4 Keys to Gaining Candidate Trust

Gaining Candidates Trust

The increasing global talent crunch continues to change the dynamics of the recruiting world. With the unemployment rate at low levels, employers don’t have a large pool of out-of-work professionals to chose from. You have to pull in passive candidates to get the people you need.

According to research by LinkedIn, passive candidates make up 70% of your potential recruiting field. Talent acquisition teams have great tools available for locating and contacting these candidates. Convincing them to consider your opportunity is the real challenge. Trust is the key to making that happen.

Considering a new position is a real commitment. It involves:

  • Taking time for phone conversations with recruiting agencies and internal recruiting teams.
  • Doing interviews during regular business hours. They must give up significant time from their current job, especially if they’re located elsewhere.
  • Risk leaving what they know for something they can’t be 100% sure about before making the leap.

It cannot happen without trust. As Stephen Covey said, it’s the most essential ingredient in communications. They need to feel confident you are offering something they can’t afford to ignore. You, and your executive search partners, need to establish it from the moment you first engage them.

There are four key steps to doing this:

1. Ask questions and listen

You cannot gain trust without showing you have a genuine interest in them. That means finding out about their current situation, career goals, and tying it all back to what you can offer.

2. Be up-front to manage expectations 

Every company has shortcomings. You may not be the number one company in your field. Your competitors may have better bonus plans or benefits. It could be you’ve been through a tough couple of years.

Don’t try to gloss over your weaknesses, as they’ll always surface later. If you haven’t discussed them, it will come off as deceitful. Instead, present your strengths and weaknesses from the start, with an emphasis on how the pluses more than makeup for the minuses.

3. Lay out the process and stick to it

Once you’ve decided to go ahead with a candidate, explain the interview process and make sure the team follows through. This will show respect for their time, while also creating expectations you can hold them to. Consult with your hiring team beforehand to make sure it works for them.

4. Keep communicating 

The recruiting process has a lot of moving parts, so it’s a given it won’t always go to plan. This can happen without losing the candidate’s trust if you’re keeping them in the loop. Don’t leave it up to their imagination.

With all the pressures and options in the current job market, passive candidates will not give you their time if they don’t trust you. You need to work with your talent acquisition team, along with your recruiting agency partners, to make sure every candidate knows you’re considering their best interest.

An external agency is your number one ally in attracting passive candidates for several reasons.

  • They can do the deep-dive sourcing required to target the right candidates.
  • A well-regarded agency is viewed as an “honest broker” by the candidate, establishing trust from the first engagement.
  • Passive candidates tend to be more responsive with trusted third-party recruiters than the hiring company.

The trusted recruiting resource

Millennium Search is your ideal partner to make this happen. We have a long track record as a trusted recruiting resource for clients and candidates. Learn more about us and let us know what we can do to help you.

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