At M18 we propose a recruitment process that works as follows:

  • Start with a solid briefing that we translate into a job description and search strategy;
  • Search the country for our client’s ‘golden nugget’, i.e. the ideal candidate(s);
  • Meet these candidates ASAP. To interview good candidates we are happy to work evenings or even weekends if needed. We also do video meetings when face-to-face is not possible;
  • Brief our client immediately after the interview about a good candidate;
  • Organize meetings between the candidate and our client and accompany both parties (client and candidate) throughout the interview process;
  • Make sure that our client can recruit the candidate they want!

This entire process should take about 1.5-2 months. Sometimes we move much faster but sometimes it takes a little more time, especially when candidates show little interest.

If that happens we analyse why, and we:

  • consult with our client on how to raise the interest – rewrite the job description, offer a better package/more flexibility,…;
  • ask our client’s permission to broaden the search and be creative – look for talent and skills that could do the job instead of focusing only on proven track record.

Whatever happens, we keep a sense urgency in recruitment because ‘the war for talent is here’!

Therefore we have to be SPEEDY GONZALES!!!

Momentum is everything in recruitment, and SPEED helps in keeping this. It helps our clients recruit the candidate they want when they want it!

A typical situation that I very often witness is that a candidate is well advanced in the recruitment process with Company A but still signs with Company B because he/she received an offer that could not be refused. Should Company A have been more proactive in the recruitment process, then Company B would not even had the chance of making an offer.

So here’s my advice:

  • Before starting any recruitment process, determine the steps to be taken. Who at your company definitively needs to meet the candidate? Are there tests that candidates will have to take? At which stage do you need references,…;
  • Set a desired maximum of time between each of these steps, as well as on the entire process. Make these as short as possible;
  • Combine the different steps so that candidates do not have to come back again and again. This also helps you radiate a positive image towards candidates (‘this company is decisive and efficient’);
  • Ask maximum flexibility from the hiring manager. Explain that making time for recruitment is crucial, and that the sooner the hiring manager finds the right team member, the quicker he/she can start delegating and perform better;
  • Finally, keep in touch with candidates throughout the entire process. Having an external recruitment partner may certainly help. Your partner can only advise you on how to speed up the process and win candidates over. They will follow them up and often know/feel when there’s a candidate at risk of stepping out of the process.

Should you have any questions regarding your recruitment process, do contact us. We are here to help you!

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