Money, vacation, chocolate chip cookies in the office coffee room; each of your candidates will likely have a very different idea about what constitutes a decent perk. But did you know that the desires and needs of the average candidate have changed in recent years? Yes, it’s true, while salary and bonuses are still important, they are no longer the be all and end all of a contract negotiation. So what exactly is it that your potential hires are on the lookout for? Besides cookies of course.
From a lack of necessary skills to a checkered past they’d rather keep hidden, there are many reasons for a candidate to be a little less than honest on their resume. So no matter what your gut feeling is about that potential superstar hire it always pays to perform a proper background check. But uncovering those skeletons in a candidate’s closet isn’t always as straightforward as picking up the phone and checking a reference.
Candidate outreach is one of the most important aspects of recruitment - particularly when it comes to keeping those passive candidates feeling all warm and intrigued. However, it’s also one of the most time-consuming processes and one that for some, is quite difficult to master.
You’ve made it through those endless piles of resumes, your inbox is as clear as it has been in months, and now you’re all set to let your chosen candidates know when and where their interview will take place. But is it enough to send them a time and date? Is that all they really need to know?