{"id":7334,"date":"2021-06-18T01:48:53","date_gmt":"2021-06-18T01:48:53","guid":{"rendered":"https:\/\/millerleith.ap.applyflow.com\/?p=7334"},"modified":"2023-02-20T11:10:21","modified_gmt":"2023-02-20T00:10:21","slug":"the-importance-of-candidate-care-in-2023","status":"publish","type":"post","link":"https:\/\/www.millerleith.com.au\/the-importance-of-candidate-care-in-2023\/","title":{"rendered":"The Importance of Candidate Care in 2023"},"content":{"rendered":"
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Have you ever been left hanging by a recruiter with little to no f<\/strong>eedback as to where you stand in the process<\/strong>? I certai<\/strong>nly have. It is very important to not lose sight of the fact that our roles, as<\/strong>\u00a0recruiters or hiring managers, play with individuals\u2019 livelihoods. We must always respect everyone\u2019s time and efforts in the recruitment process, or even better yet, take the extra steps to ensure that the process is as enjoyable and stress-free as possible for the candidates involved<\/a>.<\/strong><\/p>\n

Thankfully, I was introduced to the Recruitment industry by ensuring empathy is at the forefront and that a candidate could end up being a future client. I was taught to always treat each candidate with the utmost respect and transparency every step of the way. Not only this but building a relationship with each candidate and making that little extra investment into their career journey.<\/p>\n

Following someone\u2019s growth and development has always been a factor in recruitment for me \u2013 whether I\u2019ve planned this for my former roles or if I recruit for others. If a client has no growth plans for someone, then it makes it very difficult to sell the opportunity. This also makes the two-way investment in a long-term relationship tricky. People are the sustainable competitive advantage of your business. Why? Because ultimately the people delivering for your business\u00a0are<\/em>\u00a0your business. If they meet and exceed expectations then there must be rewards by way of opportunity.<\/p>\n

There are some questionable examples of recruitment methods out there (and no \u2013 I\u2019m not using this opportunity to call them all out!) which I have heard from candidates, such as having their resumes sent out for viewing without their knowledge. Regardless of your end reward, integrity is everything and one must keep open, yet transparent channels of communication as a form of ultimate respect for candidates. The same thing goes with transparent feedback \u2013 being \u201cleft hanging\u201d on where you stand in the process is not a good feeling and we should always aim to give feedback right away, whether good or constructive.<\/p>\n

Transparency is not the only technique needed in the current employment market. Acting on a sense of urgency is paramount. If you act quickly on talent, you are much more likely to recruit them successfully rather than waiting for the \u201cperfect fit\u201d.\u00a0 It is important to have a rigorous recruitment process to identify candidates who are most suitable for the role. Once you have this down pat, you\u2019ll have your shortlist candidates to engage, interview, vet, and check for a cultural fit. Never skipping key steps in the process or make a snap hiring decision at the risk of choosing the wrong fit, leading to further implications down the line. Dragging out a process can be exhausting for a candidate too and make them second guess the value placed on them by their prospective employer. Relieving the anticipation sooner makes for a better experience for all. Since the beginning of the year, we have found that there are plenty of jobs out there but unless employers move fast, you could lose out to other employers who act quick.<\/p>\n

The candidate experience doesn\u2019t end once someone has been placed in a role. We also play a large part in the communication piece post-placement, checking in with candidates throughout their employment journey to gain some valuable insight into their experience throughout the onboarding, integration, and general cultural fit.<\/p>\n

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Have you or are you considering recruitment as a career, looking to build your team or for your next opportunity within FMCG or retail?<\/h3>\n

At Miller Leith, we pride ourselves on following our candidates\u2019 journeys and celebrating their milestones as they build and grow with the businesses we have employed them into. In this current competitive and challenging employment market, it is our role to be engaging, invested and an extension of our client\u2019s team to ensure a healthy employment market continues for all.<\/p>\n

We\u2019re on a look out for recruitment consultants to join our close-knit Sydney team across the Manufacturing<\/a>, Sales<\/a>, Marketing<\/a>, Supply Chain<\/a>, HR<\/a>, Finance<\/a> and Engineering<\/a> divisions.\u00a0Feel free to reach out<\/a>\u00a0or send us your resume on\u00a0hello@millerleith.com.au<\/a> and we\u2019ll be in touch!<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Have you ever been left hanging by a recruiter with little to no feedback as to where you stand in the process? I certainly have. It is very important to not lose sight of the fact that our roles, as\u00a0recruiters or hiring managers, play with individuals\u2019 livelihoods. We must always respect everyone\u2019s time and efforts …<\/p>\n

The Importance of Candidate Care in 2023<\/span> Read More »<\/a><\/p>\n","protected":false},"author":1,"featured_media":7337,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","site-sidebar-layout":"default","site-content-layout":"default","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","footnotes":""},"categories":[65,66],"tags":[],"class_list":["post-7334","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employer-insights","category-life-at-miller-leith"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.millerleith.com.au\/af-api\/wp\/v2\/posts\/7334","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.millerleith.com.au\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.millerleith.com.au\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.millerleith.com.au\/af-api\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.millerleith.com.au\/af-api\/wp\/v2\/comments?post=7334"}],"version-history":[{"count":3,"href":"https:\/\/www.millerleith.com.au\/af-api\/wp\/v2\/posts\/7334\/revisions"}],"predecessor-version":[{"id":8584,"href":"https:\/\/www.millerleith.com.au\/af-api\/wp\/v2\/posts\/7334\/revisions\/8584"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.millerleith.com.au\/af-api\/wp\/v2\/media\/7337"}],"wp:attachment":[{"href":"https:\/\/www.millerleith.com.au\/af-api\/wp\/v2\/media?parent=7334"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.millerleith.com.au\/af-api\/wp\/v2\/categories?post=7334"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.millerleith.com.au\/af-api\/wp\/v2\/tags?post=7334"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}