We know that participating as a candidate in a headhunting process can be an exhausting experience. According to the IT Job Market Report, almost 50% of candidates become demotivated during the recruitment process because they do not receive feedback from the headhunter.
A good recruitment process goes far beyond filling out forms, sending resumes, answering surveys and scheduling interviews. It is necessary to make the candidate feel accompanied, as well as to consider his or her feelings, perception and opinions during the selection process.
It all starts with the job search. It is necessary as a headhunter to see the world through the eyes of the candidate, and consider aspects such as the platform where the vacancy was found and the language in which it is published, because if the description of the role is not clear, the attention of applicants may be lost.
The first contact with the candidate is very important and it is recommended to do it through email, because this way you have the necessary time to consider the vacancy and get in touch on your own if you decide to continue with the selection process.
In the next step it is important that the company that publishes the vacancy has a solid presence on the web and social networks, since the candidate wants to know the culture, benefits and differentiators of the potential employer. It is recommended that the platforms used are LinkedIn, Facebook, Instagram or Twitter.
The main factor of demotivation or abandonment in the application process is the little or no follow-up by the recruiter, followed by the lack of clarity about the role of the vacancy.
It is important not to lengthen the processes more than necessary and to maintain constant and clear communication throughout the process, being considerate of the applicants, as their time and resources are very valuable.
There is a high probability of having applicants for a vacancy if they are kept informed during the process and selection, regardless of whether they are hired or not. This gives candidates the opportunity to close their application process and continue with the search for other options that fit their profile.
However, this is not the end of the process. Although the welcome to the work team depends on the organizational culture of each company, the headhunter must keep track of the performance of both the selected candidate and the employer.
The professional growth of candidates can go hand in hand with the headhunter, regardless of whether they are selected or not. With the advice and guidance provided in their process, applicants could make improvements to their CV, acquire new skills for future job interviews, or even improve their negotiation skills to find vacancies that are beneficial to them.
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