Sales Recruitment Has Evolved

OPTIMISE YOUR SEARCH

You’ve just taken the time to conduct a free CV search of our database. Now it’s time to optimise the opportunity by organising your recruitment process and making the most out of our free resource.

Provision of a detailed Job Description: A key part of this evaluation process is producing an accurate and succinct job description and person specification, which clearly reflects the post which you want to advertise.

Sole Agency exclusivity for at least 2 weeks: Exclusivity elevates the importance of the position, so that you are viewed more professionally by candidates for committing to and engaging the services of a specialist recruitment agency. It can also appear desperate if you are using multiple agencies which in turn may cause many industry professionals not to enter discussions, thus limiting your target candidate audience.

1st interview date For Samuel Francis Candidates: Providing ample notice of first interview allows a candidate to organise his/her diary and thoroughly research your company before the interview takes place. It is worth noting that an organised and confident candidate is very likely to attend an interview & will keep the standard of interviewing high, making your recruitment experience less stressful. 

Allocation of a whole day for Interviewing Samuel Francis Candidates: This will help you to compare your list of pre vetted candidates that have chosen to attend because they are genuinely interested in your opportunity and not because they just need a job. It will also assist in concluding the first interview process and an offer being made. Good candidates are in a minority and your efficient and timely processes will attract quality candidates.

Interview feedback within 24 hours of meeting a candidate: You should be able to provide interview feedback within 24 hours of meeting a candidate. Advise candidates that this will be the case. A common complaint of many job seekers is that they are not debriefed after an interview, or they are promised follow up advice that not forthcoming. If the candidate is suitable, be clear about what the next steps will be. If the candidate is not suitable, advise them quickly as a matter of courtesy.

Any subsequent interviews should commence within 2 weeks: Any timescale longer than this may result in recollection of a candidate’s strengths or weaknesses being forgotten and not fresh in your mind. This could lead to any eventual second interview covering previous questions, not focusing on whether a candidate is suitable for your business. Remember the best candidates will not be available for long, so the longer your interview process continues, the more possibility someone else will employ them.

Offer a Samuel Francis candidate employment within 24 hours of a final interview: This will help ensure the ideal candidate cannot be tempted to continue their job search by other recruitment agencies. It will also show your new employee how organised you are as a business and how quickly you can make a tough decision.

Above are the key points that are crucial towards achieving successful recruitment with Samuel Francis. These points are so important that for every optimisation step followed, Samuel Francis will adjust the cost of your recruitment by 1% for every optimisation point achieved! (See our standard Terms and Conditions link)