top