When it comes to hiring top talent for your early career programmes, a well-designed selection process is crucial for identifying candidates who align seamlessly with the competencies essential for an organisation’s success. This process goes beyond shortlisting, prioritising professionalism, fairness, friendliness, and informativeness to place the candidate experience at the forefront.

Online Assessments

Utilising online assessments, such as Emotional Intelligence, Numerical Reasoning, Verbal Reasoning, and Inductive Reasoning, ensures a modern and efficient evaluation process. These assessments are thoughtfully designed to align with the brand, creating a seamless extension of the selection process. 

Acknowledging the diverse demographic of candidates, and incorporating an engaging and gamified approach to assessments enhances the overall experience. With a clear and straightforward marking system, these assessments rigorously evaluate a wide range of competencies, providing a robust understanding of candidates’ abilities.

Flexibility is key, especially for candidates managing academic commitments. Online assessments offer the freedom to complete evaluations at their own pace, accommodating various schedules and ensuring a user-friendly experience.

Personalised Insights into Motivations and Experiences

Interviews play a crucial role in gaining insights into candidates’ motivations and experiences. Whether conducted in person or online, these sessions involve a brief biographical interview and competency or experience-based questions, each accompanied by a scoring system.

Collaboration with stakeholders is integral to this process. Working closely to identify specific competencies and experiences ensures a targeted assessment aligned with organisational needs. Beyond the selection phase, interviews provide an opportunity to articulate the role and its intricacies to high-performing candidates.

A Holistic and Transparent Selection Journey

Early career selection goes beyond shortlisting; it’s about creating a framework that assures candidates they are making the right career move. The process is designed to yield the best shortlist, offering clarity and transparency through a distinct scoring mechanism. This ensures candidates leave with a positive experience, regardless of immediate fit, encouraging consideration for future opportunities. With a focus on clarity in feedback and a commitment to a comprehensive selection journey, organisations aim to make every candidate feel valued and informed, setting the stage for a positive employer-candidate relationship.

Written by Michelle Kearns.

When our marketing manager asked me to write a blog, I wracked my brain and thought about what people might want to hear about.

I settled on a blog on the biggest opportunities for talent attraction, assessment, and engagement in 2024. So, here goes.

Candidate Attraction

If I see another job advert talking about exciting opportunities, I might need to sit quietly in a dark corner for a few minutes.

It’s an area that needs a lot of improvement. The good news is that it’s easy to solve. Get your creative people (copywriters or marketers) involved in writing your job adverts.

Instead of telling people that it’s an exciting opportunity, tell them what makes it different. Tell them about your unique benefits or the cool projects that you work on. Talk about the positive impact that you have and the culture that you’ve built.

Ask your colleagues “Why did you accept the job offer with us?” or “What’s keeping you here?” and share the top snippets in your adverts.

Improving your job adverts is a quick win for 2024.

Candidate Assessment

Traditionally, most SMEs rely on unstructured/structured interviews to assess talent. Ambitious leaders of high-growth companies that want to start improving the accuracy of their hiring will see improving their recruitment process as a quick win – be that by improving interviewing techniques with training and the introduction of competency frameworks or by mirroring large corporates and introducing assessment centres.

As more businesses realise the benefits of becoming more selective and increasing employee engagement, they’ll see investment in the assessment of talent to be a “no brainer”.

Adding a more robust candidate assessment to your recruitment process could be a win for your talent strategy for 2024.

Employee Engagement

The UK has a problem when it comes to employee engagement. To put a figure on it, Gallup puts the UK rate at 10% vs a global average of 23%.

To put this into perspective further, the top companies globally have an average engagement rate of 72%. They also make a concerted effort to retain these highly engaged employees, allowing them to become more selective about who they bring in.

When comparing employee engagement levels, Gallup found that, versus the top quartile of business units and teams, the bottom quartile had the following differences in business outcomes:

• 81% increase in absenteeism
• 18% increase in turnover for high-turnover organisations
• 43% increase in turnover for low-turnover organisations
• 10% decrease in customer loyalty/engagement
• 18% decrease in productivity (sales)
• 23% decrease in profitability

There’s a huge opportunity for businesses to increase employee engagement in 2024 and in turn, increase their profitability.

One effective way to boost engagement is by promoting open communication channels and encouraging employees to express their ideas and concerns. Providing opportunities for professional development and growth can also enhance engagement, as employees are more likely to feel invested in their roles when they see a clear path for advancement. Recognising and rewarding employees for their hard work and achievements, whether through formal programs or simple expressions of appreciation, can significantly contribute to a positive workplace culture.

Conclusion

There are a lot of these types of blogs at this time of year making predictions on what the challenges will be.

I prefer to focus on the opportunities. If your business takes an interest in Attraction, Assessment and Engagement, they’ll all work hand-in-hand to set your business up for a stellar 2024 and beyond.

Build habits and processes that support your growth journey.

Corvus People is a consultancy that specialises in supporting businesses to Recruit, Develop & Retain high-performing talent. If you’d like help in any of the mentioned areas, we’d be happy to have a chat. Get in touch by emailing hello@corvuspeople.com.

Written by Michael Hewitt.

A company’s success often hinges on the effectiveness of its sales and business development (BD) teams. These teams are the driving force behind revenue generation, client acquisition, and overall business growth. Assembling a high-performing sales force requires careful consideration and strategic hiring.

Given the dynamic and client-facing nature of sales roles, the interview needs to assess not only their product knowledge and sales acumen, but also their interpersonal skills, resilience, and ability to navigate challenging situations.

Effective questioning allows you to delve into a candidate’s past successes, learning experiences, and strategies for overcoming obstacles, providing valuable insights into their potential contributions to a sales team. In this context, the art of asking pertinent questions is pivotal in making informed decisions and ensuring the selection of candidates who align seamlessly with the demands of a dynamic and competitive sales environment.

In this blog, we’ll explore some simple questions you can ask during the interview stage to ensure you are recruiting the right talent for sales and BD roles.

Understanding the Candidate’s Background and Approach

Tell us about your previous experience in sales and business development.

This fundamental question provides insights into the candidate’s track record, the industries they’ve worked in, and the scale of deals they’ve handled. Look for candidates with relevant experience that aligns with your company’s products or services.

Describe a successful sale you closed. What was your approach, and what challenges did you overcome?

This question delves deeper into the candidate’s problem-solving skills and strategic thinking. It helps assess their ability to navigate challenges, negotiate effectively, and close deals successfully.

How do you research and identify potential clients or business opportunities?

A proactive and research-driven approach is crucial in sales and business development. This question evaluates the candidate’s ability to identify and pursue new business opportunities through market research and strategic planning.

Assessing Communication and Relationship-Building Skills

Can you walk us through your approach to building and maintaining client relationships?

Effective communication and relationship-building are cornerstones of successful sales and business development. Look for candidates who prioritise understanding client needs, maintaining open communication, and fostering long-term partnerships.

How do you handle objections from clients, and what strategies do you employ to turn a potential rejection into a positive outcome?

Resilience is a key trait in sales. This question assesses the candidate’s ability to handle rejection gracefully, pivot effectively, and turn challenges into opportunities.

Evaluating Strategic Thinking and Goal Orientation

What strategies do you employ to meet and exceed sales targets?

The ability to set and achieve ambitious sales targets is crucial. Look for candidates who can articulate clear strategies for goal setting, planning, and execution.

How do you prioritise your leads and opportunities to maximise efficiency?

Time management is a critical skill in sales. This question assesses the candidate’s ability to prioritise tasks, focus on high-potential opportunities, and manage their workload effectively.

Gauging Adaptability and Learning Agility

Describe a situation where you had to adapt your sales approach to a rapidly changing market or industry. 

The business landscape is dynamic, and adaptability is crucial. Look for candidates who can demonstrate flexibility, a willingness to learn, and the ability to adjust their strategies in response to market shifts.

What steps do you take to stay informed about industry trends and changes?

Continuous learning is vital in sales and business development. This question assesses the candidate’s commitment to staying informed about industry developments, market trends, and emerging opportunities.

Probing for Team Collaboration and Leadership

How do you collaborate with other departments, such as marketing or customer support, to enhance the overall customer experience?

Sales and BD don’t operate in isolation. Look for candidates who understand the importance of cross-functional collaboration and can work seamlessly with other teams to enhance the overall customer journey.

Have you ever had to lead a sales team or project? If so, how did you motivate and guide your team to success?

Leadership skills are essential for growth within a sales organisation. This question helps identify candidates who not only excel in individual contributions but also have the potential to lead and inspire a team.

Building a successful sales and BD team requires a meticulous hiring process. By asking these targeted questions during the interview stage, you can gain valuable insights into a candidate’s experience, skills, and cultural fit.

Remember, the right questions not only help you assess a candidate’s past performance but also provide a glimpse into their potential for future success within your organisation. Taking the time to identify and hire top-tier sales and business development professionals is an investment that can significantly impact your company’s bottom line and long-term success.

Written by Charlene Craig.

One of the most effective methods for hiring critical hires is the ghSMART “Who” method. The “Who” method is a structured interview process that focuses on identifying the candidate’s character and fit for the role. The method is based on the idea that the best predictor of future performance is past behaviour. It has a 90% success rate. 

The “Who” method consists of five steps: 

• The Screening Interview: This is a brief phone interview to assess the candidate’s basic qualifications. 
• The Who Interview: This is a detailed interview that focuses on the candidate’s character and fit for the role. The interviewer asks the candidate questions about their past experiences, challenges, and successes. 
• The Focused Interview: This interview is designed to gather additional information about the candidate’s skills and experience. 
• The Reference Check: This is a check of the candidate’s references to verify their qualifications and character. 
• The Skill-Will Bull’s-Eye: This is a final assessment of the candidate’s skills and will to succeed in the role. 

By following this method, you can increase your chances of finding the right person for the job and avoid making costly mistakes. 

Here are some additional tips for using the ghSMART “Who” method: 

• Be prepared: Before you conduct the interview, take some time to learn about the candidate’s background and experience. This will help you to ask more informed questions. 
• Be objective: Avoid making hiring decisions based on gut feeling or personal bias. Use the “Who” method to assess the candidate’s true fit for the role. 
• Give candidates feedback: Whether you decide to hire the candidate or not, it is important to give them feedback on their interview performance. This will help them to improve their interviewing skills and increase their chances of getting hired in the future. 

If you’d like to partner with a business that can do all the above and more, we can help. Get in touch for a free consultation at michael.hewitt@corvuspeople.com. 

Written by Michael Hewitt

The pandemic has brought about big changes in how we work, with remote and hybrid working becoming increasingly popular options for employees. A recent study found that over 80% of UK workers want to continue working from home at least one day a week. For those employers not offering hybrid work options, it is becoming increasingly challenging to compete for talent – especially for roles that have homeworking equivalents in the market.

But why do most employees prefer hybrid working?

One of the main reasons is that hybrid working provides employees with flexibility and the ability to maintain a better work-life balance. It allows them to choose when and where they work, which can lead to higher job satisfaction and overall well-being. By implementing hybrid working arrangements, employees can tap into the benefits of remote work while still maintaining some in-person collaboration for certain tasks.

And while we have seen energy bills rising, it can also be cheaper for employees to stay at home at least some of the time. Of course, this depends on the individual but could include savings on travel costs, childcare, and even that morning coffee routine. The reduced travel also creates more opportunities further afield, as they don’t have to make the long journey every day.

However, it’s not all sunshine and rainbows – remote working can blur the line between work and home life, making it harder to switch off and unwind. Additionally, some employees struggle with isolation and the lack of face-to-face interaction with colleagues.

Before the pandemic, I was self-employed and had already started working from home, but if I am honest, I missed the social interaction that came from working in a team. It was this that lead me to Corvus People. We work on a hybrid basis, which suits me from a work-life balance perspective, as juggling two young boys (and the newest addition, a cocker spaniel puppy) can require a *little* bit of flexibility.

So, what can employers do to make their office-based roles more competitive?

In the first instance, it is worth considering why this role needs to be full-time office-based. Not all roles are suitable for homeworking, but if similar jobs are available with a hybrid offering, you may want to highlight the reasons to potential candidates. If you aren’t sure why, then it could be time to think about offering hybrid working as a benefit for those who can and would avail of it.

If hybrid working isn’t possible, there are other ways to be flexible. You could consider offering flexible working hours, allowing employees to work around their commitments and avoid peak-hour commutes. This can be particularly appealing for employees with children or other caring responsibilities. From speaking with candidates, even just a bit of flexibility with start times and finish times can make all the difference.

Of course, you should consider your overall compensation and benefits package versus similar positions in the market. Why would top talent choose you? Hybrid working is widely considered a benefit amongst candidates, so offering a like-for-like on the rest of the package may not be enough.

In saying that, it’s not just about the perks – it’s also about creating a culture that values and supports employees. This means providing opportunities for career development, regular feedback, and recognition, and promoting a healthy work-life balance. Employers who can create a supportive and engaging workplace culture are more likely to attract and retain talented employees.

Competing with hybrid roles may feel like a challenge, but ultimately, it comes down to two things – being competitive in the market and knowing your unique value proposition. You may not have hybrid working, but perhaps you have an employee development programme which means all senior staff are recruited internally. Or maybe you have a state-of-the-art office space with free onsite parking. Take the time to understand what makes you different from other employers and communicate that with your potential hires, and you will be sure to attract candidates that are right for your business.

Written by Helen Cosgrove 

Recruiting a new member of staff is always a significant decision, but finding the right individual for a crucial role can be like solving a puzzle. It demands an understanding of your company culture, a discerning eye for detail, and an instinct for talent. That’s why more businesses are turning to executive search firms for help. These professional “detectives” possess the skills and expertise to uncover the best candidates for your company, and their methods are more efficient than a traditional job search.

One of the key advantages of using an executive search firm is their utilisation of assessments to guarantee the candidate’s suitability not just on paper, but also in practice. They employ a blend of behavioural assessments, critical thinking tests, and emotional intelligence evaluations to gain a comprehensive view of each candidate’s strengths, weaknesses, and potential for success in the role. This allows them to present you with candidates who not only have the skills and experience you require, but also the personality and emotional intelligence to flourish in your company’s culture.

Another advantage of working with an executive search firm is its extensive network of contacts in the industry. They have cultivated relationships with key players in your field and know where to find the best talent. They also have access to databases of candidates who are not actively seeking a new role but would be receptive to a change if the right opportunity arose. In other words, they have the inside track on the top candidates, giving you a competitive edge in the recruitment process.

Furthermore, executive search firms have a tried-and-tested method for identifying and screening candidates. They carry out comprehensive background checks and reference checks to ensure the person you are considering is the ideal fit for your company. They also take the time to comprehend your company culture and the specific demands of the role, so they can provide you with a carefully selected list of the best candidates.

But why settle for merely the best when you can have the cream of the crop? Executive search firms also can attract top talent from their current positions with appealing packages and opportunities. They know how to promote your company to potential recruits and convince them that your organisation is the place they want to be.

Finally, hiring a detective can also save you time and reduce the stress often associated with a critical recruitment decision. You don’t have to spend hours trawling through CVs and conducting interviews; the executive search firm will take care of all of that for you. They will provide you with a shortlist of the best candidates, saving you time and hassle.

In conclusion, if you’re facing a critical recruitment decision, don’t rely solely on your own detective skills. Turn to the professionals and let an executive search firm help you solve the puzzle of finding the ideal candidate. With their expertise, assessments, and experience, they will assist you in making the right choice and unlocking the key to your company’s success.

Mark McBride

 

 

 

“How management chooses to treat its people impacts everything – for better or for worse.” – Simon Sinek

Having conducted a recent survey on why people leave, I found it interesting that culture was identified as the number one reason that people left their last role. With over 43% of respondents giving this as their rational for leaving, it is clear that company culture cannot be ignored.

The results of the survey pose a few interesting questions as a talent professional – What exactly is culture? How much does culture really matter and why? Is hiring a cultural fit the way forward? And if so, how can you measure and assess this?

So, what is culture and why does it matter?  

Firstly, culture is a loose term with hundreds of definitions – some see it as something vague which cannot be controlled, others see as something simple that can be managed. For me, it sits somewhere between the two.

In my opinion, McKinsey & Company sum this up well, defining culture as:

“As the common set of behaviours and underlying mindsets and beliefs that shape how people work and interact day to day”

Because culture is created by a “common set of behaviours and underlying mindsets and beliefs”, the people who lead your business, and those who sit under them, have a huge impact on the culture throughout the organisation. Essentially, if those running your team have some bad behaviours or beliefs, this will trickle down and have a knock-on effect across the board. A good and bad culture alike can have various effects on your business, some of these are:

• Correlation with high / low performance
• Impacts employee engagement
• Culture impacts agility
• Research shows impact on long-term financial performance
• Culture differentiates you from the competition
• Culture is difficult to replicate
• Strong Cultures attract the right people  

Finding a Cultural Fit

From a recruitment perspective cultural fit is often talked about – this is how someone fits into an organisations culture. Get it right and you can achieve remarkable things, get it wrong and the culture or subcultures can become toxic.

An article in the Harvard Journal describes Culture fit as “the glue that holds an organization together”. That is why it is a key trait to consider when recruiting. The result of poor culture fit due to turnover can cost an organization between 50-60% of the person’s annual salary, according to the Society for Human Resource Management (SHRM).

Cultural fit is important in any recruitment process and is even more critical when making senior hires. Over the years, it is something I have heard clients ask for repeatedly when discussing assignments. When we ask clients how they assess cultural fit the answer is often “it’s down to gut feeling” or “we get the applicant to complete a psychometric test”. I would argue this is too simple a view, and to truly assess cultural fit it must be a two-sided process. The required behaviours needed for a role, and by the company, should be assessed by both the client and the candidate.  

So, how do we assess cultural fit?

At Corvus, our Executive Search methodology, Corvus Assured, makes this a little more scientific and is based on leading research into behavioural assessments. We use several behavioural tools that use AI to check for alignment between the clients needed and expected behaviours and that of the applicants. The process considers both sides – firstly the desired behaviours for a role, and then the actual behaviours of the person applying.

The starting point for this is to look at client expectations of the role, by having the key people involved in the recruitment process undertake an assessment that shows the key behaviours they want in a role. This is also an opportunity to check that they are aligned internally on what their expectations of the person are. Sometimes this gives interesting results, where clients expectations differ between people internally, and ultimately are misaligned. Clients often welcome this feedback, and it gives them a clearer picture of different perceptions and allows them to consider these in their decision making. Making sure the key stakeholders are aligned before starting the process is key to its success, after all, how can you find a fit if you all are looking for different things.

Some questions to help assess cultural fit

• What type of culture do they thrive in
• What type of values are important to them and why
• What do they know about our company culture
• What type of working environment do they enjoy

There is no simple, unified, way to assess cultural fit but there are tools to make the process more scientific and robust. 

So, in terms of the question, ‘does culture matter?’ I would say very much so – the Simon Senik quote at the start of this sums this up very eloquently.

If you would like to talk to us about a different approach to recruitment or some fresh thinking for your next hire. Please feel free to reach out. Corvus is a team of highly experienced and passionate consultants who deliver recruitment and HR related solutions to companies in NI, RoI, GB and internationally.

Helen Haughey

 

 

 

Finding and evaluating job applicants is often a time-consuming, multi-stage process. It takes time and effort, but did you know that hiring the right people, and fast, can save you money? Some of the costs to your business for not filling a vacant position quickly could include:

• Dip in productivity within your existing team
• Extra recruiting costs – for example, more time spent advertising means more costs incurred
• Lost sales as a direct result of the unfilled role – for example, due to a lack of resource,  
• The salary of hiring staff involved in the recruiting process, which would normally go toward other activities if the vacancy were filled
• Any overtime paid to current employees making up the work

These are some of the short-term costs, but there may also be customer frustrations because of insufficient staffing, leading to longer-term impacts across the business. And even worse, should you hire the wrong person, you could find yourself rushing to replace them, and that means spending additional money.

So how can you overcome this? Preparation is key and will help you manage your time. Here are my top tips to help you prepare before your role goes to market:

Align your team on who you are looking for

At the start of any hiring process, you should sit down with the hiring team and decide what skills, qualifications and behaviours are needed for the role. You should know exactly what you would like the person to bring to your company, what their key skills are, and what their experience looks like. Leaving this to luck can lead to disagreements on who is best suited for the role, or a hire that wasn’t a good fit – neither of which are ideal.

Creating an advert that stands out

You want to make sure your job advert is targeting and resonating with the right people. Your advert should not just be about the company, and it should cover why THEY would want to work with you and the impact the job will have on their lives. Will it pay them more? Perhaps they will develop faster, or maybe they will get to use new technology or tools. Either way, simply listing their duties won’t do much to excite and attract, so make sure you have them in mind when writing the advert. Check out our guide to writing job adverts for some more tips on this.

Assess the candidate with more than just their CV

Finding a cultural fit for your business is vital to making the hire a success. You should be looking at more than just skills and qualifications and should use various assessment methods or behaviour-based competency questions to get a better idea of their true fit.  Some useful questions can be found here – Behavioural Interviewing Techniques and Strategies (thebalancemoney.com)

Schedule time to make decisions

If you want to keep the process moving, this is essential. Calendars get busy, and fast – often, those involved in hiring decisions are doing so on top of their ‘day job’, so time must be carved out at the beginning of the process to ensure availability. Create a schedule for the entire process and block out time in advance if needed.

Keep in touch with your candidates

Once you have begun the hiring process, keeping in touch with your candidates will help build relationships and manage expectations.  It isn’t always possible to get back to everyone, but where a candidate has been interviewed, it is important to let them know rough timelines. If you don’t, you run the risk of your ideal candidate going elsewhere. Poor communication, at any stage of the recruitment process, can also impact your employer brand – potentially having a longer-lasting effect. Even once the offer has been made and accepted, you should aim to touch base a few times before they join – this is particularly important if they have a long notice period.

Act with urgency

As we all know, working with people can be volatile. If you have a role that is critical to the business, you should aim to act quickly to minimise disruption. Candidates who are active in the market could find another job before you have responded to their application. It is also important to keep in mind potential notice periods, which depending on the candidate, could be up to 6 months. Ensure you are setting realistic time frames for your own business and from the perspective of a candidate. Once you are past the interview stage, and sure of your candidate of choice, make the offer promptly and follow up with official documentation on the same day. It provides confidence to the candidate and allows them to make the necessary arrangements with their current employer.

Being prepared is key to keeping on top of the process, so implementing the above will make sure your search gets off to the best start. Hopefully, some of these tips help you with your next hire – maybe even saving you some time, money, and unnecessary headaches.

Charlene Craig

 

 

 

It seemed odd when a few of my clients started to refer to me as the Cilla Black of recruitment. Recruitment and dating appear worlds apart, but the comparison got me thinking. I decided to pop up a poll on LinkedIn to see if others felt the same, and interestingly enough, 80% of respondents agreed that there were similarities. Like dating, recruitment happens in different stages – some of these are time-intensive and don’t always go our way. Could applying the rules of dating to your recruitment process help you find your perfect match?

Our Executive Search methodology, Corvus Assured, breaks down the stages in a similar way. So, in true Cilla style, I wanted to share our inside secrets on how we help businesses find their ideal candidate.

Stage 1: Figure out what you want 

Much like dating, it’s good to go into the process with a clear idea of what you are looking for, however, this can be more challenging when there are different viewpoints to consider. Imagine asking your mum, dad, brother, and best friend all to agree on your next love interest – I am sure we all cringe at the thought. 

It goes without saying how messy it would get, and this is why aligning your stakeholders before you begin the process is key to success. According to Forte One, companies that lead with culture and alignment tend to drive strong business results over time. That is because alignment within the Senior Management Team (SMT) leads to a clear and focused strategic plan, which trickles down to the rest of the organisation. 

So how do we ensure that our client’s Management/Leadership teams are aligned and agree on the ideal candidate? 

Along with taking the time to fully understand the business, we ask stakeholders to individually complete a short online behavioural assessment. This allows us to get a clear picture of the ideal candidate from each perspective and establish if the Management/Leadership team are on the same page.  Often this is not the case and provides an excellent opportunity to discuss individual perspectives and gain consensus on what a ‘fit’ looks like. 

This stage goes deeper than skills and qualifications and looks at the behavioural requirements to ensure a fit with the business culture. A colleague recently completed a poll on LinkedIn, asking participants why they left past roles. Coming in as the top reason was Company Culture at 43%, so getting the fit right is crucial to creating a successful placement. Like the client survey, we also ask candidates to fill out an in-depth behavioural assessment. Matching these to the desired profile makes for a strong cultural fit and leads to higher retention rates.

With critical hires, some of our clients have been on the search for quite some time. Often enough, the reason they haven’t secured their perfect fit is that, without even knowing it, the SMT don’t agree on who they are looking for. 

Stage 2: Find your Soul Mate 

According to Tribepad, eHarmony claims to be the dating site most likely to deliver happy long-term relationships because they prioritise compatibility. Similarly, once your SMT is aligned, it’s time to start the search for compatible candidates. 

As part of our Corvus Assured offering, key stakeholders get access to our portal, which is not that dissimilar to an online dating page. Here, you can access behavioural profiles, key competency questions/answers, CVs, and video covers (essentially the video alternative to a cover letter). We all know romantic relationships won’t last long if someone feels the other person isn’t being true to themselves, so this gives a holistic view of the candidate and makes it easy for the team to weigh up their options. 

Keeping in touch and ensuring clients and candidates are in the loop helps avoid the dreaded “ghosting”! We all know how it feels – you’ve been on a great date, all appears to have gone well, you have been messaging and then bam, you don’t hear from them again. It can certainly pinch! Just like traditional recruitment, we have all fallen for the “perfect” candidate, just for them to drop off the face of the earth without warning. Along with access to the portal, our candidates are prepped on our process and proposed timescales. This provides clarity and ensures their commitment to the role in advance of any interviews. 

Stage 3: The Dating Scene 

So, you have worked out what you want and created a list of a few who caught your eye. Now it’s time to start the dates interviews!

Before any candidates meet with our clients, we do preliminary interviews to ensure the fit is right – a bit like meeting through a mutual friend. We know you both, and we know that it could work. We do the groundwork in informing the candidate about your business and its culture, helping give them a better picture of what it would be like to work there. 

While the pressure is normally on the candidate, the interviews are an opportunity for you to sell your business further and give real-life examples of how they will fit into your team. According to Glassdoor for Employers, 94% of UK job seekers want to know about all aspects of a company before accepting an offer, so the more authentic the experience the better.

To get the most out of the “date”, asking the right questions is vital. Tailoring the interview questions to the desired behavioural profile will make sure you are delving into the detail and helps to remove any blind spots once the start date comes around. We work with our clients to create bespoke questioning, making sure you are in the know about your potential new hire.

Stage 4: It’s official 

After we have poured our hearts and souls into finding your perfect match, and you have gone through the numerous interviews to make sure it feels right, it’s time for the final stage – making an offer.

Offering your candidate the role can be a make-or-break situation. You need to get it right and make sure they feel valued from the start. Low-balling with pay, or taking overly long to decide, can leave the candidate feeling underappreciated, which isn’t a great start in any budding relationship. 

We work with our clients and candidates from the beginning of the process to ensure expectations are clear from all sides. It gives peace of mind that everyone “wants the same things”. 

Oh, and let us not forget the dreaded ex. Approaching with a counteroffer – please stay, we swear we will change. It’s an unlikely story, and unless the only reason to leave is salary, it’s seldom a good idea to take a counteroffer. We understand our candidates’ motivations before shortlisting them, helping to ensure anyone at the offer stage is serious and ready to move. 

If you feel your business needs a Cilla, one of our team would be happy to have a discovery chat with you. We’ve completed over 70 assignments using our Corvus Assured method, so you know you’ll be in safe hands.