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good candidate experience

The Importance Of Good Candidate Experience In Recruitment

good candidate experience

Getting the recruitment process and candidate experience right has a significant effect on company’s branding beyond the immediate result of hiring a well-qualified scientist or engineer. Candidates who are unsuccessful but perceive themselves to be treated fairly, given timely and genuine feedback, will speak positively about the firm involved. If the candidate has a memorable experience, feels like they were listened to and given genuine consideration, the organisation is building a reputable company brand on the market.

 

And the opposite is clearly true as well: candidates may speak to others in the industry about a poor experience in terms of waiting a number of weeks for feedback, or an interview that seemed disorganised.

 

There are a number of key stages in the recruitment process which can influence what impression candidates have of your organisation. These can be particularly important in terms of sourcing life sciences candidates as the scientists, chemists, quality assurance professionals and others often stress to recruiters that they care about the values of a prospective employer. Among the important stages are:

  • Initial stage; firstly if multiple hiring managers are involved, the requirements for the job itself need to be agreed before sourcing begins or differing views could hold up decisions mid process or even at final stages. Planning together will minimise later disagreement about what different candidates might bring to a job and also keep to a minimum the number of meetings required with preferred candidates.
  • Interview process; this needs to be timely and efficient with again a minimum amount of delay. Feedback to unsuccessful candidates should be prompt (within less than a week ideally) and with something specific they can take as feedback from the process.
  • At offer; hiring companies need also to get across selling points of the kind of career and organisation they offer. Not selling the benefits of your organisation to a top applicant could mean they decide in favour of another organisation which is providing clarity on career opportunities, benefits and so on.

 

As the market becomes a more difficult arena to source talent in, the impressions a company makes on applicants can be a powerful tool for generating interest from potential future candidates. A strong company brand in the life sciences sector will have received good feedback, referrals from satisfied candidates and become a resilient name among professionals.

Posted by Recruitment Consultant, Sigmar on 7 December 2017

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Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors. The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says: “The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic. “The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.” IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum. The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics. Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.” Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months. Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.” Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long-distance relationships, which often sees commitment recede over time. The context of location also opens up new experiences and possibilities, which are now being explored on a scale never before seen.” He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”