Why Top Candidates Go With Your Competitors

The saying that “time is money” is especially true when it comes to hiring, according to a survey conducted by Tech Finders, HR Finders, and Finance Finders. The agencies recently asked new hires the following question:

What is the number one reason you accepted this job?

And the response that rose to the top was: it was my first offer.

These results are not surprising, comments Tech Finders Senior Partner Kerri Francisco, who has worked in human resources for more than 20 years, “Everyone likes to feel wanted when an employer makes that first move; it creates a natural attraction between both parties.”

Fear is another key influencer she offers, “In the back of a candidate’s mind, they wonder, “What if another offer never comes and I miss out on this one?”

In Kerri’s experience, slow-moving companies are less likely to hire its number one candidate. She advocates, “Time kills deals in any industry but in a candidate-driven market, it’s especially true.”

The good news is that a human resources team can easily up its odds with the following three best practices:

Talk It Over

Kerri utilizes client intake calls to gain the kind of insight that goes beyond the standard job description.

“The last thing you want to do is to rely on assumptions about your opening, your team, your department, your initiatives, and your company because assumptions can be wrong,” she reports. “Breathe life into the job description. It will save time in not having to redirect the search at some point, and it will help us more quickly attract top talent.”

Provide Timely and Specific Feedback

And do it within 24 to 48 hours of resume submissions and candidate interviews.

“If the recruiter is off the mark in any way, this is a great way to get them back on track,” Kerri explains. “Timely feedback keeps your reputation intact. Many times, candidates won’t think an employer is serious about filling the role or that its internal workings are below par.”

This also manages candidate expectations, retains momentum, and keeps the candidate excited.

Kerri adds, “When too much time goes by without any information shared, the worst assumptions are made and typically it’s, “They must not be interested.” Therefore, candidates keep interviewing elsewhere and you lose them to other opportunities.”

Gather Your Acorns

Make an offer strong with robust fine points, Kerri notes.

“Outline as many details as possible regarding benefits. Include coverage and premiums, special perks, like cell phone, company credit card, tuition reimbursement, pet insurance, onsite daycare, and paid time off, ” she says, championing, “Leave no stone unturned!”

The hustle is worth it because the right candidate can increase productivity and save time and money in the long run. And a great hiring company will work alongside you every step of the way.

“We are your advocate and we are representing your brand,” Kerri concludes. “When a mutual partnership is created, we will go through a brick wall for you. We will be able to attract and retain top talent on your behalf.”

Tech Finders, HR Finders, and Finance Finders identifies, recruits, and helps companies hire productive people with staying power. For more information visit The-Finders.com.